You don’t have to have all the answers to start becoming a more accessible organization today. Creating a more inclusive and accessible business starts with your mindset. For disabled people, one of the biggest challenges they face is attitudes about disability, or “attitudinal barriers.”

These attitudinal barriers are any discriminatory assumptions made, perceptions of, and behaviours towards persons with disabilities. If you can change attitudinal barriers at your business, you can radically change the lived experience of disabled people and tap into a wealth of benefits for your business, too.

Luckily, the more you know about accessibility and disability, the more these attitudinal barriers can dissolve. Let’s myth-bust some of the most common misconceptions about accessibility in the workplace together.

Myth #1: Being Accessible is Too Expensive and Takes Too Much Time

The vast majority of accessibility measures are:

• No-cost
• Low-cost
• Or cost-effective

According to the Retail Council of Canada, more than two-thirds of job accommodations cost less than $500. There are plenty of accommodations that are zero-cost to the business.

In BC, eligible businesses can access the Workplace Accessibility Grant that provides reimbursements of up to $5,000 for small business employers to create accessible work environments. So, if you do make a significant accessibility investment, it may be covered.

Organizations can also take advantage of the Rick Hansen Foundation Accessibility rating. It can help organizations showcase their commitment to accessibility and identify accessibility barriers for a reasonable cost.

Including accessibility in your workflows does not have to take a lot of time. In fact, ignoring accessibility can cost you more in the long run. For example, making your website accessible from the start is much easier than trying to untangle a bunch of accessibility issues at a later date.

Myth #2: Disability is Uncommon

Disability is common in Canada, as more than a quarter of the population has at least one disability. The number of Canadians with disabilities is also growing. According to the latest Statistics Canada data from 2022:

• Eight million Canadians aged 15 and over (27 percent) had at least one disability.
• The number of people who have a disability has increased by five percent since the last survey.
• The increase is due to an overall aging population and an increase in mental health-related disabilities in younger generations.

Today, attitudes toward disability are shifting. Persons with disabilities may feel more comfortable disclosing their disabilities now more than ever. Small businesses have an opportunity to play a leading role in this regard by creating environments in which those with disabilities feel free to be themselves and be open about their experiences.

Myth #3: Accessibility is Only About the Physical Environment

Features like wheelchair ramps make buildings accessible to some persons with disabilities, but accessibility is more than the physical environment.

Accessibility also includes attitudes, communications, processes, and digital spaces. It relates to every aspect of your business.

For example, digital accessibility is a sphere that Small Business BC is working towards improving. Before the planned launch of a new website, we are ensuring that our website meets the established Web Content Accessibility Guidelines (WCAG 2). By meeting these guidelines, SBBC can ensure that web content, like the information on a website, is accessible to people with disabilities.

Myth #4: Accessibility and Disability are Static

Rather than a one-time project with a set completion date, accessibility is an ongoing process of continuing to identify, prevent, and remove barriers so that persons with disabilities can participate actively and equally.

Disabilities are also not static. Disabilities can be dynamic and episodic and require varying levels of support at different times.

Because accessibility and disability are not fixed, open communication is your most important tool to ensure everyone’s accommodations are met.

Myth #5: Accessibility is One Size Fits All

Each person’s needs are unique, so it’s best practice to tailor accommodations to individual requirements. Even two people with the same disability can have vastly different requirements because disabilities vary widely. Individuals can encounter distinct barriers that require specific accommodations.

An individual can have multiple co-occurring disabilities that require support. Statistics Canada data from 2022 states that 37 percent of Canadians with disabilities had two or three disabilities, and 34 percent had four disabilities.

Finally, consider how intersectionality – the interconnected nature of social categories like race, gender, sexual orientation and more – could affect one’s experience. The more equity-deserving groups that someone belongs to, the more forms of oppression and discrimination they face.

Myth #6: Accessibility is Optional and Only Benefits a Small Minority of People

Accessibility is not optional. It is part of the Accessible Canada Act, the BC Human Rights Code, and the Accessible BC Act. Being legally compliant with accessibility requirements is a great start. However, there is more to accessibility than fulfilling a legal requirement.

Being accessible means creating an inclusive and welcoming environment for all. Everyone benefits from accessible spaces, products, and procedures. For example, installing a ramp not only benefits people who use wheelchairs; it also helps mothers with strollers, seniors with canes; or people carrying packages.

While we’ve made the business case for accessibility, including persons with disabilities is the morally right thing to do.

Myth #7: Employees with Disabilities are a Lot of Work

Perhaps the most harmful myth on our list, it is false that people with disabilities are less productive, less dependable, or require special attention to help achieve their tasks.

There are tons of reported benefits of hiring people with disabilities, including lower turnover and higher rates of retention.

For example, according to Bill Wilkerson’s Business Case for Accessibility, in the United States, Pizza Hut saw that retention rates for employees with disabilities were 22 percent higher than average for all employees.

Better retention rates led to savings in hiring, training, increased productivity, and employee morale. Also, because one in 10 of its customers had a family member with a disability, inclusion practices increased sales and customer loyalty.

People with disabilities lead independent lives and can contribute actively to work and society. With the right accommodations and support, individuals with disabilities can excel in various roles.

Myth #8: You Can Always Tell If Someone Has a Disability

It is estimated that more than 70 percent of disabilities are non-apparent. This means that you may have several employees with disabilities who could benefit from accommodations.

By making your organization’s culture inclusive and welcoming, employees with disabilities will be more inclined to disclose their disability and get the support they need. This, in turn, affects productivity, your customers’ experiences, and, ultimately, your organization’s profit margin.

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 article 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.