Inclusive workplaces
About this collection
Build an equitable and inclusive workplace that welcomes a wide range of talent including women, individuals from diverse backgrounds, and people with disabilities.
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Guide
Diversity Equity and Inclusion: A Guide for Change
When it comes to attracting and retaining certain segments of the workforce, there are some areas where trucking and logistics excels and others that need work.
This guide can help you scale up or down in those areas, depending on your organization’s size and team capacity.
Additional resources
Persons with disabilities
Build an equitable and inclusive workplace that welcomes people with disabilities.
Funded in part by the Government of Canada’s Opportunities Fund for Persons with Disabilities.
Understanding the diversity of disabilities: An overview for managers
This guide helps trucking and logistics managers support employees with visible and invisible disabilities through individualized, confidential, and safety-conscious accommodation.
Tracking success: KPIs for improving disability inclusion
This practical resource helps trucking and logistics employers measure and monitor their progress in creating more accessible and inclusive workplaces for persons with disabilities. It provides examples of key performance indicators (KPIs) that employers can use to assess disability inclusion efforts, identify gaps, track improvements, and guide future decisions. The resource also includes a sample tracking template that organizations can adapt to their needs.
Hiring and employing persons with disabilities: Legal considerations for employers
This guide helps trucking and logistics employers understand their legal responsibilities when hiring, employing, and supporting persons with disabilities. It provides an overview of federal, provincial, and territorial legislation related to workplace discrimination, accessibility, and accommodation, helping employers develop inclusive employment practices while meeting applicable legal requirements.
Applying a comprehensive accessibility lens to your company practices
This practical guide helps trucking and logistics employers identify, assess, and remove accessibility barriers across their workplace policies, practices, and operations. It provides a structured review template, practical examples, and recommended actions to help employers create more accessible and inclusive workplaces for people with disabilities.
Substance use disorder as a disability in safety-sensitive occupations
Substance use disorder is treated as a disability in Canada, so trucking and logistics employers must balance workplace safety with a duty to inquire and accommodate employees up to undue hardship.
Common types of industry accommodations
This guide shows that effective disability accommodation in trucking and logistics is usually practical, individualized, and compatible with safe operations.
Disabilities: Myths and Facts
Challenge common myths about hiring people with disabilities in trucking and logistics. This resource helps employers understand the facts about absenteeism, accommodation costs, supervision, retention, career development, and performance expectations, while encouraging inclusive hiring, meaningful employment opportunities, and stronger workforce participation for people with disabilities.
Talking about Disabilities
Promote respectful, inclusive language when talking about disabilities in trucking and logistics workplaces. This resource helps employers and employees understand person-first terminology, avoid harmful assumptions, use accessible language, refer to disability only when relevant, and create a more respectful workplace culture for people with disabilities.
Connector Tool
Connect with organizations and resources that support inclusive workplaces for people with disabilities. THRC’s Connector Tool helps trucking and logistics employers search by keyword, location, language, support type, and target audience to find information, training, funding, and job-seeker connection resources that can strengthen accessibility, inclusion, recruitment, and retention practices.
Supporting Disclosure & Common Types Of Industry Accommodations
Create a safer, more inclusive workplace for disability disclosure and accommodation. This resource helps trucking and logistics employers understand why employees may or may not disclose a disability, how to build trust and accessibility, and what practical accommodations may support employees across office, road, shop, and yard roles.
Hiring Persons With Disabilities Legal Considerations for Federally Regulated Employers and for Employers Regulated in Ontario
Understand key legal considerations for hiring persons with disabilities. This resource helps trucking and logistics employers review federal and Ontario legislation related to discrimination prevention, employment equity, accessibility, duty to accommodate, undue hardship, accessible hiring, and job protection.
Personal Leave Policy Sample
Clarify how personal leave requests are managed. This sample policy helps trucking and logistics employers outline legislated and extended personal leave, including eligibility, notice, documentation, approvals, pay and benefits considerations, vacation accrual, policy review, and employee acknowledgement.
Sample Individual Accommodation Plan (IAP) for Trucking and Logistics Industry Employers
Document workplace accommodations with clarity and consistency. This sample Individual Accommodation Plan helps trucking and logistics employers record employee accommodation needs, participants, supporting documentation, accommodation measures, accessible communication supports, emergency response needs, review timelines, and approvals.
A Manager’s Tool for Having Accommodation Discussions
Help managers approach accommodation conversations with confidence and care. This tool provides practical guidance, sample prompts, confidentiality reminders, active listening tips, and inclusive language guidance to support respectful accommodation discussions with employees who disclose a disability.
