Inclusive leadership – supporting people with disabilities and challenging ableism

National AccessAbility Week (NAAW) takes place from May 25 to 31, 2025 and represents an important opportunity for employers to reflect on how accessibility and inclusion are (or could be) embedded in their workplaces.

NAAW acknowledges and celebrates the contributions of people with disabilities, and highlights the need to identify, remove, and prevent barriers –whether physical, attitudinal, systemic, or technological. As leaders and employers, your role is essential in creating equitable workplaces where all employees feel valued and supported. We encourage you to use NAAW as an opportunity to advocate for accessibility, learn from lived experiences, and take meaningful steps toward inclusivity.

An important step in removing and preventing barriers is deepening our understanding of disability and the impact of ableism.

Understanding disability and the impact of ableism

Employees live with a wide range of impairments, many of which are non-visible. These may be physical, neurological, mental health-related, or a combination. They may also be acute, episodic, or chronic. Because each person’s experience is different, there’s no single definition or approach that fully captures what it means to live with disability. This creates challenges for both individuals and organizations, and calls for empathy, flexibility, and an ongoing commitment to equity.

A key related concept is ableism: the systemic discrimination or prejudice against people with disabilities. While impairments may be biological, disability is often defined by societal attitudes and barriers. In the broader community, people with impairments may face exclusion, neglect, discrimination, or abuse. In the workplace, ableism contributes to obstacles in hiring, advancement, and day-to-day interactions.

Ableism is not always overt. It often appears in subtle, everyday ways, such as:

  • Commenting that someone “doesn’t look disabled” or asking questions like “what’s wrong with you?” or “what happened?”.
  • Dismissing or doubting the legitimacy of someone’s condition (e.g., suggesting chronic pain is due to laziness or assuming that fatigue is just poor self-care).
  • Framing a disabled person as “inspiring” for doing ordinary things like holding a job or participating in sports.
  • Using accessible spaces (e.g., parking spots or restroom stalls) when not intended for your use.
  • Misusing medical terms in casual conversation (e.g., saying “I’m so OCD” or “my ADHD is acting up” when referring to everyday behaviours).
  • Designing spaces or tools that aren’t accessible, such as digital materials without captions, fonts that are too small, or meeting rooms that exclude mobility aids.
  • Enforcing neutral policies (e.g., disregarding applicants with résumé gaps) that unintentionally disadvantage those with episodic disabilities or past medical leave.
  • Assuming people with disabilities are fragile, dependent, or in need of constant help – attitudes that may be well-meaning but can feel belittling or patronizing.

Recognizing ableism is the first step toward changing it. When we become aware of how workplace culture, systems, and language can reinforce inequity, we’re better positioned to lead inclusively and respectfully.

How employers can create an accessible culture of belonging

As you consider how to mark National AccessAbility Week, focus on fostering a workplace culture that respects the diversity of lived experiences and actively works to challenge and deconstruct ableism. At a fundamental level, it’s crucial to understand your duty to accommodate, providing reasonable supports and modifications for those with impairments. You can also work towards being an anti-ableist organization through the following steps.   

  • Learn and start the conversation
    Starting with the leadership team, host a discussion that explores the range of disabilities (visible and non-visible), and the potential ways those impact employees. Where appropriate, invite people with lived experience to the conversation.
  • Review accessibility in your workplace
    Go beyond physical spaces and consider digital tools, communication styles, work hours, and flexibility. Does your workplace assume a single way of working or being?
  • Build and strengthen inclusive hiring and onboarding practices
    Ensure that your job postings, interview processes, and onboarding practices don’t unintentionally exclude individuals with disabilities. Consider how job requirements are written and whether accommodations are clearly offered and normalized. Ask new employees during onboarding if they have specific needs/requests and accommodate them where possible.
  • Encourage honest feedback and remove stigma
    Recognize that many employees won’t disclose their circumstances until they feel safe and trust the organization’s culture and practices. Create clear, safe, and confidential pathways for employees to request accommodations or raise concerns, without fear of judgment or reprisal.
  • Acknowledge and educate employees
    Share insights about disability, ableism, and inclusion, both internally and externally, via social media to normalize accessibility conversations on an ongoing basis. Make intentional efforts to educate employees about ableism and ableist stereotypes and encourage your teams to respectfully challenge and address it in your workplace.
  • Provide benefits and supports
    Ensure your health and insurance benefits plan is comprehensive and meets the diverse needs of your employees. Provide paid leave allowances for circumstances such as illness, medical conditions/procedures, and mental health wellness. Allow and support flexible work practices, in addition to disconnecting from work.

Accessibility isn’t just about ramps, elevators, and dedicated washroom stalls. It’s about respect, flexibility, and challenging the default assumptions of what “ability” looks like. When you lead with curiosity and care, you help build workplaces where everyone can thrive.

Our HR Consultants can help you develop your inclusive accessibility philosophies and practices.