Promising Employment Equity Practices: Employer approaches for persons with disabilities in the workplace

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• Background
• Common approaches
• Employer-specific approaches
  • Transportation sector
  • Banking sector
  • Communications sector
  • Other sector

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Background

This document was developed to support employers in their ongoing efforts to increase the representation of persons with disabilities in the work­place. It draws on the wealth of insight provided through previous employer submissions to the Employment Equity Achievement Awards - many of which demonstrated meaningful, innova­tive, and promising practices. While not all could be formally recognized through the awards program, the value of the ideas shared was evident and worth capturing.

The approaches highlighted here are intended to inform, inspire, and encourage dialogue amongst employers, whether federally regulated or otherwise, who are committed to fostering inclusive, equitable, and respectful workplaces. This resource is part of a broader suite of guidance developed under the Employment Equity Act and reflects a growing conversation across sectors: one of collaboration, continuous learning, and collective action. The practices described here are not exhaustive, nor prescriptive - they are starting points for engagement, reflection, and shared progress toward advancing the representation of persons with disabilities in the work­place.

We invite employers to explore these ideas, adapt them to their own organizational contexts, and share their own promising practices. Through openness, collaboration, and leadership, we can continue to build workplaces that reflect and respect the full diversity of Canada.

Common approaches

Some common approaches cited by employers are listed below; followed by a section on employer-specific strategies, initiatives, and actions.

Inclusive recruitment and hiring: advancing inclusive recruitment through targeted hiring initiatives that prioritize equity and accessibility. Job postings and interview processes are designed to be accessible, ensuring candidates with disabilities can fully participate. Strategic partnerships with disability-focused organizations help reach diverse talent pools and promote equitable employment opportunities.

Training and awareness: providing mandatory training for managers and staff on accessibility, accommodations, and mental health to build foundational knowledge and inclusive practices. Micro-learning platforms and on-demand modules offer targeted education on neurodiversity and inclusion, including topics such as Attention Deficit Hyperactivity Disorder (ADHD), dyslexia, and accessible team meetings. Experiential learning opportunities and guest speakers are used to foster empathy and deepen understanding of lived experiences.

Employee resource groups (ERGs): forming disability-focused ERGs to support employees and influence inclusive workplace policies. These ERGs are often supported by executive sponsors, helping to ensure visibility, impact, and alignment with organizational priorities.

Built environment and physical accessibility: conducting accessibility audits and implementing upgrades to office spaces to ensure they meet the needs of all employees. Enhancements include ergonomic furniture, accessible signage with braille, and quiet rooms designed to support neurodivergent individuals. Several facilities have received Rick Hansen Foundation certifications, recognizing their commitment to meaningful physical accessibility.

Digital accessibility: websites and intranet content are accessible to all users, including those with disabilities. Training is provided to digital content creators and developers on accessibility standards to support inclusive design practices. Additionally, assistive technologies and applications are made available to enhance digital access and usability for employees and users with diverse needs.

Policy and governance: There are dedicated accessibility leads and established committees to guide strategic efforts and ensure accountability. Accommodation policies have been revised to better support employee needs and tracking systems have been implemented to monitor effectiveness. Cross-functional steering committees, including senior leadership, have been formed to embed accessibility into operational practices across departments.

Community engagement and external collaboration: partnering with community organizations and disability advocates to strengthen accessibility and inclusion efforts. Public awareness campaigns and employee storytelling initiatives are used to reduce stigma and foster a more inclusive workplace culture.

Innovation and continuous improvement: piloting innovative programs such as travel rehearsals, tranquility lounges, and inclusive Artificial Intelligence development to enhance accessibility and support diverse needs. Feedback mechanisms, including employee support forms and accessibility councils, are in place to identify barriers and guide ongoing improvements.

Employer-specific approaches

Transportation sector

Air Canada

Air Canada strengthened its accommodation framework by revising its policy and offering specialized training for managers. It launched the Diverse Abilities Employee Resource Group to promote inclusion and created an Accessibility Steering Committee to oversee strategic accessibility efforts.

