National AccessAbility Week (NAAW) – May 26 to June 1, 2024

Brave Conversations, Bold Actions: Daring to go further on Accessibility in the Workplace

The Government of Canada first launched National AccessAbility Week (NAAW) in 2017. The Accessible Canada Act came into force in 2019. It made the NAAW yearly event, starting on the last Sunday in May. It has been recognized the importance of workplace accessibility and laws and regulations were enforced to make a Barrier-Free Canada by 2024.

The Brave Conversations

Breaking Down Barriers

Brave conversations are the catalysts for change. They involve open conversations about accessibility challenges, biases, and stereotypes. In the workplace, these conversations help:

  • Build an inclusive environment to break down stereotypes and prejudice against people with different abilities.
  • Break down physical barriers to provide an accessible workplace.

Did You Know?

Many neurodivergent individuals prefer not to make eye contact when conversing with others. During a job interview, an employer with a limited understanding of neurodiversity may assume that the lack of eye contact is “unprofessional” and reject an otherwise highly qualified candidate.

By fostering a work environment where we understand and appreciate different communication styles of neurodivergent employees, we recognize the value they bring to our team. It also leads to a more inclusive and empathetic society for all.

Creating a Safe Space

Here are some ways to establish a workplace environment where everyone feels respected, valued, and able to express themselves freely without fear of judgment or discrimination.

  • Train Managers: Equip managers with the skills to lead inclusive discussions.
  • Welcome Diversity: Highlight diverse abilities and experiences.
  • Reduce Fear of Disclosure: Create a workplace where employees feel comfortable to report a significant barrier in the workplace.
  • Listen Actively: Understand individual needs and concerns.

Bold Action: Transforming Accessibility in the Workplace

With a diverse workforce of approximately 40,000 employees across Canada, ESDC is actively transforming accessibility in the workplace by implementing inclusive policies, removing barriers, and fostering an environment where everyone can contribute their unique talents.

Accessible Infrastructure

  • Physical Environment: Invest in ramps, elevators, and accessible washrooms.
  • Digital Accessibility: Ensure websites, software, and communication tools are universally usable.
  • Flexible Work Arrangements: Accommodate remote work, flexible hours, and job-sharing.

Inclusive Policies and Practices

  • Policy Development: All employees should be aware of the accessibility policies and understand their role in creating an inclusive workplace.

  • Identifying and Providing Accommodations: It is important to provide opportunities for employees to feel comfortable requesting accommodation. As a neurodivergent employee pointed out in a study, “it’s a lot harder when a disability is not visible to get accommodations or even to understand what accommodations you would need.”

    Employers should understand these unique challenges and provide a simple, transparent process for offering reasonable accommodations that suit their specific needs.

  • Inclusive Hiring and Recruitment: Implement the Hiring Persons with Disabilities: Managers Toolkit to recruit a diverse workforce. The job posting should be inclusive and accessible. Interviews should be conducted in accessible spaces, and assessment tools should be compatible with adaptive or assistive technologies.
  • Career Development: Offer regular mentorship, training, and growth opportunities to employees on:
    • awareness of various disabilities which makes employees understand how they can impact people’s work.
    • document accessibility so they can learn how to make it accessible, this might involve specific formats or tools.
    • assistive or adaptive technology which can assist employees with different abilities at work to perform their tasks effectively.

Inclusive Communication

  • Language and Communication Styles: Use respectful language and follow A Way with Words and Images terminology when addressing an individual or specific community with different abilities in speech, writing, and images. Offer resources and information related to plain language and official languages.
  • Storytelling: Share success stories of employees with different abilities.
  • Communications Tools: Ensure the information is digitally available, and accessible. Update the information regularly so that important information will not be missed. Communication tools such as captioning for video and audio content should be provided to ensure everyone can access information.

Leadership Commitment

  • Lead by Example: Executives and managers should champion accessibility.
  • Measure Progress: Regularly assess and improve accessibility efforts.
  • Collaborate: Partnership with disability organizations and communities can drive change through awareness campaigns, events, and policy recommendations.

Other Ways to Get Involved During NAAW 2024