While significant strides have been made towards building more inclusive workplaces, there still remains a very real gap in understanding and addressing the challenges faced by employees with disabilities.

October marks National Disability Employment Awareness Month and it's an opportunity to reflect on the importance of disability inclusion in the workplace.

In Canada, more than one-third of employees within the 25 to 64 age group with disabilities require at least one type of workplace accommodation. However, only 59 percent of those who need accommodations actually get the support they need. It’s a stark reminder of a heavy truth: disability inclusion and accommodations need to be more prevalent in the workforce.

“Many job seekers encounter stigma in the form of myths about disability. It’s important to combat those myths through education and conversation,” says Carolyn McDougall, the Manager of Employment Pathways at Holland Bloorview Kids Rehabilitation Hospital.

One of the major barriers people with disabilities face when it comes to employment is the ongoing misconception that accommodations are expensive and difficult. In fact most accommodations cost nothing or less than $500. This belief often stems from a lack of awareness about the range of disabilities and the accommodations available.

Instead of making assumptions, employers can ask all all employees a simple question: What do you need to do your best at work?”

To debunk the myths, here are five accommodations that companies can easily make:

1. Flexible Work Arrangements: The COVID-19 pandemic proved that providing flexible work hours or remote work options can greatly benefit employees with disabilities. This type of accommodation is not only valuable for those with physical limitations but also for those who work best in quiet spaces. Flexible arrangements can also look like ensuring employees who can’t stand for long periods of time have accommodations or have their work adjusted to limit fatigue or pain.


2. Workstation Modifications: Simple changes like adjustable desks, ergonomic chairs and noise-cancelling headphones can make a substantial difference for employees with and without disabilities. These modifications can increase comfort and productivity. It’s also important to ensure that the paths between desks can accommodate employees who need mobility devices to get around.


3. Human or Technical Supports: Offering assistive technology, such as screen readers or speech recognition software, can empower employees with disabilities. It ensures they can perform their tasks effectively, without any communication barriers.


4. Training and Sensitivity Programs: Creating disability inclusive workplaces starts with ending the stigmas surrounding it. That means talking about it. Educating the entire workforce about disability inclusion — through workshops and resources — is a simple accommodation that can help reduce misconceptions and bias.


5. Mental Health Support: It’s important to realize that disabilities can be both visible and invisible. Providing mental health support services is crucial. This can include access to counseling, mental health days, benefits that help cover mental health resources, or flexible work arrangements to accommodate mental health needs.

These are just some of the accommodations organizations can embrace. To provide even more resources, Holland Bloorview Kids Rehabilitation Hospital has also created the Employment Resource Hub. This hub is filled with valuable resources and guidance on creating inclusive and accommodating workplaces. 

Workplaces like RBC, are devoted to creating inclusive workplaces and funding the work of organizations like Holland Bloorview: 

“RBC Future Launch is committed to helping young people access the tools and resources they need to transition into the workforce,” says Brian Guinto, Vice President Real Estate Markets & RBC REACH Champion.

“As part of our investment in diversity and inclusion we are proud supporters of Holland Bloorview’s Employment Pathways program, which connects youth with disabilities with early work opportunities.”

To learn more about what it takes to create an inclusive workplace, you can visit Holland Bloorview’s Employment Resource Hub — because everyone who wants to work deserves to.