A recent feature in Canadian HR Reporter highlights that people just aren't aware of things that they can do to make their recruitment more inclusive.
We're proud that our founder, Cintia Lutz, was included in the article to share insights on how Able & Available is helping bridge that gap—connecting employers with thousands of talented job seekers with disabilities.
Read the full article here: https://www.hrreporter.com/focus-areas/diversity/why-are-so-few-employers-focused-on-inclusive-equitable-hiring/392989
Learn how we help employers hire inclusively: www.AbleAndAvailable.ca
Why are so few employers focused on inclusive, equitable hiring?
People just aren't aware of things that they can do to make their recruitment more inclusive'
By Jim Wilson
Jul 16, 2025
In a country where over a quarter of people have a disability, being inclusive should be a priority for employers, according to one expert.
Currently, 27 per cent of Canadians aged 15 and over identify as having at least one disability, according to data from the Canadian Council on Rehabilitation and Work (CCRW).
The absence of accessibility and inclusion mandates among 42 per cent of small- and medium-sized employers in the country is a pressing concern, says Jeffrey Normore, director of digital operations at CCRW.
“The employment rate for people with disabilities is 62 per cent compared to the 78 per cent employment rate of persons without disabilities… That is a 16-per-cent gap.
“It needs to be a priority for employers because, especially now, you'll often hear employers talking about difficulties finding the right talent or finding the skills that they're looking for. To be able to increase their chances of finding the skills and the talent that they're looking for, then they need to plan to include everyone, not just those without a disability."
Overall, just six per cent of employers identified inclusive and equitable hiring as a top concern, notes CCRW.
While hiring workers with disabilities has become a lot easier, there continue to be challenges on the way to employment for these workers. The biggest barrier is finding “a truly inclusive organization,” Cintia Lutz, founder of Able and Available, previously said.
Why don’t companies prioritize hiring workers with disabilities?
Currently, many businesses struggle to prioritise accessibility due to limited resources and a lack of awareness, says Normore.
“Often, what we're hearing from them is the challenges in running a business—the day-to-day [grind], especially right now, with the economy—is so difficult for them to also take on planning and strategising for accessibility. So those employers say ‘This hasn't been a top concern for me to ensure my hiring is inclusive and equitable’.”
Also, many employers simply lack the knowledge to make their recruitment processes more inclusive.
"A lot of people may think: ‘Well, this is how I've always known hiring to be done.’ And they're not aware that if you do things differently, then it makes it more inclusive. It means you'll reach different talents," he says.
“People just aren't aware of things that they can do to make their recruitment more inclusive."
Barriers in the hiring process
Nearly 7 in 10 (68 per cent) Canadians with disabilities report that they have experienced a barrier to accessibility during a hiring process, according to CCRW.
This echoes findings from Statistics Canada (StatCan) released in February. StatCan notes: Nearly 7 in 10 (68%) persons with disabilities or long-term conditions experienced a barrier to accessibility during a hiring process or one that discouraged or prevented them from working or seeking employment. The most common types of barriers experienced are:
- difficulties disclosing their disability to their potential employers (54 per cent)
- difficulties related to accommodations such as unmet accommodation requests, being unable to request accommodations or being unaware accommodations were available (32 per cent)
- lack of support or respect from hiring staff or past colleagues or managers (31 per cent).
“What we're seeing is, one, job descriptions are not inclusive for people. It may be that it's not accessible online,” says Normore. “Perhaps it's a document they post on their website or link to their website, but the document is not accessible. And so those who use assistive technology aren't able to take in the information.
“It could be that job descriptions are written with a lot of jargon, and it's just not clear what exactly the role is looking for. But then there are very complex hiring processes that are almost unnecessary that we see out there; that there are a lot of steps. And for people who are utilizing assistive technology, or the online navigation of these HR systems… puts up a barrier that, instead of applying, they just choose not to, and they just keep looking for an accessible one instead.”
Women with disabilities face a disproportionate challenge in the workplace: more of them need accommodations, yet fewer get the support they ask for, according to a previous report.
How can companies ensure more inclusive hiring?
Here are some ways employers can make their hiring process more inclusive, according to CCRW:
- Build disability inclusion into your recruitment strategy.
- Identify and remove hidden barriers in your hiring process.
- Write job ads that speak to everyone.
- Use accessible platforms that don’t exclude talent.
- Share real stories, not just statements.
Normore also notes: “There's a real benefit from sharing, like, real stories of employees with disabilities at your organization.”