Creating a workplace that is welcoming and accessible to everyone, regardless of ability, is not just a legal or ethical imperative—it's also great for business. When employees with diverse needs can fully participate and contribute their talents, the result is a more engaged, productive and innovative workforce.

Defining Accessibility and Built EnvironmentsWhat exactly do we mean by "accessibility" and "built environment"? The Accessible Canada Act defines accessibility as "The design of programs, services and facilities for people with physical, mental, intellectual, learning, communication and sensory disabilities that enables their full and equal participation in society without barriers."¹ In the workplace, this translates into ensuring that all employees can enter the building, navigate the space and use the amenities and equipment they need for their jobs.

The "built environment" encompasses all physical, human-made surroundings to which accessibility is required—interior features like rooms, hallways and furniture, as well as exterior features such as entrances, parking lots and pathways.² Each feature has the potential to either facilitate inclusion or create obstacles.

Accessible Canada Act and Other StandardsIn Canada, the right to an accessible workplace is protected by legislation like the Canadian Human Rights Act, the Accessible Canada Act and provincial accessibility laws and building codes.³ Beyond mere compliance, embracing accessibility makes workplaces more functional and appealing for everyone. Inclusive design benefits people pushing strollers or transporting luggage, older workers, those recovering from injuries or illnesses and many others.

The CSA B651-23 standard, Accessible design for the built environment, sets out detailed technical requirements to help make buildings and facilities barrier-free for people with a wide range of physical, sensory and cognitive disabilities.⁴

The above standard addresses the following:

• Dimensions for things like accessible routes, turning spaces, counters and seating, based on the latest anthropometric research (standardized measurements of the human body).
• Luminance (colour) contrast ratios to ensure information is readable for people with low vision.
• Placement of tactile walking surface indicators and other detectable warning surfaces providing directional cues.
• Design of accessible entrances, doors, elevators, washrooms, signage and much more.

Why Accessible Built Environments Matter for EmployersAccessible built environments matter for Canadian employers of all sizes and in all sectors.

DID YOU KNOW…
Over 8 million Canadians aged 15 and over (27% of the population) identify as having a disability; this number is expected to grow as the population ages.⁵ Many more have temporary disabilities. Accessibility is essential for attracting and retaining this significant talent pool.

There's also a strong business case beyond workforce inclusion. An accessible workplace enhances your customer base, improves safety and reduces liability; it also positions your organization as socially responsible. Many studies show that people with disabilities and their families and friends prefer to purchase goods and services from businesses where their values are authentically reflected and they are treated with dignity and respect.⁶

So where should you begin in making your own workplace more accessible? A great first step is to conduct an accessibility audit to identify existing barriers and improvement opportunities in your built environment. The Rick Hansen Foundation Accessibility Certification (RHFAC) program, discussed further in 8.2: Conducting an Accessibility Audit of Your Workplace, provides a comprehensive rating system to measure meaningful access to buildings and other sites. Engaging an RHFAC or other Accessibility Professional to assess your workplace can provide valuable insights and recommendations to guide your accessibility planning.

Based on your audit results, you can develop a prioritized action plan to enhance access and inclusion for employees, customers and other workplace visitors. The remaining tools in this series offer tips and best practices to support you in that process, from inclusive design strategies to sensory-friendly spaces.

It's important to recognize that creating a fully accessible workplace is an ongoing journey. As discussed in 8.5: Accessibility as an Ongoing Commitment, maintaining and improving accessibility over time requires embedding accessibility within your regular processes, actively seeking stakeholder feedback and communicating your efforts and commitment both internally and externally. Inclusive design is most successful when it's user-driven.

The benefits are well worth the investment. A workplace that welcomes people of all abilities showcases your commitment to Inclusion, Diversity, Equity and Accessibility (IDEA). It can boost engagement and retention, attract a wider pool of talent and customers, drive innovation and enhance your reputation as an employer and business of choice. Perhaps most important, it's simply the right thing to do.

Barriers belong in the past; the future is accessible to everyone.