Employees report that having to disclose their disabilities can hinder workplace inclusion, according to new research from The Conference Board of Canada and MentorAbility Canada, an initiative of the Canadian Association for Supported Employment.
Many organizations still take a reactive approach to accessibility, often relying primarily on accommodations for individual employees as their accessibility tool. This model places the onus on the employee to disclose and seek support, which is a challenging decision for most.
Fears of negative repercussions, such as discrimination or lost opportunities, as well as previous negative experiences with disclosure are factors that heavily influence an employee’s choice. As a result, disclosure often occurs only when absolutely necessary to explain or address performance-related concerns.
“For many employers, workplace inclusion is dependent on individual disclosure,” said Joanna Goode, executive director at the Canadian Association for Supported Employment. “True inclusion means that employers have moved beyond reactive, disclosure-driven accommodations. Instead, they have adopted proactive practices that have embedded accessibility into all aspects of the workplace, where possible.”
The research emphasizes the greater impact of completely reducing the need for disclosure. Embedding inclusion into policies, spaces, technologies and culture allows employees to thrive without revealing personal information to access support.
The results also point to mentorship as a pivotal tool for advancing the cause. Mentors can support employees with disabilities in navigating labour market entry, career transitions, and advancement—yielding positive outcomes, whether the relationship was formal or informal.
Lindsay Coffin, principal research associate, Human Capital, at The Conference Board of Canada, said the research series offers practical guidance support employers in such cases.
“Canada needs more accessible workplaces, but too often people with disabilities face systemic barriers that prevent them from fully participating in the workforce,” she said. “By removing these barriers and adopting inclusive practices, organizations can better support their employees, while also strengthening talent acquisition, innovation, and retention.”
