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Hiring people for summer or seasonal jobs can happen fast, but that doesn’t mean it can’t be inclusive. A lot of people face barriers when applying for short-term jobs, especially folks with disabilities. The good news? There are easy ways to make your hiring and onboarding more welcoming and accessible for everyone.

Imagine a workplace where everyone, regardless of how their brain works, feels like they belong, can contribute fully, and be their authentic selves. That’s the goal of neuroinclusion: building environments that support and celebrate neurodivergent employees.
Neurodivergence is a term that refers to brain-based differences in the way people think, sense, communicate, and interact with the world. This includes, but is not limited to, people with ADHD, autism, dyslexia, OCD, Tourette’s syndrome, and other learning or mental differences. These differences aren’t deficits; they’re variations that bring unique perspectives and strengths to the workplace.

Disability looks different for everyone, and so do our workplaces. One important but often overlooked part of accessibility and inclusion is how different generations experience and understand disability.

Each generation comes of age in a different social and cultural landscape. The language we use, the beliefs we carry, and the rights we’re afforded shape how we understand and live with disability. These differences influence how we show up at work, whether we feel safe to disclose, and what kinds of accommodations we know how, or feel able, to ask for (assuming we might even know).

Vicky shares the challenges she and many other people with disabilities face every day, especially around poverty, employment, transportation, and housing. She explains that people with disabilities are often forced to live below the poverty line, and the dream of reaching even that low standard is heartbreaking. Employment is especially tough because of barriers like unreliable transportation. For example, Access-a-Bus services require booking a week in advance, making a regular job almost impossible for Vicky. Because of these challenges, Vicky created her work path using her voice and advocacy skills.

Intersectionality means recognizing that people experience disability differently depending on parts of their identity, like race, gender, class, and sexuality. These overlapping experiences shape what kinds of barriers people face—and what kind of support they need.
People with disabilities already face challenges in getting hired and promoted. Add in being a woman, and the chances drop further. Now add race, and suddenly, many people are not even considered.

Creating workplaces where everyone can grow and thrive doesn’t happen by accident. It takes intentional design, culture shifts, and a deeper understanding of accessibility — not just in physical spaces, but in policies, leadership, and career development pathways.
Here’s a breakdown of the core themes from the Accessible Retention and Promotion workshop, developed in collaboration with the Accessibility Directorate.

What does it mean to be Deaf in a hearing world? How can we create truly accessible spaces? Holly Green, a queer, Indigenous, and Deaf advocate from Yarmouth, Nova Scotia, shared their experiences on the podcast Accessibility Ally. Holly, along with ASL interpreter Mae Striteman, offer insights into Deaf identity, language, and the everyday experience of navigating an inaccessible world.

What does it mean to be Deaf in a hearing world? How can we create truly accessible spaces? Holly Green, a queer, Indigenous, and Deaf advocate from Yarmouth, Nova Scotia, shared their experiences on the podcast Accessibility Ally. Holly, along with ASL interpreter Mae Striteman, offer insights into Deaf identity, language, and the everyday experience of navigating an inaccessible world.

When sessions are designed with accessibility in mind then people from a variety of backgrounds, abilities, disabilities, and learning preferences may be able to participate and contribute without experiencing barriers. The process of improving accessibility, by reducing barriers to participation, is iterative and dynamic, and always in progress.
In today’s world, a facilitator’s role transcends simply leading meetings—it’s about building dynamic, inclusive spaces where everyone is valued and heard. Why is this important?