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A Wake-up Call For ‘Accessibility’
By: Caroline Tapp-McDougall
Employers may be missing out on a valuable source of labour. Caroline Tapp-McDougall looks at how making a workplace more accessible can pay dividends.
As many as one in six Canadians have a disability. These range in severity and type including conditions such as hearing and vision loss, limited mobility, and speech loss as well as developmental and other hidden disabilities such as epilepsy.
Yet, for many individuals and companies, when thoughts turn to accessibility, there’s talk of just ramps, wider doors, and lower counters.
Opportunity Knocks
For many Canadians accessibility is
much more than ensuring physical access.
It’s about making sure that the needs of
people that work, shop, and do business in
any sector are met. It’s all about pushing
the envelope to ensure that the barriers that
may prevent people from enjoying access
to employment, products, and services are
eliminated and removed.
Given our current demographics, the business opportunities that present themselves as the proportion of aging Canadians skyrockets and our society puts more emphasis on protecting human rights, I see change on the horizon. Now, it’s not only our governments and not-for-profit influence groups that are driving progress. Because accessibility makes economic sense, we’re finally seeing a number of smart businesses waking up to the value of being more ‘disability and senior-friendly.’
Who Are The Champions?
With most accessibility initiatives in the
past, human resource professionals on the
hiring and training side have been leading
the way. The good news is a growing body
of knowledge finally supports their efforts
over time.
We now know that:
- Persons with disabilities are as productive and reliable as any other employees.
- Their attendance records tend to be better, they have fewer at work accidents, and stay longer with their employers.
- These employees can help identify, develop, and deliver products and services that tap into new markets … particularly in the area of Canada’s rapidly aging population.
- The life skills of this talented group often include transferable problemsolving skills, positive morale, and determination to succeed.
Good Business Sense
Employment, education, and training initiatives
for corporations now, more than
ever, make good business sense. Customer
service, products, and initiatives that accommodate people with disabilities and the
aging must, however, be championed at the
highest levels of an organization, to no less
than the chief executive officer and board of
director levels. Thank goodness, there are
now valid reasons for both the financial and
marketing teams to get on the program as
well. These guys and gals are the power-brokers,
every company’s direct link to sales,
customer service, and the bottom line.
They’ll move mountains to capture a share
of wallet if they see an opportunity.
Indeed, the Canadian market’s potential is quite staggering (then there’s the enormous market just to the south of us). It’s estimated that persons with disabilities are responsible for $25 billion in annual consumer buying power. In addition, they actively influence the spending decisions of an estimated 12 to 15 million other Canadians. This is a significant economic powerhouse and a source of business for small, medium, and large organizations willing to ‘get with it.’ Priorities include creating top-line strategies and taking the steps necessary to target, capture, and meet the needs of this market sector.
More Talent, Real Potential
Tomorrow’s most successful companies
will be those who have the vision to create
an enabling environment for diverse parts
of their community. Businesses will prosper
if they understand and learn how to
access the pool of skills and talents, as well
as gain the support of persons with disabilities
and the aging population.
There is a solid competitive edge for companies ready to ‘do the right thing’ and expand at the same time. What employers need to do is:
- Create conditions where all employees are enabled to channel their skills, expert experience, and energies towards business growth and success
- Recognize, prepare for, and welcome talented individuals into the workplace, regardless of their disability
- Realize that the daily performance and contribution of employees with disabilities far outweigh the relatively inexpensive (and often government funded) adjustments, which may be necessary
- Make it a priority to educate and sensitize employees to reduce stigmas and stereotypes and to create understanding The case is compelling. Leading companies are realizing the business benefits of building an inclusive approach to persons with disabilities as both employees and customers, and they’re thriving because of it. It’s the only way to go!
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