How employers can support people with disabilities to thrive throughout their careers
Introduction
I’m a social worker with 17 years of experience in non-profits, post-secondary institutions, and healthcare. As someone with severe-to-profound hearing loss and dwarfism, I’ve navigated workplaces as both an employee and an advocate for accessibility.
While progress has been made, systemic barriers remain. The Accessible Canada Act lays the foundation, but real inclusion requires proactive commitment. With Canada’s aging workforce, accessibility benefits everyone—over 9 million Canadians will have a disability in 20 years Statistics Canada. Addressing disability and ageism in workplace policies supports retention and engagement, and accessibility consultants can help organizations foster inclusion at all career stages.
My experience as a social worker with disabilities
As a social worker, I take a strengths-based approach that prioritizes equity and removes systemic barriers. My lived experience with disability, combined with expertise in accessibility, social justice and understanding trauma-informed care, allows me to develop meaningful strategies for inclusive workplaces.
Accessibility benefits everyone. A social work lens prioritizes person-centered solutions over one-size-fits-all approaches. Employees, especially those who acquire disabilities later in life, often navigate complex systems. Accessibility consultants bridge these gaps through assessment, planning, and evaluation—shaping policies, improving workplace practices, and ensuring accommodations align with business goals. These efforts are essential for removing barriers and fostering inclusion.
Moving beyond compliance to reduce absenteeism & turnover
Accessibility isn’t just about disability—it’s a strategic advantage for retention, engagement, and productivity. When employees have the tools and support they need, they stay, perform effectively, and contribute to a stronger workplace culture.
Absenteeism and turnover often result from unmet needs and workplace stress. A trauma-informed approach ensures evolving needs are met, creating a culture where employees feel valued and supported. Inclusion isn’t a one-time conversation—ongoing discussions ensure evolving roles, and workplace needs are met.
The business case: How accessibility benefits all employees
Organizations that prioritize accessibility see lower absenteeism, higher retention, and stronger employee engagement. Inclusive leadership drives innovation, loyalty, and cost savings while improving financial performance. Since most disabilities are acquired mid-career, a culture that normalizes accommodations supports retention and productivity.(Why Hiring People with Disabilities is Good for Business)
Actionable steps for employers
Building an inclusive workplace
Creating an inclusive workplace requires action, accessibility, and a culture of belonging. Employers can drive meaningful change by:
- Fostering allyship and leadership – Support employees with diverse experiences in leading and mentoring.
- Ensuring accessibility and proactive support – Make policies clear, train managers, and normalize accessibility by asking, “what do you need to succeed?”
- Promoting psychological safety – A supportive culture benefits all employees. See best practices.
- Staying informed – Follow organizations to stay updated on accessibility trends or accessibility news.
- Investing in expert training – Work with specialists like Untapped Accessibility.
Improving accessibility and providing accommodations
- Adopting universal design – Accessible spaces. Rick Hansen Foundation Guidelines
- Conduct a self-audit for accessibility- Identify and remove barriers proactively.
- Prioritizing flexibility and ongoing support – Adjustments help all employees balance work and personal responsibilities. Use tools like the Institute for Work & Health’s Disclosure Guide and the Job Demands & Accommodation Planning Tool to explore solutions.
Embedding these practices fosters a workplace where all employees can thrive.
Final thoughts
Supporting employees with disabilities isn’t just about compliance—it’s about leveraging diverse talent and enabling businesses to reflect the communities they serve. Shifting to the social model of disability drives real inclusion and accessibility benefits employees at all career stages, from young professionals to aging workers.
An accessibility consultant helps businesses identify barriers and strengths, then develop and integrate an accessibility roadmap into workplace culture, creating environments where all employees can thrive together.
Contact Untapped to discuss our services.
Nora McKellin, MSW, RSW (She/Her) is a social worker with over 17 years of experience in healthcare, government, non-profits, and post-secondary education. She holds a bachelor’s degree in Sociology from the University of British Columbia and a Master of Social Work from the University of Toronto. She applies a strengths-based, trauma-informed, and equity-focused approach, integrating the social determinants of health to advance accessibility and inclusion.
Nora acknowledges that she lives and works on the unceded territories of the xʷməθkʷəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish), and səlilwətaɬ (Tsleil-Waututh) Nations in what is now known as Vancouver.
Disclaimer
The views expressed in this blog post is solely those of the author and do not represent the policies or positions of any present or past employers or organizations. This content is for informational purposes only and readers should consult for guidance specific to their circumstances.