The words we use in the workplace matter. That’s why Small Business BC created this glossary of accessibility terms.
The language and definitions in this document are meant to empower small business owners to feel more confident talking about disability and accessibility in the workplace.
This glossary is a living document – we will continue to update it as we learn more about accessibility and disability inclusion and gather feedback from our small business community. Also, language and best practices are always evolving.
The definitions in this document are guided by: The Government of Canada, The Accessible Canada Act, Inclusive Language in Media: A Canadian Style Guide from Humber College, Accessibility Services Canada, Disability Alliance BC, and the BC Human Rights Glossary.
A Note About Language: To honour both person-first language preferences and identity-first preferences, we have alternated between the two throughout this glossary.
Accessibility/Accessible/Accessible Design
Creating environments, products, services, devices, and programs that allow people with disabilities to participate fully on an equal basis to others. If a workspace, service, or program is accessible, then disabled people can access it.
There are laws on the federal and provincial level to improve accessibility for disabled people, including the Accessible Canada Act, the Accessible British Columbia Act, and the BC Human Rights Code.
Accessibility Audit
The process of reviewing environments, workspaces, workplace cultures, processes, and services to identify, remove, and prevent barriers to access by people with disabilities.
Accessible Canada Act
The Accessible Canada Act is a federal law aiming to identify, remove, and prevent barriers facing people with disabilities. The act applies to the federal government and organizations and businesses that are regulated by the federal government. The act’s goal is to create a barrier-free Canada by 2040.
Accommodation
Accommodations are arrangements made to improve accessibility. A workplace accommodation refers to any changes in the working environment or employment conditions that allow disabled people to participate equally in all aspects of employment.
Accommodations are necessary in every workplace as they can help secure equal opportunities, access, and benefits for people with disabilities. An excellent resource for guidance on job accommodations is the AskJan Job Accommodation Network.
Adaptive Technology/Assistive Technology
A customized piece of equipment or a product that is designed for disabled people to allow greater access to information, improve functional capabilities, and/or increase independence. Some examples of adaptive technology include screen readers, text-to-speech software, speech-to-text software, or screen magnifiers.
Alternate Format
Providing options to ensure that everyone has equal access to information. Some examples of alternate formats include Braille, large print, closed captions, and described video.
Attitudinal Barrier
Promoting inclusive behaviours and ideas while limiting assumptions so everyone is treated equally and can participate fully.
It is important to avoid preconceptions and assume that an employee with a disability can do a task. Also, using inclusive language and not questioning the need for accommodations are other ways of limiting attitudinal barriers.
Barrier
According to the Accessible Canada Act, “barrier means anything – including anything physical, architectural, technological or attitudinal, anything that is based on information or communications or anything that is the result of a policy or a practice — that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation.”
- Communication Barrier
- Technology Barrier
- Attitudinal Barrier
- Systemic Barrier
- Environmental Barrier
Communication Barrier
An obstacle to one’s ability to give, receive, or understand information. By providing alternate formats that are compatible with adaptive technology, many communication barriers can be eliminated.
Co-occurring disabilities
Co-occurring disabilities refer to the presence of more than one disability type. It’s common for individuals to have more than one disability, and each disability may require its own accommodations.
Disability
According to the Accessible Canada Act, “disability means any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment — or a functional limitation — whether permanent, temporary or episodic in nature or evident or not, that, in interaction with a barrier, hinders a person’s full and equal participation in society.”
Disability confidence
Refers to knowledge and inclusion of people with disabilities. A disability-confident individual or organization can have meaningful conversations about disability, accessibility, and inclusion. They understand the social model of disability and have enough problem-solving skills to address accessibility issues as they arise and know when to turn to an expert, organization, or disability leader when they need support.
Disclosure
Disclosure refers to an individual sharing information about their disability or chronic health condition with their employer. When a disability affects the ability to do a job, then disclosure can help ensure accommodations can be made.
Environmental Barrier
An obstacle related to the physical environment of the building or the outdoor areas. It is important to consider the accessibility of doorways, hallways, stairs, parking, sidewalks, elevators, washrooms, signage, emergency equipment, furniture, counters, and more.
