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.
Retention Is an Accessibility Issue
Keeping employees isn’t just about offering rewards — it’s about building workplaces where people with disabilities don’t have to fight to stay. That includes addressing visible, invisible and episodic disabilities, neurodivergence, and chronic conditions with dignity and flexibility.
If employees are leaving because they’re exhausted by inaccessible processes or environments, that’s not a performance issue — that’s a design flaw.
Promotion Starts with Belonging
You can’t promote people who aren’t being included in the first place. If someone doesn’t feel like they belong, they’re less likely to see a future for themselves at work — let alone try to move up.
Ableism is when people are treated unfairly because of a disability, or when systems are built in ways that leave disabled people out. Sometimes, ableism is obvious — like refusing to provide an accommodation. Other times, it’s hidden in everyday expectations about how people should work, speak, or act.
These ideas often show up in how promotions and leadership opportunities are handled. We may not mean to exclude disabled employees, but the way we do things can send a message that they don’t fit the mold.
Ask yourself:
- Who gets informal mentorship?
- Who feels comfortable taking risks or applying for a promotion?
- Are your expectations of “professionalism” rooted in ableism?
When we rethink what leadership looks like — and remove barriers that don’t need to be there — more people can grow, lead, and bring their full selves to work. And that’s good for everyone.
Accessibility-Confident Workplaces Act Before They Have To
An accessibility-confident workplace doesn’t wait for someone to ask for accommodations. It’s built on proactive systems — clear communication, flexible scheduling, and policies that already consider a wide range of needs.
It also means asking hard questions:
- Are people burning out in silence?
- Do the ways you measure job performance assume everyone works the same way?
- Is “fit” being used as a code word for conformity?
When accessibility is woven into the fabric of how you operate, everyone benefits — not just disabled staff.
Culture Matters More Than Checklists
It’s not just about having the right policies on paper. It’s about creating a culture of curiosity, compassion, and responsiveness. This includes:
- Listening to lived experience without defensiveness
- Encouraging honest feedback from staff with disabilities
- Making accessibility a shared responsibility — not something only for HR
The most effective organizations don’t treat accessibility as an afterthought. They build it into everything, from onboarding to succession planning.
Want to learn more about this topic? Check out the Accessible Retention and Promotion Resource in our Resource Hub!