The need for employees with disabilities to disclose their conditions at work creates a significant barrier to workplace inclusion, according to new research from The Conference Board of Canada and MentorAbility Canada.
The study found that many Canadian organizations still take a reactive approach to accessibility, primarily relying on individual accommodations rather than building inclusive workplaces from the ground up. This model places the burden on employees to disclose their disabilities and request support.
Fear drives silence
Employees often avoid disclosure due to fears of discrimination, lost career opportunities or negative workplace repercussions, the research shows. Previous negative experiences with disclosure also heavily influence whether workers choose to reveal their needs.
As a result, many employees only disclose when absolutely necessary, often to explain or address performance concerns.
Reactive approach falls short
“Canada needs more accessible workplaces, but too often people with disabilities face systemic barriers that prevent them from fully participating in the workforce,” said Lindsay Coffin, principal research associate for human capital at The Conference Board of Canada. “By removing these barriers and adopting inclusive practices, organizations can better support their employees, while also strengthening talent acquisition, innovation, and retention. The research series highlights actionable insights for employers to make their workplace more inclusive.”
The current model, which depends on individual disclosure, is insufficient for true workplace inclusion, according to Joanna Goode, executive director at the Canadian Association for Supported Employment.
“For many employers, workplace inclusion is dependent on individual disclosure,” Goode said. “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.”
Embedding accessibility
The research emphasizes that while creating safe environments for disclosure remains important, the greater impact comes from reducing the need to disclose altogether. Organizations can achieve this by embedding inclusion into policies, physical spaces, technologies and workplace culture.
This approach creates conditions where all employees can perform effectively without being compelled to disclose disabilities to access support.
Mentorship shows promise
The study also identified mentorship as a key tool for advancing workplace inclusion. Mentors can help employees with disabilities navigate job market entry, career transitions and professional advancement. The research found positive outcomes from both formal and informal mentorship relationships.
MentorAbility Canada commissioned the research series, which was funded by the Government of Canada’s Opportunities Fund for Persons with Disabilities. MentorAbility Canada is an initiative of the Canadian Association for Supported Employment.
