Persons with disabilities represent the largest equity-deserving group in Canada and in the world. According to the Canadian Survey on Disability, 2017 to 2022, 27% of Canadians aged 15 years and older—approximately eight million Canadians—have one or more disabilities that limit their daily activities. This represents an increase of 4.7% since 2017. Mental health related disabilities, pain-related, and sight disabilities have seen the largest increases.
Given these statistics, it is highly likely that your workforce includes individuals who identify as having a disability, whether they have disclosed it or not. This raises an important question: how can you become a more accessible employer?
The BDO Canada Accessibility Consulting Team has supported numerous organizations in their efforts to create more inclusive workplaces for persons with disabilities. Drawing on our in-depth knowledge of accessibility legislation, regulations, and standards across Canada and globally, we have consulted with over 1,000 individuals with disabilities to understand their experiences and challenges. This wealth of experience enables us to offer insights, best practices, and tailored guidance to organizations aiming to improve accessibility.
Many organizations are doing the best they can with limited budget and resources. They want to do better for their employees with disabilities, but often face barriers such as a lack of expertise, experience, and resources. However, starting your journey towards accessibility, even with small steps, can have a profound impact on your organization. It signals your commitment to inclusivity, enhances the employee experience, reduces turnover, and ultimately benefits your bottom line.
Also, it is simply the right thing to do. With the number of people who identify as having a disability on the rise, whether visible or non-visible, organizations must recognize the importance of accessibility and take proactive steps to address it.
Practical steps for small and medium sized-organizations
1. Engage employees with disabilities
Understanding your current state of accessibility is the first step. The best way to do this is by consulting directly with your employees. Whether through anonymous surveys, interviews or focus group sessions, gaining insights from those who experience your workplace firsthand is invaluable. The approach from the disability community of “nothing about us, without us” underscores the importance of involving persons with disabilities in discussions about accessibility.
Consider forming a committee or Employee Resource Group (ERG) dedicated to accessibility, composed of individuals with a range of lived experiences of disability. This group can review organizational policies and practices, provide input, be a safe space for individuals, and spearhead awareness campaigns within your organization. Ensuring that the experiences of persons with disabilities are taken into consideration is crucial to fostering an inclusive culture.
2. Accessibility policy with accessibility statement
Your organization should establish an accessibility policy that clearly articulates your commitment to inclusivity. There are various templates available to help you get started, but it is essential to involve your accessibility committee or ERG in this process.
Reflect on your internal definition of disability and create an accessibility statement as part of your policy. This statement should outline your organization’s goals and commitment to becoming a more inclusive employer—prominently communicated both internally and externally.
3. Who will be accountable?
To drive meaningful progress, it is vital that accountability for accessibility is clearly defined within your organization. If too many people are involved without clear roles, or if accessibility is treated as a side project, efforts may stall. Success often depends on having an individual or team with the knowledge, experience, and passion to lead this initiative.
Accessibility should be a significant part of at least one person’s job description, but it is also important to remember that it requires the collective effort of many across the organization. Establishing clear goals and regularly tracking progress will ensure that accessibility remains a priority.
Looking ahead
Accessibility is not a passing trend. It is here to stay. The Accessible Canada Act (ACA) aims to make Canada fully accessible by 2040. While this may seem distant, organizations must begin their journey now. The number of persons with disabilities is increasing, and starting with small, manageable steps is key to success.
Remember, the path to becoming a more accessible employer may have its challenges. You might make mistakes along the way. The important thing is to start. By listening to your employees with disabilities, involving them in the process, creating a strong accessibility policy, and ensuring accountability, you will lay a solid foundation for your organization’s accessibility journey.
Accessibility goes beyond providing accommodations for visible disabilities. It includes addressing a wide range of experiences and barriers that can limit full participation in all parts of life. By fostering open discussions, raising awareness, and creating a proactive environment where your organization anticipates and addresses needs before individuals must request support, you will make a meaningful difference in the lives of persons with disabilities.
So, the real question is–why wouldn’t you want to become a more accessible employer?