What is the biggest barrier to accessibility?
Despite numerous efforts from the federal government, workers with disabilities continue to face challenges when it comes to employment, according to a recent report.
Nearly three in five (59%) persons with disabilities or long-term conditions experienced a labour market-related barrier to accessibility, reports Statistics Canada (StatCan).
This is the case despite legislative efforts such as the Accessible Canada Act, which aims to remove barriers in employment and other areas.
In December 2024, Accessibility Standards Canada (ASC) published the CAN/ASC-1.1:2024 – Employment standard, a framework aimed at removing barriers to accessibility in the workplace.
It aligns with Canada’s Disability Inclusion Action Plan and the Employment Strategy for Canadians with Disabilities
Previously, the Disability Inclusion Business Council (DIBC) also released its final report titled Bridging the Gap – Report on Disability Inclusion in Canadian Workplaces.
Nearly 7 in 10 (69%) employed persons with disabilities or long-term conditions experienced at least one barrier to accessibility while at work, according to StatCan.
And the likelihood of encountering these challenges was higher among those with more severe disabilities (81%) compared to individuals with milder disabilities (66%).
The most commonly reported workplace barrier was the physical environment, affecting 49% of employed respondents. This included lighting and sound levels (31%) and inaccessible sidewalks or pedestrian paths (11%).
Other frequently cited barriers included:
StatCan data also highlighted barriers in the hiring process. Nearly 68% of individuals with disabilities or long-term conditions reported experiencing accessibility obstacles during recruitment or were discouraged from seeking employment.
The most commonly cited hiring barrier was difficulty disclosing a disability to a potential employer, reported by 54% of respondents. Additionally, 32% faced challenges related to workplace accommodations, such as unmet requests, inability to request accommodations, or lack of awareness about available support.
A further 31% indicated experiencing a lack of support or respect from hiring staff, previous colleagues, or managers.
“Rather than treating inclusion as an afterthought, the best employers consider it a central pillar in workplace culture transformation,” says David Gevorkian, founder and CEO of Be Accessible, Inc., via Talent Culture.
“You can emphasize accessibility and diversity as core values right from the start, with inclusive hiring policies that show people with disabilities they matter to your organization.
“Inclusive hiring practices are an opportunity to expand your talent pool by reaching out to countless candidates who offer viable skills, knowledge, and human strengths. By proactively including people with disabilities, you enrich your teams with more diverse perspectives and experiences. This, in turn, elevates creativity, productivity, and performance.”
DIBC notes that for employers to enhance workplace accessibility for workers with disabilities, they should.
“Creating an accessible workplace and fostering an inclusive work environment is challenging, but always worth it for employers,” says writer Charlotte Stasio, with the World Institute on Disability. “Workers with disabilities will greatly benefit from the improved productivity, sense of belonging, and job security such initiatives bring. Employers will benefit from accessing more diverse talent pools by creating an inclusive work environment for people with disabilities.”
HR can bridge the gap when it comes to accessibility issues in the workplace, according to a previous report.