Workplace Accommodation Policy – For Persons With Disabilities in the Workplace
Support accessible and inclusive workplace practices. This sample policy helps trucking and logistics employers develop a clear accommodation process for employees and job applicants with disabilities, including responsibilities, procedures, Individual Accommodation Plans, privacy expectations, and policy review guidance.
Physical Demands Assessments
Physical Demands Assessments (PDAs) identify the physical job requirements for specific occupations. Once employers are aware of the physical requirements of the job, current employees and new hires can be assessed to determine if they can perform the physical duties. If required, potential accommodations can be put in place to allow workers from various under-represented groups […]
Diversity equity and inclusion
Build an equitable and inclusive workplace that welcomes a wide range of talent.
Employee self-identification: Tips and samples
This guide helps trucking and logistics employers collect employee self-identification (self-ID) data responsibly to identify equity barriers, meet applicable reporting duties, and improve workplace practices.
Starting a diversity committee or affinity groups
This guide explains how trucking and logistics employers can create effective, inclusive DEI structures through employer-led diversity committees and employee-led affinity groups.
DEI policy sample
This sample policy establishes a company-wide commitment to a respectful, equitable, and inclusive workplace across trucking and logistics operations.
Diversity, Equity and Inclusion Policy Sample
Create a clear diversity, equity, and inclusion policy for your workplace. This sample helps trucking and logistics employers define DEI commitments, clarify scope and responsibilities, support fair employment practices, address complaints and reprisals, and build a more respectful, inclusive workplace culture.
Diversity, Equity and Inclusion: Assess your Company’s Current State
Assess where your company stands on diversity, equity, and inclusion. This resource helps trucking and logistics employers use leadership discussions, DEI SWOT analysis, and employee surveys to identify gaps, understand workplace experiences, review compliance considerations, and plan meaningful next steps.
Starting a Diversity Committee or Affinity Groups: Key Considerations
Support meaningful employee participation in workplace DEI efforts. This resource helps trucking and logistics employers understand the difference between Diversity Committees and Affinity Groups, establish clear expectations, promote participation, and create Terms of Reference that keep inclusion work structured, respectful, and action-oriented.
Bridging the Gap: The Changing Face of Trucking
Showcase trucking and logistics as a modern, diverse, and opportunity-rich career sector. This video helps employers and industry partners challenge outdated perceptions, highlight career stability and growth, promote teamwork and mentorship, and attract young people, women, and underrepresented groups to meaningful careers in Canada’s evolving trucking workforce.
Women at work
Build an equitable and inclusive workplace that welcomes a wide range of talent including women.
Checking Your Blind Spots: Identifying Gender Gaps in the Workplace
Identify gender gaps and turn insight into action. This toolkit helps trucking and logistics employers assess workplace gender equity through leadership discussion questions, a gender-focused SWOT analysis, employee survey questions, policy review guidance, and practical next steps to support women’s participation, safety, retention, and advancement.
Women at Work: Best Practices Guide
Attract, hire, retain, and advance more women in trucking and logistics. This best practices guide helps employers assess gender gaps, strengthen recruitment and hiring, improve workplace safety, support retention, create career pathways, build mentorship opportunities, and foster a more inclusive
Women with Drive: Maintaining our Momentum
Understand what is driving women’s participation in trucking and logistics. This research summary explores labour market challenges, women’s workforce trends, career-seeking women’s perceptions, employer actions, safety and work-life balance concerns, industry image, mentorship, training, and opportunities to recruit, retain, and advance more women.
My Toolbox for Mentoring Women in Canada’s Trucking Industry: Employer & Association Guide
Build stronger mentoring pathways for women in trucking and logistics. This guide helps employers, associations, and industry organizations create mentoring programs using one-on-one mentorships, online peer networks, and local women’s events to support recruitment, retention, career growth, knowledge transfer, and inclusion.
Bridging the Gap: Women In Trucking and Logistics
Bridging the Gap: Women in Trucking and Logistics highlights the growing presence, confidence, and opportunity for women in Canada’s trucking and logistics industry. Through the voices of women working in the sector, this video challenges outdated perceptions about trucking and shows that the industry offers meaningful career pathways, welcoming workplaces, and opportunities for people who are willing to learn and grow. The resource reinforces that trucking is not simply a stop-gap job, but a long-term career path with room for women and other underrepresented groups to build skills, gain confidence, and contribute to the industry’s future. It also emphasizes the importance of industry ambassadors, associations, and employers in helping shift perceptions, reduce stigma, and promote the value of trucking and logistics careers to diverse talent pools. This resource is ideal for: • Employers looking to attract more women into trucking and logistics roles • HR and recruitment teams promoting inclusive career pathways • Industry associations supporting workforce diversity • Career counsellors, schools, and training partners introducing trucking careers • Women exploring driving, logistics, operations, or transportation careers • Employers building a more welcoming and representative workforce