A new study by the Conference Board of Canada and MentorAbility Canada reveals that true workplace accessibility means going beyond individual accommodations. It calls for proactive, inclusive policies that remove the need for disclosure and empower all employees to thrive.
For many Canadians with disabilities, participating fully in the workforce still comes with unnecessary barriers. According to new research from The Conference Board of Canada and MentorAbility Canada, the act of disclosing a disability often becomes one of the biggest obstacles to workplace inclusion. The study highlights how employers can move beyond reactive practices and create environments where accessibility is built into the foundation of organizational culture.
As Lindsay Coffin, Principal Research Associate at The Conference Board of Canada, explains, accessible workplaces don’t just benefit employees—they strengthen entire organizations. “By removing barriers and adopting inclusive practices, organizations can better support their employees while also strengthening talent acquisition, innovation, and retention,” she notes.
Why disclosure remains a challenge
Many companies still rely heavily on individual accommodations to meet accessibility goals. While these efforts are often well-intentioned, they place a heavy burden on employees to reveal deeply personal information. Fear of stigma, discrimination, or lost career opportunities makes many people hesitant to disclose a disability at all. As a result, disclosure typically happens only when performance issues arise or when employees have no other choice.
According to Joanna Goode, Executive Director of the Canadian Association for Supported Employment, “True inclusion means that employers have moved beyond reactive, disclosure-driven accommodations.” Instead, the goal should be to embed accessibility into every aspect of workplace design and policy—from hiring and training to communication systems and physical spaces.
Moving from reactive to proactive inclusion
The research emphasizes that reducing the need for disclosure altogether is a more effective approach. By proactively designing accessible environments, employers can create workplaces where everyone can thrive without needing to ask for special accommodations.
Embedding inclusion into organizational policies, technologies, and culture can take many forms, including:
- Universal design in physical spaces, ensuring offices, meeting rooms, and common areas are accessible to all employees.
- Accessible digital tools and software, enabling everyone to participate fully in hybrid or remote work environments.
- Inclusive hiring and onboarding processes, where job descriptions, interviews, and training materials accommodate a range of abilities.
- Clear communication and flexibility, allowing employees to manage workloads in ways that align with their strengths and health needs.
These actions shift responsibility away from individuals and onto the organization itself—building a culture of inclusion that benefits every team member.
The power of mentorship in accessibility
Beyond structural and policy changes, the study identifies mentorship as a key driver of workplace inclusion. MentorAbility Canada, funded by the Government of Canada’s Opportunities Fund for Persons with Disabilities, plays a central role in advancing this approach. Mentorship programs—both formal and informal—help employees with disabilities navigate career development, transitions, and leadership opportunities.
Mentorship also benefits organizations by fostering empathy, understanding, and stronger internal communities. Through shared learning, mentors gain valuable insights into accessibility and inclusive leadership, while mentees gain confidence and professional networks that open new doors.
Building Canada’s future of inclusive employment
The findings from The Conference Board of Canada and MentorAbility Canada are a clear call to action for employers nationwide. To create truly accessible workplaces, companies must move beyond compliance and adopt proactive strategies that normalize inclusion. When accessibility becomes a built-in part of the work environment, everyone—from new hires to senior leaders—benefits.
By prioritizing inclusion, Canadian organizations not only uphold human rights but also enhance their capacity for innovation, collaboration, and long-term success. Accessibility, at its core, is about creating workplaces where every individual can contribute their best without barriers.
For more insights and practical guidance on building inclusive workplaces, visit visitsupportedemployment.ca/employersor or explore the full research series on The Conference Board of Canada’s website.