The importance of accessibility in the workplace: Interview with Kim Auclair

A disability does not define a person, it completes them

Joanne:  Kim, for me, a disability is a physical, developmental, or intellectual limitation that can be either visible or invisible. Disability is an expected part of human diversity. Disability is neutral. Not good or bad. Not negative or shameful. It just is. Period. Any euphemism, like “special needs” or “differently abled,” reinforces the idea that disability is negative.

Consider the analogy of wearing glasses: You wouldn’t think twice about wearing your glasses to see properly. Similarly, accommodations are essential for creating an inclusive society where everyone has equal opportunity to participate and thrive. It should not raise any questions or surprises. It's simply a part of reality.

Kim: This definition resonates with me. I would add that disability should never be seen as a barrier to creativity or entrepreneurship. Instead of focusing on challenges, businesses should see the creative potential and adaptability of people with disabilities. This paves the way to innovation.

Joanne: I couldn’t agree more. Indeed, in a typical work environment, a significant number of employees may have invisible disabilities that they prefer not to disclose. In Canada, more than one in four people aged 15 years and over have a disability. Many employees keep their status secret. A nationwide survey of office workers in the United States found that while 30% of the workforce has disabilities, only 3.2% of employees disclose their disability status to their employers.

Kim: That’s an interesting statistic. But why would someone choose not to disclose their disability? Is it to protect themselves, or for fear of being judged for their disability rather than their skills? Or even to be perceived as less efficient?

Joanne: Yes, that's right. Some businesses see disability as a burden because of the required accommodations. They don’t know how to respond. That’s reflected, even unconsciously, in the recruitment process.

Kim: What can a business do to encourage employees to disclose their disability?

Joanne: The key is awareness. Employees should be aware of the diverse types of disabilities and the importance of the required accommodations. By valuing everyone’s unique needs and strengths, the company fosters a culture where all employees, regardless of ability, have equal opportunity to contribute and succeed.

A conscious company creates an inclusive environment. This improves the recruitment and hiring processes, as well as talent retention. In being open and adaptable, a company reinforces its image of inclusiveness, a message that is reflected in its advertising, social media communications and hiring processes. This approach instills confidence. It encourages staff and potential employees to speak freely and fearlessly about their disabilities.

Photo of Kim Auclair, President of Communications Nitivi

Accessibility is at the forefront of our concerns

Kim: Why should we care about accessibility?

Joanne: In Canada, 24% of working-aged adults have a disability. It’s the only minority group that any one of us can become a part of at any time. Some join at birth, others through an accident, illness, or aging. If you become disabled, how would you want to be treated? Wouldn’t you want to be an equal participant in all areas of life?

When we prioritize accessibility, we create an inclusive environment, where every member of the team has an equal opportunity to contribute and succeed. This favours innovation and productivity. It leads to a more dynamic and efficient organization.

Businesses that intentionally integrate accessibility measures tend to have a culture and a way of working that benefits all employees, not only disabled employees.

Kim: That’s true. When we mention examples of accommodations for employees with disabilities, several practices come to mind.

This goes well beyond physical design, as communication also plays a key role. All communications must be accessible and clear to everyone. Every individual has their own way of processing and retaining information. Asking for everyone’s communication preferences is a good strategy. It can be as simple as asking the question: “What do you need to feel comfortable?”

Consider, for example, someone who prefers working remotely because they already have all the necessary equipment at home. This benefits the company, which doesn’t have to invest in additional accommodations.

Joanne: You’re right, Kim. I would also add caretakers to your example. As the mother of a child with Williams syndrome, I appreciate the flexibility that BDC gives me to attend frequent medical appointments and therapy sessions. This flexibility is key. Not only am I more engaged and productive, but I am also happier.

Kim: What are the barriers to accessibility and how can we overcome them?

Joanne: Barriers to accessibility in the workplace include physical, technological, social, and cultural barriers, as well as a poor recruitment experience. To overcome them, it is essential for companies to expect and plan to welcome people with disabilities. Offer an option to opt-in to different readily available accommodations and resources. These include modifying workspaces, investing in accessible technologies, and promoting a culture of inclusion through awareness and education.

In addition, providing flexibility, remote work options and schedule adjustments are important and appreciated measures.

An open dialogue with employees allows for a better understanding of their specific needs and for adapted practices. This favours a truly inclusive work environment.

How to improve the hiring process for persons with disabilities

Joanne: Prioritizing talent is key to meeting workforce needs. What strategies do you recommend to improve the hiring process for qualified persons with disabilities?

Kim: Bringing diverse types of disabilities to light and valuing existing employees are effective strategies. It sends a strong message to potential candidates that their future employer understands and respects their reality. This type of appreciation can take several forms: Companies can provide a forum for employees with disabilities to share their experiences at internal events, or display their successes on social media, highlighting their contributions to the company.

Joanne: What is your advice for companies to ensure an inclusive recruitment process and to successfully integrate employees with disabilities?

Kim: For me, it all starts with communication. The choice of words in a job posting is crucial. When people speak or write to me, I prefer plain language, so that the message is accessible, clear, and understood.

It is also important for the company to show its willingness to work with people with disabilities. Offering accessible forms that allow candidates to choose their accommodation needs during the selection process is an excellent practice.

Finally, it is essential to train recruiters to be better prepared and more aware of the challenges that persons with disabilities face.

And of course, I recommend that companies collaborate with partners that specialize in supporting applicants with disabilities. It can really make a difference.

Find out more

Joanne: Kim, this has been very enlightening. To conclude, what guides or resources do you recommend to businesses that want to know more about integrating persons with disabilities?

Kim: As a deaf person who hears through a cochlear implant, I recommend this guide on creating an accessible and welcoming workplace. It contains a wealth of useful information and tips. You can also visit Accessibility Standards Canada’s website for more information about creating an accessible workplace.

And finally, if you want to go further in your recruitment process, the Government of Canada’s Hire persons with disabilities page is a good place to start.