• Revised the Workplace Accommodation Policy to better reflect the current accommodation process
• Provided online training to managers to address the accommodation needs of employees
• Provided in-person training to managers specifically tasked with addressing employee accommodation requests
• Tracked various data on the accommodation process, by the Workplace Accommodation Office, to better enable accurate and informed assessments on the efficiency and shortcomings of the accommodation process
• Created an Employee Resources Group (ERG) called the Diverse Abilities ERG for employees of diverse abilities. Working with the DEI team, members of this new employee resource group participated in discussions held under the Accessible Canada Act and shared areas where improvements can be made
• The Diverse Abilities ERG selected a senior leader sponsor to support their lived-experience and support the ERG in their mission to remove barriers for employees with disabilities
• Supported employee engagement activities to champion accessibility and encourage acceptance of colleagues with disabilities. This was accomplished through experiential activities, hosting guest speakers to share in their lived experiences and sponsorship of activities with various disability related groups
• Established an Accessibility Steering Committee with senior leaders throughout the organization to ensure that customer and employee accessibility are championed

Trans Mountain

Trans Mountain rebranded its inclusion strategy and appointed a dedicated advisor. It partnered with the Canadian Centre for Diversity and Inclusion and Prospect Human Services, improved accessibility across operations, and embedded accessibility into procurement and feedback systems.

• Rebranded Equity, Diversity, Inclusion (EDI) to Inclusion, Diversity, Equity, Accessibility (IDEA) to emphasize the organizational commitment to creating an accessible environment. A dedicated advisor oversees IDEA initiatives
• Partnered with Canadian Centre for Diversity and Inclusion (CCDI) and Prospect Human Services to advance our knowledge of inclusive practices, and hosted events during National AccessAbility Week (NAW) and Disability Employment Awareness Month (DEAM) to promote disability inclusion
• Reviewed recruitment and onboarding processes with an accessibility lens, introduced accessibility feedback in exit surveys, and began improving training accessibility with expert consultation, including addition of closed captioning
• Accessibility upgrades and environment enhancements continue with plans to begin formal building audits. Braille signage on offices and accessible door buttons added
• Microsoft 365 accessibility features were enabled and documented for staff. Third-party software vendors were surveyed for accessibility compliance, with further training planned for employees
• Brand guidelines now include accessible fonts and colors. The external website was enhanced with keyboard navigation and alt text
• Accessibility is being integrated into procurement documents and vendor evaluations
• Sessions were held to seek insights on accessibility from employees with disabilities and feedback from persons with disabilities is actively encouraged

Atlantic Towing

Atlantic Towing developed a Diversity, Equity and Inclusion strategy with a dedicated Accessibility pillar and formed a sub-committee within its Employee Resource Group.

• Having the Transportation and Logistics Diversity, Equity and Inclusion Committee develop a robust strategy and action plan built upon 5 pillars: Communication, Recruitment, Training and Development, Workplace Culture, and Accessibility
• Ensuring an Employee Resource Group (ERG) sub-committee is dedicated to Accessibility to implement initiatives

Greater Toronto Airports Authority (GTAA)

The Greater Toronto Airports Authority (Toronto Pearson Airport) implemented a barrier-free design and earned Rick Hansen GOLD certification. It launched inclusive programs like Sunflower Lanyards and Travel Rehearsals. It also established an Accessibility Council and Employee Resource Group to guide ongoing efforts.

