By Marco Pasqua

So, you’ve hired a talented employee who happens to have a disability—congrats! But here’s the real question: Are they going to stay?

Retention is often the forgotten piece of the inclusion puzzle. Too many companies spend time and money recruiting diverse talent, only to create work environments that don’t actually support them long-term. It’s like installing an accessible ramp to the front door and then realizing the office itself is filled with barriers—literal or figurative.

And let’s be real: turnover is expensive¹. The cost of constantly recruiting and retraining employees far outweighs the investment needed to create a truly inclusive culture where people want to stay. The financial sector, in particular, faces a major challenge with retention—fast-paced environments, strict regulations, and outdated workplace norms can make it difficult for employees with disabilities to thrive unless the right structures are in place.

So, how do you keep employees engaged, valued, and in it for the long haul?

Retention Starts at Onboarding

Here’s the secret: retention doesn’t start after six months on the job—it starts on day one. If a new hire has to spend their first few weeks fighting for basic accommodations, struggling to navigate inaccessible technology, or feeling isolated because they’re the only person with a disability in the office, chances are they’re already planning an exit strategy.

The Banking on Inclusion Onboarding & Retention Tool ² lays this out well—a structured onboarding process that includes clear communication about workplace supports and accommodations makes all the difference. Some key elements financial institutions should consider:

• Proactive Accommodation Conversations – Don’t wait for employees to ask for support. Let them know upfront what’s available and how to access it.
• Mentorship & Peer Support – Pairing new hires with a mentor, especially someone who understands disability inclusion, helps create an immediate sense of belonging.
• Clear Pathways for Growth – From day one, employees need to see that their career has momentum within the organization, not just a stagnant role.

I’ve seen firsthand how early investment in accessibility leads to long-term success. As I mentioned in my blog post on Accommodations, when I started my role with the Presidents Group at Vancity, they didn’t just assume I’d figure things out—they brought in an occupational therapist before I even stepped foot in the office. That proactive approach meant I could focus on excelling at my job instead of troubleshooting barriers. More companies need to think ahead like this.

What Makes Employees Stay? More Than Just a Paycheque

Contrary to popular belief, money isn’t the number one factor keeping employees at a company. Don’t get me wrong—fair pay matters. But people don’t leave jobs solely because of salary; they leave because they don’t feel valued, supported, or like they have a future.

For employees with disabilities, retention comes down to three things:

Belonging: If employees don’t feel included in workplace culture, they won’t stick around. Does your company celebrate diverse perspectives, or do employees with disabilities feel like afterthoughts? If an individual feels comfortable to, ask them to share their lived experience or how their workspace could be improved to support them in doing their job better.

Flexibility: Rigid schedules and old-school work models don’t work for everyone. Remote work, flexible hours, and hybrid options aren’t just perks—they’re often the difference between an employee thriving or burning out. That said, I am a huge fan of coming in for both important meetings and team building events – for those two examples, in-person attendance is crucial.

Growth Opportunities: Employees stay where they can grow. If leadership roles and career advancement seem out of reach for employees with disabilities, they won’t waste years waiting for a promotion that will never come.

Financial institutions that embrace these principles are already seeing results. Those that fail to adapt? Well, let’s just say their recruitment budgets are probably getting a workout.

Collaboration: The Key to Retention Success

Retention doesn’t happen in a vacuum. Employers don’t have to figure it all out alone.

One of the best strategies (and one that many financial organizations overlook) is working with external organizations that specialize in accessibility and disability employment. Companies that build partnerships with advocacy groups, training organizations, and accessibility consultants create stronger, more sustainable retention strategies.

Some ways financial institutions can tap into external support:

• Partnering with accessibility organizations to develop leadership pipelines for employees with disabilities.
• Using job coaching programs to provide long-term support for employees who need it.
• Tapping into disability networks to ensure workplace policies and programs stay relevant and effective.

Retention isn’t about guessing what works—it’s about listening, collaborating, and implementing strategies that have been proven to make a difference.

The Bottom Line: Investing in Retention Pays Off

Too many businesses see accessibility and inclusion as front-end hiring initiatives rather than long-term business strategies. But here’s the reality:

• Employees who feel supported stay longer—which means less turnover, lower recruitment costs, and stronger institutional knowledge.
• Inclusive workplaces attract top talent—especially in the financial sector, where diverse perspectives are crucial for innovation.
• Investing in retention boosts productivity—because when employees have what they need, they can focus on their work instead of battling unnecessary barriers.

Let’s stop looking at inclusion as a checkbox on a hiring form and start seeing it for what it really is: a powerful strategy for long-term success.

Retention isn’t rocket science. It’s about building a workplace people want to stay in. And if you need help figuring out how to do that? There are resources, experts, and partners ready to guide you. Use them.

Sources:

¹ Employee retention: The real cost of losing an employee. Retrieved from https://www.peoplekeep.com/blog/employee-retention-the-real-cost-of-losing-an-employee

² Tool #4: Onboarding and Retention. Retrieved from https://bankingoninclusion.ca/en/tools/toolkit/tool-4-onboarding-and-retention