Canadian survey finds employers lack processes

The Canadian Council on Rehabilitation and Work said this week that many employers are still missing the basic systems needed to make disability inclusion work in practice. Its new white paper, released on June 2 during National AccessAbility Week, draws on a Modus Research survey of 712 Canadian managers and executives conducted in February. The findings point to gaps in accommodation processes, barrier removal, manager training and accountability, according to CCRW. The group said those gaps can affect hiring, retention and day-to-day workplace experience for people with disabilities. ### What did the survey actually find? The survey’s most cited result was 64%: that share of business leaders said their organizations do not have a formal process to identify, address and remove barriers for people with disabilities. CCRW said 49% reported workplace adjustments are not actively promoted or consistently provided, while 70% said their organizations had not reviewed accessibility across the full employment lifecycle. Another 70% said leaders do not receive training to address disability-related myths, misconceptions and bias. (benefitsandpensionsmonitor.com) Only 14% of respondents said their organizations gather feedback from people with disabilities and then publicly commit to actions with clear owners and timelines, the white paper said. CCRW framed that as an accountability gap rather than a communications problem. ### Why do missing processes matter more than open jobs? CCRW said the problem is not only whether employers say they support inclusion, but whether they have repeatable systems that managers can use. (benefitsandpensionsmonitor.com) In the white paper, the group said disability confidence depends on “clear adjustment pathways,” a formal process to surface and resolve barriers, accessibility reviews across employment stages, leadership training and regular consultation with people with disabilities. (ccrw.org) Statistics Canada reported on February 10, 2025, that 59% of persons with disabilities or long-term conditions experienced a labour market-related accessibility barrier, and 69% of employed persons in that group experienced at least one barrier at work. The most common work-related barriers were tied to the physical environment, communication, transportation and technology, according to the agency. (ccrw.org) ### Who is behind the report? CCRW, a national nonprofit focused on employment for people with disabilities, released the paper as part of its 50th anniversary campaign. The organization said the report is intended to push employers from broad inclusion commitments toward what it described as measurable systems and defined ownership. (www150.statcan.gc.ca) Maureen Haan, CCRW’s president and chief executive, said in the release that “disability confidence is not built through one-off actions” but through “consistent systems and leader behaviours that make accessibility real in everyday work.” Leslie Church, the member of Parliament for Toronto—St. Paul’s, said employers taking the pledge are recognizing “the talent, dignity, and contributions of people with disabilities.” (newswire.ca) ### What systems does CCRW say employers are missing? The white paper identifies five areas: workplace adjustments, barrier removal, lifecycle accessibility reviews, leadership training, and feedback tied to public commitments. CCRW said those are the systems leaders can own, communicate and measure. Benefits and Pensions Monitor, which first reported the findings on June 3, said the absence of those systems leaves many workplaces without structured accommodation workflows. (newswire.ca) The publication said the gaps increase the risk that placements will fail even when vacancies exist. (ccrw.org) ### What happens next? CCRW said it is inviting 50 employers to sign its Disability Confident Employer pledge in 2026. The pledge is part of the organization’s 50th anniversary campaign and is described by CCRW as a practical commitment to remove barriers, strengthen accessibility and create more consistent experiences for candidates and employees with disabilities. (newswire.ca) (benefitsandpensionsmonitor.com)