Statistics Canada recently released its report, “Accessibility Barriers Related to Employment Among Persons with Disabilities or Long-Term Conditions, 2024.”
The report highlights how barriers in the workplace and hiring process continue to impact persons with disabilities. Here are the key takeaways:
Most people with disabilities experience workplace barriers
- 59% of persons with disablilities or long-term conditions face obstacles in the job market.
- These barriers happen during hiring, at work, or discourage people from seeking employment.
The more severe the disability, the greater the barriers
- 69% of employed individuals with disabilities experience at least one workplace barrier.
- Those with more severe disabilities report even more challenges (81%) compared to those with milder disabilities (66%).
Biggest workplace challenges
- Physical barriers (49%) – poor lighting, loud noise levels, or inaccessible pathways.
- Communication barriers (41%) – unclear instructions, inaccessible formats.
- Transportation issues (35%) – limited transit options.
- Technology challenges (35%) – inaccessible or outdated workplace tools.
Hiring barriers keep people out of jobs
- 68% of job seekers with disabilities report barriers in the hiring process.
- The biggest challenges:
- Disclosing their disability to potential employers (54%).
- Getting accommodations (32%) – unmet requests or not knowing what’s available.
- Lack of support or respect from hiring staff (31%).
Why this matters
This data confirms what many already know—workplaces and hiring systems are not fully accessible. Changes are needed to improve accommodations, hiring transparency, and workplace accessibility.
Drawing from my experience as a Neurodiversity Coach and Professional Organizer, I witness firsthand how accessibility challenges affect both employment and daily life. Here are my thoughts on how to improve workplace accessibility and create more inclusive job opportunities for persons with disabilities:
1. Rethink Workplace Setups for Functionality
Many workplaces aren’t designed with neurodivergence or mobility challenges in mind. Employers should:
- Offer customizable workspaces—adjustable lighting, quiet areas, ergonomic furniture.
- Provide flexible work schedules and remote work options to accommodate different energy levels and focus needs.
- Ensure physical spaces are truly accessible—clear pathways, accessible washrooms, and proper signage.
2. Streamline Workflows for Neurodivergent and Disabled Employees
Many work environments create hidden barriers that make tasks harder than they need to be. Employers can help by:
- Breaking tasks into structured workflows—offering clear checklists and visual instructions.
- Using assistive tech (speech-to-text, screen readers, digital organizers) to support different working styles.
- Creating a culture of open communication where employees feel safe discussing needs without stigma.
3. Make Hiring Processes Transparent & Inclusive
Many job seekers with disabilities face unclear expectations and inflexible hiring systems. To improve accessibility:
- Ditch rigid interview formats—allow alternatives like pre-recorded video responses or work trials instead of traditional Q&A.
- Clearly communicate available accommodations upfront, so candidates don’t have to guess or fear discrimination.
- Train hiring teams to focus on skills over traditional ‘professionalism’ norms, which often disadvantage neurodivergent and disabled applicants.
4. Prioritize Decluttering & Organization for Better Accessibility
Cluttered workspaces and poorly structured environments create unnecessary stress and obstacles. Simple changes can make a huge difference:
- Label and categorize essential items so employees don’t waste time searching for what they need.
- Reduce visual clutter in shared spaces for better focus and sensory comfort.
- Use colour-coding and storage systems to simplify workflows for those with ADHD or executive function challenges.
These changes don’t just benefit employees with disabilities—they create a better, more efficient workplace for everyone. Accessibility isn’t just about compliance—it’s about unlocking potential and setting people up for success.
If you need support at home or in your business, my team and I are fully trained in accessibility-focused organization, coaching, and workplace consulting. We understand how physical, cognitive, and systemic barriers impact daily life and employment, as highlighted in the latest Statistics Canada report. Whether it’s decluttering and adapting spaces for better accessibility, streamlining workflows for neurodivergent employees, or creating inclusive workplace strategies, we provide practical, tailored solutions.
We also offer webinars, staff training, and consulting sessions to help businesses build more inclusive, accessible environments. Our goal is to reduce stress, improve efficiency, and create workplaces where everyone can thrive. Let’s start the conversation on making accessibility a priority.
For a deeper dive, check out the full report:
https://www150.statcan.gc.ca/n1/daily-quotidien/250210/dq250210c-eng.htm
