The current job market is unpredictable. At the same time, businesses across Ontario, indeed, across Canada, are under increasing pressure to:

• Solve labour shortages
• Improve customer service
• Create more inclusive work environments

The Accessibility for Ontarians with Disabilities Act (AODA) laid the foundation for better accessibility. But true inclusion demands more than compliance. It requires intentional action, deeper understanding and a genuine cultural shift.

That’s where the Ontario Disability Employment Network (ODEN) comes in. Last year (in the fall of 2024), ODEN launched its Beyond AODA Compliance – Disability Inclusive Hiring initiative. ODEN is helping businesses move beyond legal obligations to create workplaces that are truly accessible and empowering for employees who have a disability. The Beyond AODA Compliance initiative is aimed at both private- and public-sector businesses.

Why inclusion matters more than ever

Creating inclusive workplaces is about much more than “doing the right thing.” It’s good for business:

• The 2022 Canadian Survey on Disability (CSD) showed:
  • 27% of Canadians 15 and older (eight million people) identify as having at least one disability.  
  • 24% of working-age Canadians 15 to 64 have a disability.
  • Ignoring this talent pool means missing out on over a quarter of the workforce.
• Statistics also show that 78% of Canadians are more likely to support a business that hires people who have a disability.
• Diverse teams drive creativity and innovation. They bring new perspectives to problem-solving.
• Studies show that companies embracing disability inclusion outperform their competitors in profitability and employee retention.

But inclusion isn’t happening fast enough. Recently, ODEN surveyed more than 70 job seekers across Ontario who have a disability. Our survey revealed significant barriers remain at every stage of the employment cycle, from recruitment to career advancement.

Here’s what we learned, and how organizations can take action.

Inaccessible Recruitment and Application Processes

More than 78% of survey respondents reported experiencing barriers while seeking employment. The cause of these barriers? A lack of accessibility or accommodations.

What’s going wrong:

• Complex online platforms (such as LinkedIn and Indeed) with poor screen-reader compatibility and confusing CAPTCHA systems.
• Job postings with unclear language or that are inaccessible.
• Lack of alternative application methods, such as paper applications or phone-based options.

What businesses can do:

• Simplify job applications.
• Ensure applications are compatible with assistive technology such as screen readers.
• Offer multiple ways to apply: online, by phone and in person.
• Include a clear statement about available accommodations in every job posting.

Discrimination and Bias During the Hiring Process

About 63% of respondents said they experienced discrimination related to their disability during the hiring process.

What’s going wrong:

• Candidates report being disqualified after disclosing their disability.
• Interviews often focus on perceived limitations instead of actual job-related skills.
• Lack of understanding from hiring managers about disability accommodations.

What businesses can do:

• Provide training for hiring managers on unconscious bias and inclusive interviewing techniques.
• Focus interviews on skills and experience rather than on assumptions about ability.
• Encourage and normalize open dialogue about accommodations.

Workplace Barriers and Lack of Accommodations

More than 78% of survey respondents said they encountered barriers at work that affected their ability to perform their job.

What’s going wrong:

• Lack of physical accessibility, such as ramps, elevators, and accessible bathrooms.
• No clear accommodations process.
• Inconsistent communication between managers and employees about support needs.

What businesses can do:

• Do accessibility audits. Identify and address physical and technological barriers.
• Establish a clear, confidential process for requesting accommodations.
• Train managers to proactively offer accommodations instead of waiting for requests.

Lack of Career Advancement Opportunities

Almost 46% of respondents said they faced barriers to career advancement. The causes? Limited support, inaccessible training, and management bias.

What’s going wrong:

• Training programs (especially online) aren’t designed with accessibility in mind.
• Career coaching and mentorship opportunities aren’t offered equitably.
• Employees who have a disability are overlooked for promotions and leadership roles.

 What businesses can do:

• Make all training programs accessible by providing captions, transcripts, and screen reader-compatible materials.
• Establish mentoring and career-coaching programs tailored for employees who have a disability.
• Include disability inclusion in leadership development and succession planning.

Stigma and Mental Health Impacts

A troubling 69% of survey respondents said their employment experience negatively impacted their mental health and well-being.

What’s going wrong:

• Employees report feeling excluded from team dynamics.
• Constantly needing to advocate for accommodations caused stress and frustration.
• Micro-aggressions and lack of peer understanding create a hostile work environment.

What businesses can do:

• Create Employee Resource Groups (ERGs) focused on disability inclusion.
• Provide mental health resources and peer support systems.
• Provide Disability Awareness and Confidence Training (DACT) for managers and supervisors. Doing this supports ongoing and understanding conversations about what employees need to succeed in the workplace.

Moving from Compliance to Inclusion

True inclusion means:

• Moving beyond legal requirements.
• Actively building a culture where employees who have a disability feel valued and supported.

It’s not just about installing ramps and accessible washrooms.

It’s about creating a workplace where all employees are encouraged to contribute, grow and succeed.

That’s why ODEN has developed a comprehensive learning module called Beyond AODA Compliance – Disability Inclusive Hiring. This module helps businesses close the gap between accessibility and inclusion.

It provides:

1. Practical tools and case studies for inclusive hiring and onboarding.
2. Strategies for creating accessible recruitment and application processes.
3. Guidance on developing effective accommodation policies.
4. Insights on dismantling stigma and building a culture of inclusion.
5. Best practices for career advancement and employee retention.

Why This Matters

When businesses embrace disability inclusion, everyone benefits:

• More diverse perspectives drive creativity and problem-solving.
• Inclusive workplaces improve employee satisfaction and retention.
• Customers are more likely to support businesses that reflect their values.
• Disability-inclusive companies outperform their competitors.

Ready to Build a More Inclusive Workplace?

Creating an inclusive workplace isn’t just a legal requirement. It’s a competitive advantage.

Accessing ODEN’s resources the Beyond AODA Compliance initiative gives businesses a unique opportunity. One to lead the way in building workplaces where everyone belongs.

Learn more about the initiative, and get started today.

 

Ingrid Muschta is the Director of Special Projects and Innovation at the Ontario Disability Employment Network.

The views expressed in this article are the author’s alone and do not necessarily represent those of CharityVillage.com or any other individual or entity with whom the authors or website may be affiliated. CharityVillage.com is not liable for any content that may be considered offensive, inappropriate, defamatory, or inaccurate or in breach of third-party rights of privacy, copyright, or trademark.