Ask for what you need: Accessibility in the Workplace

The good and the ugly

Jeff shared stories of instances where he faces barriers to accessing public spaces to being confronted by people who don’t care to understand his needs. Just before our interview that day, Jeff experienced multiple scenarios from getting lost on his way to meet me or having someone close their eyes as he passed by essentially “ignoring” his disability, to getting yelled at on the bus for being in the “way”. Enduring a full-day of barriers, inaccessibility and the lack of understanding of his individual needs can really take a toll. Even for that reason alone, having space to safely ask for support, a workspace where you don’t have to face barriers and a workplace where your needs are met, is extremely valuable. 

Your workplace should be an environment you feel supported and comfortable in. If you are someone that is in need of accessibility support to produce your best work, asking for them should be your top priority.

Jeff is very aware of how scary it is to ask for those needs and as a student he said it must be even further exemplified. He even said that most people actually try to start their job without asking for the support because they want to try it out. He said it could be a way of proving it to themselves or attempting to not disrupt the workflow dynamics in their new office. 

However, he said that “being honest with yourself is going to come with its challenges, but you have to be as honest with your peers and your supervisor as possible. Being brave enough to be honest is the best way you’re going to get the accommodations that you need to be successful.”

How to start looking for accessibility supports

The process of asking for accommodations can start before you apply, interview or accept an employment offer. Jeff outlines how, especially through a program like Arts Work Experience (AWE), communication with your Work Experience Coordinator can help you identify ways you can ask for support that you need. This communication will help to reduce barriers in your potential and/or new workplace. This could also mean that your Work Experience Coordinator can facilitate a conversation about the accommodations that are required for you, with your future employer. 

Required by the Human Rights Act, all employers are required to have a duty to accommodate, “This means making changes to rules, standards, policies, workplace culture, and physical environments to eliminate or reduce the negative impact that someone faces because of a protected ground.” Yet, Jeff suggests that research will still be a valuable tool in looking for jobs and employers that value accessibility. “You're going to be on those web pages to find out which companies value and embody a duty to accommodate,” he said. Your research will allow you to select more inclusive workplaces and better opportunities that align with the support you may need in a work environment.

One of the first things to keep in mind is knowing that you are not required to disclose information about yourself more than what you deem necessary, or that you are not comfortable sharing. You have the right to privacy. 

A good first step is understanding the barriers that you suspect you could face when starting a new role. Accessible Canada Act defined a barrier as  “anything that hinders the full and equal participation in society of persons with disabilities. This includes a physical, mental, intellectual, cognitive, learning, communication, sensory disability or functional limitation.” When starting a new position you might not know what barriers you may end up facing. 

Jeff suggests a good way to approach this is to go in asking for support by highlighting what you can do and your strengths in the area you work in. This not only allows you to exemplify your skills and display your capabilities first and foremost but also enables you to ask for support in specific areas rather than leaving it broad for your supervisor to figure out. 

Jeff took exactly this approach when speaking to his former supervisor.  He told his supervisor, “here's what I can do. Here's what my skills are. But this job, I can't do, not like this. There has to be some things that are moved around.” He also made it clear that asking for support in a new position will always be a matter of “balancing the ask, with the risks.” It’s not always guaranteed that other people will comply or reciprocate your needs. 

“You want to go into a situation with either your white cane or the equivalent and say, I am capable and I'm valuable, and in specific cases, I might need assistance, and that has to be done as as quickly as you can,” Jeff said.

Jeff leaves you with bravery

To end the conversation Jeff wanted to provide his central piece of advice, to be brave. “Bravery, your armor, your support system, your abilities, are going to be tried every day, and it's going to be exhausting. The best thing that you can do is try again.” 

He also added that if you develop bravery for yourself and have the capacity to provide for others, “to not be afraid to become an anchor or advocate.” Once you become comfortable in where you are and you prove your successes, you should share that. Your successes pave the way for others to better understand the need to remove barriers. As an advocate in sharing your story you can not only encourage others to ask for what they need, but also to teach those who don’t face barriers the value of creating and ensuring inclusive and supportive work environments, so success goes all around.

This article was written by Lale Fassone, the 2024-25 Arts Work Experience Communications and Program Support Intern. At the time of writing this article, Lale is in her fourth year of her Bachelor of Arts degree, majoring in Media Studies and minoring in Linguistics.