By Marco Pasqua

As someone who has navigated the working world with a visible disability, I know the power that the right accommodations can have in leveling the playing field and enabling employees to bring their full selves to the job. But I also know that for many employers, the prospect of providing accommodations can feel daunting. Where do you even begin? What counts as "reasonable"? And won't it be expensive and complicated?

I'm here to tell you that accommodations don't have to be scary. In fact, when done right, they can be a game-changer for both employees and employers alike. It's all about taking an individualized approach and finding the right fit.

Accommodations 101 

First things first: what exactly do we mean by "accommodations"? Simply put, accommodations are adjustments or modifications that remove barriers and can support increased productivity and efficiency in job-related duties when implemented well. They can include things like:

• Flexibility in how, when, or where work gets done (think modified schedules, remote work options, etc.)
• Assistive technology or specialized equipment (e.g. screen readers, ergonomic keyboards, adjustable desks)
• Modifications to the physical workspace (e.g. widened doorways, accessible washrooms, quiet rooms)
• Support services like interpreters, job coaches, or personal care attendants

And don’t forget—accommodations aren’t just for visible disabilities. Many employees benefit from less obvious supports. For instance, creating quiet spaces or offering different assistive tools that support with environmental sensitivities such as noise-canceling headphones, earplugs or even fidget spinners can significantly help employees with sensory sensitivities focus better. Similarly, in addition to flexible schedules, regular mental health check-ins, or even access to confidential counselling services can make a huge difference for employees managing mental health conditions. By recognizing and proactively accommodating invisible disabilities, organizations build healthier, happier, and more productive workplaces for everyone.

It's important to recognize that accommodations can occur throughout many different phases in the employment-cycle. To better understand this, check out when accommodations may be needed¹ as part of Tool 3 on the Banking on Inclusion website.

My Experience with Workplace Accommodations

I'll be honest - throughout my early career, I was always hesitant to request accommodations at work. Even though I knew there were tools and adjustments that could likely help me be more productive, I worried about the potential backlash. Would my colleagues see me as less capable? Would my manager think I couldn't handle the demands of the job? So, I stayed quiet and tried to make do. That all changed when I first started as an accessibility consultant with the Presidents Group². Even though I was technically a consultant for all 25 of the member companies, Vancity Credit Union offered to host my role and give me a home base to work from on the days I wasn't remote.

You see, Vancity's CEO at the time, Tamara Vrooman, was also serving as the co-chair of the Presidents Group. So, accessibility and inclusion were already hardwired into their DNA as an organization. But what happened next is what really blew me away.

About 2 weeks before my official start date, I got a call from HR letting me know that an occupational therapist (OT) from the Neil Squire Society would be coming to the office to assess what accommodations I might need to hit the ground running. They framed it as a totally standard part of their onboarding process for ALL new hires, not just those with visible disabilities like myself.

Fast forward to assessment day. Within an hour of arriving and getting settled, the OT had already zeroed in on a few quick fixes. First up, my desk. She noticed how I kept leaning in to see my monitor and recommended adding an adjustable monitor arm to get the screen at just the right height. Then she took one look under the desk and said "Let's get rid of that clunky keyboard tray under your desk so you can actually roll your wheelchair in close enough. Easy."

We then talked about my travel between home and the office. She suggested placing an anti-slip tray on my lap while wheeling so I could work on my laptop while in transit without it sliding around. Genius.

By the end of the assessment, we had a solid list of recommendations ready to roll. And when I looped back with my on-site manager, they immediately greenlit them all without hesitation. No red tape, no cost-benefit analysis, just a genuine commitment to empowering me to do my best work.

For me, that spoke volumes about Vancity's inclusive culture. It showed that they didn't just talk the talk on accessibility; they invested real time and resources into walking the walk for their employees. And while I know not every company can have an OT on speed dial, the key takeaway is this - accommodations work best when they're approached proactively, collaboratively, and as a standard business practice, not a 'special' process that only gets dusted off when disability is involved.

And you know what? That early investment in my success paid off big time. With the right setup and ongoing check-ins, I was able to focus my energy on making an impact, not on troubleshooting barriers. Over my time there, I led some of our most ambitious accessibility initiatives to date and helped establish Vancity as a true leader in inclusive banking.

The Business Case for Accommodations

My experience at Vancity underscores a few key points about the power of accommodations:¹. They work for everyone – not just a select few.². They encourage creative solutions that will increase productivity and a sense of belonging in the workplace.

I know what some of you might be thinking: "Okay, but that’s only one example, accommodations sound expensive and disruptive. What's in it for my bottom line?"

Glad you asked! Turns out, accommodations are actually good for business. A few fun facts:

• According to the Job Accommodation Network³, more than half of accommodations cost employers nothing. Zip. Nada. And of those that do have a price tag, the typical one-time cost is only $500.
• Accommodations improve retention and productivity. When employees have what they need to do their best work, everyone wins.
• Inclusive workplaces attract top talent. By building a reputation for accessibility, you're tapping into a wider pool of skilled candidates.

So, while there may be some upfront investment, the ROI of accommodations is undeniable. It's not just the right thing to do - it's the smart thing.

Putting It into Practice

So how can employers put this into practice? It starts with making accommodations a standard part of your onboarding and ongoing employee support process, just like Vancity did for me, and it paid dividends.

This means having clear policies and procedures in place, training managers on how to have these conversations, and fostering a culture where employees feel safe advocating for what they need. It also means tapping into expert resources like occupational therapists or disability service providers who can help identify and implement effective accommodations.

The bottom line? Accommodations are a tool for unlocking the full potential of your workforce. By taking an individualized, proactive approach, you can create a workplace where everyone has the support they need to thrive - and that's a win for employees, employers, and society as a whole. The best workplaces don’t ‘accommodate’ their employees—they empower them. When accessibility is a priority, everyone wins. And that's an investment worth making every time.

Sources:

¹ Tool #3: Accommodations - How to Accommodate an Employee with a Disability in a Branch Environment. Retrieved from https://bankingoninclusion.ca/en/tools/toolkit/tool-3-accommodations

² Presidents Group leads the Accessible Employment movement. Retrieved from https://accessibleemployers.ca/member-type/pg

³ Costs and Benefits of Accommodation. Retrieved from https://askjan.org/topics/costs.cfm