• Launched the Employee Improvement Program, which includes accessibility assessments of administrative and office spaces. This informed a priority action plan to improve comfort and functionality, most notably through the introduction of ergonomic furniture and upgrades that exceed building code standards
• Completed Phases 1 and 2 of the Rick Hansen Foundation's Accessibility Assessment for GTAA workplaces
• Developed resources and training to enhance accessibility awareness across the airport. This included a one-page accessibility guide for all employees, immersive on-site training with the Lions Foundation of Canada Dog Guides, and programs to help employees better support colleagues and passengers with disabilities
• Created an Employee Accessibility Plan (2023-2026), which outlines the company's efforts to identify and remove employee-facing barriers. The goal is to ensure a welcoming and accessible environment for all
• An ability-focused Employee Resource Group, Sky's The Limit, is a key partner in advancing accessibility at Toronto Pearson. Officially launched in 2023, the group brings together employees with diverse lived experiences who are passionate about disability inclusion
• The Airway Centre facility, including passageways, doorways, and transition areas, has been designed according to barrier-free principles and accessibility standards for accessible navigation. This supports improved navigation for employees who use mobility aids like wheelchairs, walkers or canes
• As part of the inclusive workplace design, an accessible washroom has been created within the Airway Centre. It's equipped with grab bars, accessible fixtures, and clear floor space
• The 'Oasis' lunchroom at the Airway Centre features an accessible height kitchen sink with adequate knee clearances
• Introduced a new tool, an Employee Support Form, to proactively identify and address accessibility needs within the built environment. This resource enables employees to flag barriers, request accommodations, and ensure workspaces remain inclusive and accessible for everyone
• All workstations at our, Airway Centre are equipped with height-adjustable desks, allowing employees to customize their work surfaces for maximum comfort and ergonomic support
• Initiated the High Priority Program, established in 2024, to address immediate concerns regarding operational disruptions, including various accessibility and built environment considerations
• Introduced sign language training for Passenger Service Representatives (PSRs) to enhance communication with deaf and hard of hearing passengers, fostering a more inclusive, accessible, and welcoming airport experience for all travelers
• All room signage throughout the facility includes tactile characters and braille. This supports navigation and identification of spaces for employees who are blind or partially sighted
• Various Accessible Self-Service Kiosks are located throughout the terminals and parking garages, including check-in kiosks on the departures level, information kiosks located throughout the facilities, parking payment kiosks in the parking garage lobbies, and Primary Inspection Kiosks in Canada Border Service Agency processing spaces
• The Greater Toronto Airports Authority (GTAA) publishes the Accessibility Plan and Reports (2023 to 2026) that outline their policies, programs, practices and services in relation to the identification and removal of barriers for passengers, customers and partners
• Washrooms are accessible and come in a variety of semi and fully private options. This includes the "Changing Places" universal washrooms located in Terminals 1 and 3 equipped with an accessible toilet, a shower and an adult change table
• The Aira ASL app delivers free on-demand American Sign Language (ASL) interpretation for those who are deaf or hard of hearing
• The Aira Explorer app offers free on-demand service to navigate the airport independently for passengers who are blind or with low vision
• American Sign Language (ASL) and Langue des Signes Québécoise (LSQ) videos are displayed on various monitors through Terminals 1 and 3 with messages such as "Welcome to Toronto Pearson - have a safe journey". Messages are displayed on the monitors in the terminals during certain events
• Over 1,500 wheelchairs and mobility assistance is available throughout the terminals that passengers can use without pre-arranging
• These Hearing Loops allow for clearer communication at various service and check-in counters for people wearing hearing aids or cochlear implants
• In-Terminal shuttle service provides a quick and easy ride post-security to and from gates in Terminals 1 and 3. Passengers can get on and off the shuttle as needed, it runs on a loop in designated locations about every 10 minutes
• Sign language translation services are available through a GTAA Passenger Service Representative that use tablets at information desks throughout the airport
• Toronto Pearson offers downloadable MagnusCards through a free app, tailored to help people who are autistic and/or neurodiverse to navigate the airport processes
• Passengers can receive mobile flight notifications via text message about their upcoming flight by visiting flights.torontopearson.com or by scanning a QR code which are displayed in the terminals
• My Toronto Pearson activity book can be downloaded from the website and printed to help children, and their caregivers, prepare for their upcoming trip
• The National Accessibility Training Program was developed with the Canadian Airports Council and in collaboration with other Canadian airports. The training is designed for all airport employees to provide passengers with a consistent experience
• In Terminals 1, 3, and the Infield Concourse public announcements relating to safety and security are available in audio and visual formats
• Service dog and pet relief areas are offered around the airport, these are located in Terminals 1, 3, and the Infield Concourse (both before and after security screening)
• In collaboration with the Lions Foundation of Canada, the GTAA runs a monthly Guide Dog Familiarization Program, allowing guide and assistance dogs to become well-acquainted with every aspect of the airport experience
• As part of the Toronto Pearson Welcome Team Volunteer Program, passengers can find the St. John Ambulance therapy dogs and their handlers roaming the Terminals
• The company supports a robust network of accessible transportation options to get passengers to/from the airport, including accessible parking garages, designated pick-up and drop-off zones, and curbside assistance
• The Toronto Pearson Accessibility Council was established by the accessibility team in 2025 to guide and provide the GTAA with continuous feedback on accessibility initiatives, passenger programs and services
• The Ready/Set/Fly Familiarization Tour is an annual event launched in October 2023. This tour was created to help children with autism familiarize themselves with the airport processes
• In May 2024, Terminals 1 and 3 received the GOLD certification from the Rick Hansen Foundation, the highest rating in the organization's Accessibility Certification program measuring meaningful physical accessibility to buildings and sites
• Toronto Pearson is the first airport in Canada to launch the Sunflower Lanyards program for passengers with invisible disabilities. It provides a discreet way to signal that a passenger may need additional help or extra time while going through the airport process
• Launched in May 2025, the Travel Rehearsal Program provides passengers with disabilities an opportunity to rehearse their upcoming travel journey
• The organizations website, TorontoPearson.com, was built to be accessible to all travellers, meeting or exceeding the W3 Web Content Accessibility Guidelines (WCAG) 2.0 Level AA standard and the communications team is actively working towards WCAG 2.1 compliance
• Video relay service (VRS) is available for anyone calling the main Toronto Pearson information line

Banking sector

Export Development Canada

Export Development Canada (EDC) appointed an Accessibility Lead and executive sponsor, embedded digital accessibility training, and formed a cross-functional steering committee. It integrated accessibility into procurement and promoted culture change through employee-led initiatives.