The Rick Hansen Foundation has a wealth of information about limiting environmental barriers in the built environment and provides accessibility audit services.
Functional Limitation
Disabled people may require support operating in specific spheres of activity. It is important to consider the functional abilities of a person with a disability in the six core functioning domains:
- Hearing
- Seeing
- Mobility – including movement, walking, and handling objects
- Communication – including speech
- Cognition – including learning and understanding
- Mental Health
Individuals reporting high levels of difficulty in one or more of these domains may require accommodations because they are functionally restricted in their ability to perform a task.
Identity-First Language Preferences
An inclusive language style that emphasizes the disability before the person. Examples: Disabled person or autistic person.
Impairment
Impairment refers to a condition, whether physical or mental, that may limit an individual’s ability to perform some tasks or activities due to a limitation in one or more of the functioning domains; hearing, seeing, mobility, communication, cognition, and mental health. Where there is an impairment, accommodations may help an individual to perform a task more easily.
It is important to note that it is much more useful to focus on the functional abilities of a person with a disability, rather than putting the focus on the impairment or disability type.
Inclusive
Being inclusive means that efforts have been made to make everyone feel welcome and included regardless of gender, age, race, or disability. Inclusivity is about giving everyone equitable access to spaces, products, events, and services.
Inclusive Design
Inclusive design refers to intentionally creating something as accessible as possible to a wide range of people. Inclusive design considers how disabled people interact and engage with spaces, products, and services. While inclusive design is aimed at improving the inclusion of people with disabilities, people who do not have disabilities also benefit from inclusive design.
Inclusive Language
Using language that is free of discriminatory views, prejudice, or stereotypes. Whether using person-first inclusive language or identity-first inclusive language, it is important to always be respectful and considerate. One tip is to consider the language preferences of the disabled person you are interacting with and follow their lead.
Intersectionality
Intersectionality refers to the interconnected nature of social categories like race, gender, sexual orientation, disability, and more – which could affect one’s experience. The more equity-deserving groups that someone belongs to, the more forms of oppression and discrimination they face.
Non-apparent disabilities /Non-visible Disability
A non-apparent, or non-visible disability, is a disability that is not immediately obvious. The majority of disabilities are non-apparent. The only way to know if someone has a non-apparent disability is if they disclose their disability.
Person-First Language Preferences
An inclusive language style that emphasizes the person before the disability. Examples: A person with a disability or a person who is blind.
Systematic Barrier
An obstacle related to the programs and services provided by your organization. By reviewing and updating your current policies and procedures so that they reflect more accessible practices, systematic barriers can be limited. Considering your employment, procurement, and transportation practices is particularly important.
Technology Barrier
An obstacle to one’s ability to access technology online or in person. It is important to consider accessibility and adaptive technology compatibility of websites, videos, apps, software, and equipment.
Transient/Temporary/Episodic Disability
A transient, temporary, or episodic disability means that an individual does not experience their disability the same from day to day. They may go through periods of time where they experience higher degrees of functional limitations. Additionally, they may go through periods of time where they have no functional limitations.
Tokenism
Tokenism refers to actions taken for the sake of appearing to support minorities without meaningful action to engage with and promote them.
In the disability space, you can avoid tokenism by:
- Demonstrating your commitment to accessibility in ways that don’t rely solely on highlighting disabled people in your organization.
- Taking action that considers what people with disabilities have said they want rather than what a non-disabled person thinks they want.
Avoiding tokenism in the workplace ensures that your accessibility journey is about more than checking a box.
Continue your Accessibility Journey with SBBC
Small Business BC is a non-profit resource centre for BC-based small businesses. Our Workplace Accessibility Resources page is full of tips, tools, and more to support your next stage.
This glossary was developed in consultation with Melissa Lyon of Accessibility & Inclusion Matter Consulting.
We gratefully acknowledge the financial support of the Province of British Columbia through the Ministry of Social Development and Poverty Reduction.
