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250-295-4051, 206 Vermilion Ave, or Leahw@maximusbc.ca

A Job Board can inform and inspire a change in current Employment too.  It may be used to advocate for a raise, shift in training, negotiate new benefits or create wellness programs advertised with innovative companies.

A Job Board belongs to the entire community.  It’s for Job Seekers, Career Changers, Business Leaders, Managers, Employees, Parents, Students, and Competitors.  The desired character, competencies, wages, working conditions and the language used begins to create a snapshot. 

It could be the starting place for a conversation with your current boss about many advertised attractors in this competitive Labour Market. 

Each week WorkBC showcases our Local Labour Market via Virtual Job Board. Ask yourself…

• What is it telling you about your Community, Industry or required Skill Sets?
• How will you use the information in a meaningful way to inform your next career, business or training decision?
• Do you know how to ask for a raise? Can you demonstrate your loyalty, commitment and dedication?
• Do your employees feel valued, included, and apart of the company vision?
• Have you compared your working conditions, benefits or wages lately?

  Princeton, if you need any assistance moving your career forward or maximizing your talent’s potential,  please come in and see us.  We are OPEN and happy to serve you!

Check out Princeton JOBS in the Link below.

CLICK HERE: Princeton Job Board – March 25, 2022

Acres Enterprises/ Careers / Apply HERE:    JOB APPLICATION

WorkBC welcomes you to check out our Virtual Job Board.

Princeton, if you need any assistance moving your career forward or maximizing your earning potential… Please come in and see us… we are OPEN and happy to serve you!

Check out Princeton JOBS in the Link below.

CLICK HERE:Princeton Job Board – December 23, 2021

If you’re an employer who is new to the world of disability diversity and inclusion, you may be looking for general guidance and background on the what, why and how of making your organization more welcoming and accessible to applicants and employees with disabilities. Consider this your starting point for understanding how hiring workers with disabilities can benefit your business – and the ways EARN can help.

Why should employers care about creating a disability-inclusive workplace?

EARN is on a mission to help employers weave disability into their diversity and inclusion efforts. Why? Because recruiting, hiring, retaining and advancing workers with disabilities is good for America and good for business. Progressive employers everywhere are learning that businesses inclusive of people with disabilities, including veterans with disabilities, benefit from a wider pool of talent, skills and creative business solutions. They’re also recognizing disability diversity as an important way to tap into a growing market, since people with disabilities represent the third largest market segment in the U.S. So by proactively employing individuals with disabilities, businesses can gain a better understanding of how to meet the needs of this important and expanding customer base.

You may be asking, what skill sets could employees with disabilities bring to my company? The answer is as diverse as the skillsets of any qualified individuals. But, individuals with disabilities may also offer employers a competitive edge, helping diversify and strengthen their workplaces through varied perspectives on how to confront challenges and get the job done. They bring creativity, innovation, problem solving and commitment to the workplace. Studies have shown that employees with disabilities stay at jobs longer, thus reducing the time and cost involved in retraining and replacing personnel. Other benefits reported by businesses include improvement in productivity and morale and more diversity in the workplace. And these benefits can have a real impact on a company’s bottom line. In October 2018, Accenture, in partnership with the American Association of People with Disabilities (AAPD) and Disability:IN, released “Getting to Equal: The Disability Inclusion Advantage,” a report that revealed that companies that embrace best practices for employing and supporting people with disabilities in their workforces consistently outperform their peers, including having, on average, 28 percent higher revenue, double the net income and 30 percent higher economic profit margins.

What does it mean to be disability-inclusive?

There are numerous characteristics associated with disability-friendly companies, and what’s often surprising to employers is that most inclusion practices geared toward employees and job seekers with disabilities have the added bonus of benefiting everyone. Some common characteristics of disability-inclusive companies include, but are not limited to, the following:

• Fostering an INCLUSIVE BUSINESS CULTURE, starting with expressions of commitment from the highest levels and carried across an organization wide through practices such as disability-focused employee resource groups and engagement activities.
• Ensuring disability-inclusive OUTREACH & RECRUITMENT by developing relationships with a variety of recruitment sources in order to build a pipeline of qualified candidates with disabilities for the future.
• Promoting disability-inclusive TALENT ACQUISITION & RETENTION PROCESSES by establishing personnel systems and job descriptions that facilitate not only the hiring but also advancement of qualified individuals with disabilities.
• Providing the ACCOMMODATIONS employees with disabilities may need to do their jobs effectively, whether that means assistive technology, a flexible schedule or numerous other reasonable accommodations or productivity enhancements.
• Taking steps to ensure EXTERNAL AND INTERNAL COMMUNICATION OF COMPANY POLICIES & PRACTICES around its commitment to disability inclusion and providing training on disability-related workplace issues to staff.
• Ensuring a barrier-free workplace by maintaining ACCESSIBLE INFORMATION AND COMMUNICATION TECHNOLOGY, as well as a workplace that is physically and attitudinally  accessible.
• Promoting ACCOUNTABILITY & SELF-IDENTIFICATION, if appropriate, by adopting written policies, practices and procedures and measuring their effectiveness in order to identify areas for improvement.

For more information about these seven core components of a disability-inclusive organization, and a menu of strategies for achieving them, visit the Inclusion@Work Framework for Building a Disability-Inclusive Organization.

John Kemp,  President and CEO of The Viscardi Center, explains the benefits of fostering a disability-inclusive culture in your organization.

Other Types of Invisible Disabilities

• Chronic Pain: A variety of conditions may cause chronic pain. A few of those reasons may be back problems, bone disease, physical injuries, and any number of other reasons. Chronic pain may not be noticeable to people who do not understand the victims specific medical condition.
• Chronic Fatigue: This type of disability refers to an individual who constantly feels tired. This can be extremely debilitating and affect every aspect of a persons every day life.
• Mental Illness: There are many mental illnesses that do qualify for disability benefits. Some examples are depression, attention deficit disorder, schizophrenia, agoraphobia, and many others. These diseases can also be completely debilitating to the victim, and can make performing everyday tasks extremely difficult, if not impossible.
• Chronic Dizziness: Often associated with problems of the inner ear, chronic dizziness can lead to impairment when walking, driving, working, sleeping, and other common tasks.

People with psychiatric disabilities make up a large segment of the invisibly-disabled population.

Invisible disabilities can also include chronic illnesses such as renal failure, diabetes, and sleep disorders if those diseases significantly impair normal activities of daily living. If a medical condition does not impair normal activities, then it is not considered a disability.

96% of people with chronic medical conditions live with an illness that is invisible.

Many people living with a hidden physical disability or mental challenge are still able to be active in their hobbies, work and be active in sports. On the other hand, some struggle just to get through their day at work and some cannot work at all.

List of SOME Invisible Disabilities

• ADHD
• Anosmia
• Anxiety disorders
• Allergies
• Arachnoiditis
• Asperger Syndrome
• Asthma
• Autism
• Bipolar disorder
• Brain injuries
• Charcot-Marie-Tooth disease
• Chronic fatigue syndrome
• Chronic pain
• Circadian rhythm sleep disorders
• Coeliac Disease
• Crohn’s disease
• Depression
• Diabetes
• Ehlers Danlos Syndrome
• Endometreosis
• Epilepsy
• Fetal Alcohol Spectrum Disorder (FASD)
• Fibromyalgia
• Food allergies
• Fructose malabsorption
• Hereditary Fructose Intolerance
• Hyperhidrosis
• Hypoglycemia
• Inflammatory bowel disease
• Interstitial cystitis
• Irritable Bowel Syndrome
• Lactose Intolerance
• Lupus
• Lyme Disease
• Major depression
• Metabolic syndrome
• Migraines
• Multiple Sclerosis
• Multiple Chemical Sensitivity
• Myasthenia Gravis
• Narcolepsy
• Personality disorders
• Primary immunodeficiency
• Psychiatric disabilities
• Reflex Sympathetic Dystrophy
• Repetitive stress injuries
• Rheumatoid arthritis
• Schnitzler’s Syndrome
• Schizophrenia
• Scleroderma
• Sjögren’s Syndrome
• Trigeminal Neuralgia
• Spinal Disorders
• Temporomandibular joint disorder
• Transverse Myelitis

Invisable Disability VIDEO

WorkBC Princeton welcomes you to come into our centre and look at our Job Board!