Embedding accessibility

• Appointing a dedicated Accessibility Lead to help guide strategic efforts and ensure alignment with the Accessible Canada Act and its regulations
• Having senior leadership support and a dedicated accessibility executive sponsor to increase accessibility visibility and foster organizational buy-in
• Developing mandatory self-led digital accessibility training, including document accessibility, and embedding it into new employee onboarding
• Introducing a suite of accessibility-focused learning offerings tailored to specific roles, particularly in digital development and design, which training was later made available to all employees to enhance skills
• Hiring one resources to support digital accessibility to help shape inclusive personas, accessible design systems, integrate accessibility into development workflows
• Publishing accessibility tips on the intranet and internal social channels to encourage an inclusive by design approach

Strategic approaches

• Setting up a cross-functional steering committee comprised of Vice-Presidents representing key pillars to provide oversight and accountability and increase operational impact and integration
• Collaborating with the Procurement team to develop a first set of tools, which include a checklist and set of requests for proposal (RFP) questions, to embed accessibility into procurement practices
• Adopting WCAG 2.2 Level AA and the CAN/ASC - EN 301 549:2024 as a digital standard to ensure newly acquired digital technologies meet accessibility requirements and to reduce the accumulation of accessibility technical debt

Culture and community initiatives

Promoting accessibility initiatives throughout the organization to help foster culture change including:

• collaborating with departments and champions across the organization (like the DiversAbility Employee Resource Group) to foster shared ownership
• raising awareness of disability through the Let's Talk DiversAbility speaker series featuring employees who share personal stories on topics such as brain injury recovery, permanent hearing loss from an accident, and experiences with autism and ADHD
• supporting the corporate "Count Me In" self-identification campaign through an intranet story featuring a former DiversAbility ERG chair, who shared their brain injury journey and emphasized the importance of self-identification and workplace accommodations to remain productive
• inviting an award-winning speaker to share her mental health journey, including her return to the workplace, to mark the International Day of Persons with Disabilities. For National Accessibility Awareness Week, hosting sessions on topics such as inclusive digital design, content and the importance of involving people with disabilities in design and leveraging Microsoft Copilot to enhance productivity and accessibility
• offering digital accessibility workshops at the annual employee Community Investment Day, on creating accessible documents, presentations and meetings using the accessibility features in Microsoft Office 365 applications
• implementing measures to make an in-person employee conference the most accessible conference to date, including a quiet room for employees
• partnering with AccessNow on a community mapping exercise, where employees used the app to identify accessible and inaccessible locations. They later shared their insights and experiences during a reflection event
• building community outside the organization with interdepartmental and Crown accessibility and DEI groups to share challenges, exchange insights and celebrate wins

Communications sector

Bell Technical Solutions

Bell Technical Solutions mandated mental health training for managers, added support resources, and promoted inclusion through campaigns and ambassador programs. It also launched a learning hub focused on mental health and disability awareness.

• Ensuring all managers complete the ''Mental Health at Work Leadership Certificate Training Program" supporting the Bell Let's Talk initiative:
  • Developed in partnership with the Employee Assistance Program, and Queen's University, the program consists of 3 modules that allow people leaders to discuss, role play and build skills around key issues in the workplace with mental health subject matter experts. A shortened version of this training is available to union representatives and joint health and safety committee members
  • Workplace Mental Health is a 2-hour classroom training that focuses on better understanding mental health issues, the impact of mental health in the workplace and how to support someone experiencing mental health problems, including those who are at risk of suicide. The training includes the same opportunity to interact with mental health subject matter experts
• Incorporating accommodation request language into all email invitations sent to employment candidates
• Evaluating working conditions for job types focusing on factors such as physical effort, physical environment, sensory attention and mental stress
• Adding resources for mental health support and suicidal intentions to the corporate intranet, including content specific to people leaders
• Promoting best practices during Mental Health, Safety and Health, Mental Illness Awareness and National AccessAbility Weeks, with campaigns including contests, articles, support resources, on-demand learning, videos and mandatory workshops for leaders
• Forming a Mental Health Ambassador group initiative offering supporting workshops, special events and training
• Developing a diversity and inclusion learning hub with guides and courses including education and awareness to mental illnesses, mental health as well as persons with disabilities

Other sector

SAP Canada

SAP Canada advanced neuroinclusion through inclusive hiring and training, achieved Rick Hansen GOLD certification, and launched Tranquility Lounges. It continues to promote inclusion through its Autism Inclusion Pledge and community engagement.

