We interviewed two accessibility leaders, Henk van Leeuwen, Director of Dartmouth Adult Services Centre (DASC) and Thivjan Tharmaratnam, Director of Inclusion Nova Scotia, as part of the Accessibility Ally podcast. They are reshaping the way we think about disability and inclusion. Through their work, they offer powerful insights into what it means to be an “accessibility confident” leader.
Henk shared his journey from journalism into the disability sector. He first worked with Easter Seals and is now at DASC. As a parent of two autistic adult children, his connection to the work is personal as well as professional. What he values most is being able to hear directly from the people his organization serves, listening to their goals, celebrating their wins, and creating space for them to shape programs. He explained that historically, organizations often decided for people with disabilities. Thanks to the Nova Scotia Human Rights Remedy, there’s now a shift toward autonomy and choice.
The Nova Scotia Human Rights Remedy is a five-year, legally binding plan that requires the province to end systemic discrimination against people with disabilities. It means closing institutions where people with disabilities were sent to live, expanding community-based supports, and giving people more choice and control over their lives. The government must show progress every year until the changes are complete by 2028. At DASC, clients with disabilities will be able to decide how they want to spend their time, whether that’s working in one of DASC’s social enterprises, joining a fitness or art program, learning new skills, or even getting involved in advocacy. This idea of choice is a big shift for organizations that, in the past, often operated on a “one size fits all” model.
The heart of this change focuses on dignity and self-determination. Just like anyone else, people with disabilities should have the right to decide what gives their life meaning, what skills they want to develop, and how they want to spend their day. Moving toward choice reflects a deeper cultural shift: recognizing that people with disabilities are not defined by productivity alone, but by their full humanity, talents, and aspirations.
Thivjan’s path into disability work wasn’t a straight line. He moved to Canada from Sri Lanka when he was six and grew up in Ontario. After university, he worked in community development, where he learned how strong communities can be built when people feel connected and included. His first job connected to disability showed him the harm caused by segregation. This means when people with disabilities are placed in separate schools, jobs, or programs that isolate them from others. He also saw how powerful it is when people with disabilities are fully included in community life.
Now, as the director of Inclusion Nova Scotia, Thivjan focuses on fixing the systems that still create barriers in education, work, and daily life. He points out that families have always been the first and strongest advocates, pushing for their loved ones to have opportunities to belong and succeed. For Thivjan, the Human Rights Remedy is a promise of hope for a more inclusive future.
Both reflected on what being “accessibility confident” looks like in practice. For Henk, it means meeting each person where they are, listening carefully, and providing individualized support. For Thivjan, it goes beyond accessibility to true inclusion, creating cultures of belonging where people can participate fully. They also spoke about the benefits for employers. Hiring inclusively is not only the right thing to do but also good for business: people with disabilities often show strong commitment, loyalty, and lower turnover. Employers who adjust hiring and onboarding practices to remove barriers open the door to skilled and dedicated employees.
Looking ahead, both leaders see reasons for optimism. Nova Scotia has committed to becoming barrier-free by 2030, and deadlines for the Human Rights Remedy are driving real action. Families, advocates, and communities are also pushing for everyday wins that add up to long-term change.
Their message is clear: accessibility is about real people and real choices. By listening, creating space, and making sure that nothing is decided about us without us, we can build communities where everyone belongs.
If you want to put these values into action in your own workplace, consider joining 360: Organization-Wide Accessibility, our next training cohort running October 2nd – 30th, 2025.