CASE and CCBR urge organizations to promote learning around disability and workplace inclusion
A study by the Canadian Association for Supported Employment (CASE) and the Centre for Community Based Research (CCBR) found that many barriers to employment for persons experiencing disability centred around stigma, lack of knowledge about disability, and rigid workplace policies.
For National AccessAbility Week (May 31 to June 6), CASE encourages organizations to promote learning around disability and workplace inclusion. Access the study’s employment stories from persons experiencing disability, industry input, recommendations, and more on the CASE website. This project was funded in part by the Government of Canada's Accessible Canada Fund – National AccessAbility Week Stream.
Interviews with job seekers, employees, and associations
For this qualitative study, 15 job seekers and employees with diverse experiences of disability were interviewed about the barriers and facilitators they faced during their employment journey.
Representatives from industry associations ECO Canada and Tourism HR Canada were also interviewed to understand employer perspectives around disability inclusion.
Biggest barrier: lack of knowledge about disability and inclusion
Most employment barriers for persons experiencing disability are related to stigma, lack of knowledge about disability, and rigid workplace policies, the study found.
Participants mentioned that disability at work was often manageable, but inflexible systems and stigma were not. Assumptions about disability often replaced evidence of ability.
Positive employment experiences frequently hinged on one supportive person, like a manager or job developer, rather than on formal policies or processes.
Disclosure decisions, particularly for persons with non-apparent disability, were often shaped by fear of bias and disclosure’s unclear benefits.
Being believed, respected, and recognized as capable mattered as much as formal accommodations and led to higher productivity.
Study participant, Chris, talks about how persons experiencing disability can feel during interviews.
Translating employer awareness into action
Industry representatives mentioned that barriers for employers included fears of liability, thin profit margins, lack of formal structures, and capacity to prioritize inclusion.
Leadership training could shift the mindset, but workplace practices are needed to translate awareness into practical actions.
Funding for accessibility infrastructure and external support could boost the capacity of small and medium-sized businesses to increase inclusion. Perceived risks could be offset with government incentives and programs tailored for specific sectors.
System-level changes needed
Rather than focusing on individual accommodation, study participants suggested system-level adjustments to improve employment access and inclusion—which would benefit all workers.
Normalize flexibility
Flexible hours and hybrid/remote options allow people to manage appointments, health, and pain without sacrificing productivity.
Create safer, clearer disclosure processes
Disclosure should be optional, supported, and framed around access needs. Managers and supervisors should be familiar with disclosure processes and relevant legislation.
Improve recruitment practices
Ensure hiring processes are clear and accessible. Consider candidates with employment gaps and transferable skills and offer trial periods.
Strengthen communication and trust
Ongoing communication, regular check-ins, and being believed regarding barriers create a sense of safety and trust that are foundational to success.
Move from tokenistic to meaningful inclusion
Equity statements are backed by policies, practices, and training co-designed with people who experience disability.
Work with employment service providers
CASE’s executive director, Joanna Goode, echoed participants’ comments that employment service providers can significantly improve outcomes.
“Community-based employment services can support persons experiencing disability and employers from recruitment to career advancement.”
This article was provided by the Canadian Association for Supported Employment
