Removing barriers and creating accessible workplaces allows everyone to fully participate. This is because they feel included and have what they need to succeed.
As an employer, service provider or business, you may also have a legal obligation to ensure accessibility. This may be under the Accessible Canada Act or provincial legislation. There is also separate legislation to provide reasonable accommodation. Being proactive means identifying and removing barriers to employee participation before they become necessary.
Consider the diverse needs of people who:
- Do not look like the majority in your workplace
- Have physical disabilities, including invisible ones
- Experience chronic pain
- Are neurodivergent, such as people with Autism, attention deficit disorder, or intellectual or learning disabilities
- Experience mental health concerns or illness, including social anxiety
- Are new to Canada or who are learning English as a second language (ESL)
- Are caring for sick or dying loved ones
- Are experiencing trauma or loss
- Practice different religions
- Identify as 2SLGBTQIA+
- May be socioeconomically disadvantaged, or
- Have other differences
Remember, differences are not always obvious or easily seen. You may not be aware of what’s going on with an employee or client, and you also don’t want to jump to conclusions. Some people choose not to disclose their condition. Others don't feel comfortable asking for adjustments or accommodations. Instead, they’ll opt to work, do business, or access services somewhere else, if they can.
Proactively removing barriers makes business sense
Research by Holmes IV et al. (2020) and Hunt et al. (2020) shows that diversity, inclusion and accessibility helps:
- Address labour shortages and the skills gap
- Foster innovation, creativity and diverse thought
- Appeal to diverse customers, stakeholders, investors and potential talent
- Mitigate legal and reputational costs
Organizations report that diversity and inclusion improves morale, enhances connectedness, and enriches leadership skills.
A 2020 report by AccessibleEmployers.ca showed that diverse and inclusive workplaces were:
- 2x more likely to meet or exceed financial targets
- 6x more likely to be innovative
- 6x more likely to effectively anticipate change
Embedding inclusion into business as usual
While it’s important to have policies in place that support accessibility and inclusion, it’s the tangible actions you take that have the biggest impact.
Removing barriers before they get in the way is the best approach to accessibility and inclusion. Review the following to consider ways to remove barriers in your workplace:
- The built environment – are people able to physically access your spaces?
- Can someone with a physical disability, vision or hearing impairment access and move around your space with ease?
- For example, wheelchair users or those using a guide cane may find it difficult to navigate stairs or a “step up". It can also be harder to find their way around blocked pathways, construction or renovations.
- Does the location of work stations or equipment mean there's a lot of activity, distraction, or close physical contact?
- For example, people with developmental disabilities or from other cultures may be uncomfortable in spaces where unexpected touch happens.
- Is the height of your counters or workspaces usable for people in wheelchairs? Or are they adjustable?
- Can someone with a physical disability, vision or hearing impairment access and move around your space with ease?
- Physical and sensory environment – how does the space impact people?
- What’s the volume of noise in the space?
- For example, people who are neurodivergent can struggle with sounds that are too loud. They may also struggle with processing information when there are a lot of different noises at once.
- Are the lights bright, low, or on a dimmer?
- For example, people with visual impairment may be sensitive to bright or low light. Others with developmental disabilities or who are neurodivergent can also have difficulty with bright lights.
- Are there private and/or quiet places for reflection, prayer or to get work done?
- For example, most people can benefit from a quiet space, particularly if you have an open-concept office. Some people can get overwhelmed or distracted in open-concept or very busy spaces.
- What’s the volume of noise in the space?
- Communication – is information given in a way that everyone can understand it?
- Do you provide multiple formats and/or visual instructions or signage?
- For example, people with visual impairment or learning disabilities may want to use voice-to-text apps. While people who aren't fluent in English or who have a developmental disability may benefit from visual instructions,
- Are the expectations around how people communicate, explicit and inclusive of individual communication styles?
- For example, people on the autism spectrum may have a direct speaking style or prefer to not make eye contact. But a newcomer may come from a culture where norms in meetings are different from your own.
- Is communication clear and concise?
- For example, most people find getting too much information or instructions that aren’t organized difficult to process. This is especially difficult for people with disabilities, who aren't fluent in English or who struggle with mental health issues.
- Do you provide multiple formats and/or visual instructions or signage?
- Culture and belonging – do all people feel like they are included?
- Is it clear how the organizational hierarchy and chain of command actually operates?
- For example, people from other cultures can benefit from clarifying what authority and culture looks like. It can also help people with autism spectrum disorder to understand where they fit in the larger context.
- Is everyone included in work-related social activities at work and outside of work?
- For example, do activities cost money? Are they unintentionally excluding people with parental or caregiving responsibilities, substance use issues, or other considerations?
- Does the language people use, employee banter or humour, exclude or make anyone uncomfortable?
- For example, it’s important for people to be mindful of the language they use. Stereotypes, acronyms that are not known to everyone and humour should never come at the expense of any person or group. They should be immediately addressed and corrected, even if it’s not intentional.
- Is it clear how the organizational hierarchy and chain of command actually operates?
Before taking steps to ensure inclusion, you may want to understand their lived experience and perspectives. It could help you understand how they relate to their leader and co-workers.
There are many tools and resources available to leaders to help address individual employee concerns. It can also help them become more inclusive leaders and support inclusive teams.
Make sure you also familiarize yourself with any accessibility or human rights legislation that may apply. These may have specific requirements around accommodating employees and removing barriers to accessibility.
At work, consider ways to level the playing field across the employment lifecycle to ensure your workforce is benefiting from diverse perspectives and skill sets.
Why this matters
Each of us has our own points of reference due to our experiences and history, and others may have specific challenges due to life or health challenges. For example, some people feel uncomfortable with eye contact, or aren’t comfortable with people entering into their physical space.
Some people have sensitivities or triggers because of past experiences, or differences in how their brains work. Many people who have been historically marginalized or “othered” have experienced discrimination, harassment, or subtle forms of being made to feel like they don’t belong at work or in the community. However, when we take proactive steps to make everyone feel included, we are supporting them to feel psychologically safe so they can bring their unique and valuable skills to the table.
The Cambridge dictionary defines othered as “the act of treating someone as though they are not part of a group and are different in some way.”
Removing barriers and taking proactive steps to ensure accessibility doesn’t have to be costly, and it often has the effect of supporting all employees to stay productive and thrive.
Inclusive hiring and orientation
Throughout the employment lifecycle, there are opportunities to consider accessibility, inclusion and equity. Hiring, orientation and termination includes tips and strategies that can help.
Share this with anyone who works in the field of, or advocates for, accessibility, inclusion or accommodation.
Additional resources
- A tool to support employee success. A process that engages employees and employers to develop solutions that support productivity and well-being. Supporting employee success is for any employee, including those needing accommodation.
- Discrimination prevention and inclusion. Address discrimination and promote inclusivity through your policies and processes. This creates a positive environment and supports all employees to thrive and succeed.
- Implicit bias. Learn to identify and understand implicit bias, microaggressions and intersectionality. Whether the bias results in poor morale or discrimination, identifying it is the first step to eliminating it.
- Leader support for newcomers. Learn how you can support newcomers on your team and in your organization.