The first of its kind at the Institute, this event united staff, students, partners and people with disabilities to share experiences and advance equity and accessibility in the workplace

SOURCE: The Institute
October 28, 2025

The Research Institute of the McGill University Health Centre (The Institute) recently hosted its first Career and Opportunities Fair for People with Disabilities, a day dedicated to learning, building understanding and committing to action. The Fair was organized by the People & Culture Division, which oversees equity, diversity and inclusion (EDI), talent acquisition, human resources, environmental health and safety and training and learning solutions at The Institute. The fair took place on October 22, 2025 at the Glen site, when staff, researchers, students and partner organizations joined people with disabilities who came to learn about working life at The Institute and to share their experiences of employment and inclusion.

Inclusion of people with functional, sensory, or other limitation drives research excellence by bringing new questions, solutions and perspectives that some may take for granted. According to Statistics Canada (2022), 27% of Canadians aged 15 and over—about eight million people—live with at least one disability, yet only 9% work in scientific and technical services. At The Institute, ongoing efforts have helped increase representation, with people with disabilities now making up more than 3% of the overall workforce and 5% of senior leadership. This reflects steady growth since the implementation of Together Toward Inclusion, the Institute's EDI Action Plan, launched in 2021. The Institute's 2030 Vision identifies equity, diversity, and inclusion as core elements of research excellence, recognizing that diverse abilities strengthen both research and administrative teams.

A day of connection and learning

Open to all members of The Institute's community—with or without disabilities—the event encouraged participants to learn, connect and reflect on how inclusive practices benefit both individuals and teams. Through information booths, panel discussions and open dialogue, participants explored ways to make research and administrative environments more accessible.

The morning featured booths from The Institute's research and administrative units alongside partner organizations such as: Aim croit, Moelle épinière et motricité Québec, the ROSEPH, Giant Steps with Ready Willing and Able, and Horizon Travail. These organizations provide employment services and training programs for people with disabilities, as well as workplace inclusion support and assistance for employers to obtain wage subsidies and to promote equitable hiring and retention. The MUHC Accessibility Committee and the MUHC Human Resources Office also participated, presenting opportunities and resources available within the hospital environment.

Overall, thirty-three members of our internal staff and researchers enthusiastically hosted booths and connected with over 40 visitors with disabilities.

In the afternoon, a series of panel discussions in the Cruess Auditorium examined accessibility from multiple perspectives.

The first panel, led by partner organizations, highlighted effective strategies for recruiting and accommodating employees with disabilities. Panelists explained various support and integration programs, such as the Contrat d'intégration au travail and other government-funded initiatives designed to adapt workplaces to employees' needs.

The second panel explored how internships tailored for people with disabilities can ensure equitable opportunities, foster creativity and awareness within teams, and demonstrate how trust and continuous dialogue help maximize each person's contribution. Panel members included:

• Suleima Jacob-Thomas, PhD candidate, Integrated Program in Neuroscience and member of the EDI Advisory Committee, panel leader
• Lenka Schorova, M.Sc., Ph.D., MeDiC Program Manager
• Nicole Dranitsaris PhD student, BRaIN Program
• Tasnim Asgar, former intern and consultant at The Institute

"Accommodation and adaptation should be the norm, not the exception," said Lenka Schorova. "We should formalize these processes from onboarding and ensure yearly check-ins."

In the final panel, the People & Culture team presented best practices and lessons learned from supporting teams that hire people with disabilities. They also reminded participants of the key practices outlined in The Institute's guide to recruit and retain people with disabilities, Challenging Barriers.

Across all panels, a consistent message resonated clearly: put the person before the disability. Inclusion begins with recognizing talent, potential and shared humanity.

Next steps

"Each conversation brings us one step closer to a more inclusive work and research environment," said Sonia Rea, Director of the People & Culture Division at The Institute.

As a next step, the People & Culture team will invite selected participants to apply for positions and internships at The Institute. Partnerships and connections formed during the fair have already prompted more than a dozen internship requests and many applications from candidates who, encouraged and made more confident by The Institute's commitment to inclusion, are eager to join our community. These exchanges will help increase the representation of people with disabilities across our teams and strengthen the link between our work and the lived realities of this important group. In the months ahead, the People & Culture team, in collaboration with partner organizations, will also deliver targeted training to help managers and teams attract, recruit and retain employees living with a disability.

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