• Embracing an Inclusive Talent Attraction strategy that looks at candidate pipelines to enhance the inclusion landscape of SAP Canada, including Autism at work. This entails adjusting the recruiting processes, to remove the barriers to entry that autistic candidates frequently face
• Developing an Interview Framework that includes an autism-focused section that provides quick, on-demand training for recruiters and hiring managers, illustrating simple steps and practical tips for creating an autism-inclusive hiring experience
• Learning opportunities on 'Inclusion Mindset Challenge' micro-learning platform. Topics within the Neurodiversity Suite include neuroinclusive hiring practices, understanding dyslexia, neurodiversity and AI, ADHD, and more. Accessibility is also covered with micro-learning challenges about breaking barriers during team meetings
• During Autism Acceptance Month 2024, SAP AI (artificial intelligence) experts explored inclusive AI development and how the neuroinclusion community can benefit and contribute to the future of AI when incorporating it into their professional and even personal lives
• Continuing annual support for Els for Autism (E4A) Golf Challenge, the organization was able to raise in 2024, over $140,000 in support of the Canucks Autism Network locally in Vancouver
• Ensuring Accessibility by changing all light fixtures and installing braille on all office signage in the Vancouver office to accommodate those with a visual impairment; and implementing wide corridors and increased accessibility in communal spaces
• Achieving, as the first business in Canada, the Rick Hansen Accessibility Certification's Gold certification
• Inspiring more organizations to be neuro inclusive by launching the SAP Autism Inclusion Pledge in 2019, which has now transitioned to “Neuroinclusion at SAP.” Best practices and practical guides are shared based on over 12 years of experience with SAP's Autism at Work initiative, alongside employee stories
• Scoring 100% since 2019 on the Disability Equality Index for all countries participating, showing commitment to disability inclusion
• SAP Canada is launching Tranquility Lounges in Vancouver and Montreal in 2025, which are calming spaces designed with neurodivergent inclusion principles and beneficial for all employees who need a quiet moment to recenter

S.i. Systems

S.i. Systems updated its Accommodation and Remote Work Policy and ensured job postings were accessible and inclusive, promoting equitable recruitment practices.

• Updating the Accommodation and Remote Work Policy to better accommodate employees who prefer to work remotely for more varied reasons (for example., disabilities, minor sickness, injury, inclement weather, geographic location, etc.) or need to work modified hours due to personal circumstances
• Posting job opportunities on highly accessible open sites such as Job Bank Canada, which enables posters to market to the designated groups including women, 2SLGBTQ+, new Canadians, visible minorities, or persons with disabilities
• Ensuring that job postings, and job offers, mention that any necessary accommodations will be made for persons with disabilities

Société du Vieux-Port de Montréal inc.

The organization partnered with « Regroupement des organismes spécialisés pour l'emploi des personnes handicapées » and inclusive design consultants to assess job roles and improve accessibility. It redesigned job postings, provided mandatory training, and participated in national accessibility conferences.

• Collaborating with the « Regroupement des organismes spécialisés pour l'emploi des personnes handicapées (ROSEPH) » and an inclusive design consultant to analyze 4 jobs - with recommendations to ensure accessible workplaces
• Creating job postings aimed at demonstrating the work environment so that all job seekers with one or more limitations would be able to see themselves performing the roles
• Developing accessibility partnerships by meeting with employability advisors from several organizations promoting the employability of people with disabilities
• Providing mandatory accessibility training to inform employees about the different types of disabilities, and how to improve accessibility
• Participating in the 2022 Canadian Accessibility Conference to recruit job seekers with disabilities

ACNielsen Company of Canada (NielsenIQ)

NielsenIQ hosted a Virtual Diversity Career Expo with accommodations and supports 9 Employee Resource Groups, including ADEPT (Abled and Disabled Employees Partnering Together), which fosters collaboration between abled and disabled employees to promote inclusion.

• Conducting a Virtual Diversity Career Expo in 2022, a targeted approach to increase hiring efforts within the 4 designated employment equity groups, with accommodations offered to all participants. Working collaboratively with diversity partners such as: Ready Willing and Able, CCRW, CNIB, Canadian Hearing Society, March of Dimes, Dolphin Mentoring Program, Inspire, Canadian Council of Aboriginal Business, Metis Nation of Ontario and as well as key universities across Ontario to promote the event with their members
• Supporting 9 Employee Resource Groups including ADEPT- Abled and Disabled Employees Partnering Together