Joseph Levesque
Director, Marketing and Communications for the Canadian Centre for Diversity and Inclusion (CCDI)
While Canada has made great strides in improving accessibility for persons with disabilities, more needs to be done. Here’s how CCDI is helping.
People with disabilities have much to contribute to society and the workplace. However, many face barriers, such as an inaccessible physical environment, lack of relevant assistive technology services, or negative attitudes of able-bodied people towards disability.
Emphasizing inclusion and accommodation
The Canadian Centre for Diversity and Inclusion (CCDI) has been working with organizations since it was established in 2013 to help remove barriers for people with disabilities through efforts centered on inclusion and accommodation. “With a pan-diversity focus, accessibility is a part of what we do, and we lean on experts and community partners to support us in our work,” says Joseph Levesque, Director, Marketing and Communications for the Canadian Centre for Diversity and Inclusion (CCDI).
One key area of CCDI’s collaborative work is initiatives that empower individuals with disabilities in various aspects of life, including education, employment, and community engagement. Its Don’t let a barrier be a bully campaign, for example, provided information and resources to individuals with disabilities on how to advocate for better accessibility, as well as to businesses on how they can eliminate physical barriers and obtain funding for accessibility accommodations.
CCDI also provides resources to help organizations implement accessibility policies and standards to address societal barriers, accessibility issues, and stereotypes. “Advocating and raising awareness for those with disabilities can positively impact quality-of-life and work opportunities,” says Levesque.
Creating a barrier-free workplace
Finally, CCDI seeks to promote inclusive practices in the workplace. Levesque underscores the importance of prioritizing disability rights in organizational agendas, emphasizing that it extends beyond fulfilling the duty to accommodate. According to Levesque, such prioritization is valuable for employers as well. “Research shows that these practices can improve workplace interactions, enhance company morale, and create a larger customer base,” he states.
In terms of what employers can do, Levesque recommends a top-down approach. “You can start by reviewing policies to assess potential barriers. Other things you can do include using language that focuses on people rather than their disabilities, ensuring that all company events such as holiday parties are accessible, and simply by demonstrating openness in discussing and providing accommodations,” he says. One important consideration is invisible disabilities. “This can be defined as a physical, mental, or neurological condition that cannot be seen, such as hearing impairment, a mental health issue, or an episodic disability like diabetes or Multiple Sclerosis,” he says.
Through research, advocacy, and education, CCDI is playing a crucial role in moving Canada towards a more inclusive path, where disability issues become an everyday consideration in the design of buildings, development of infrastructure, implementation of programs, and delivery of services. “Creating inclusive and universally accessible space for individuals with disabilities is a cause that CCDI will champion well into the future,” emphasizes Levesque.
Learn more at ccdi.ca.
