Disability Accommodations: How Law Firms Can Help Disabled Workers Perform at their Peak

5 min read

Here’s how your law firm can create and maintain an accessible environment where employees thrive – disabled or not.

The number of people living with some form of disability is higher than most people would expect. According to Statistics Canada, approximately 1 in 5 Canadians are considered disabled in some way. Not all disabilities are the same either, some are more ‘visible’, like limb loss for example, whereas others are ‘invisible’, such as chronic pain. Regardless of presentation, disabled individuals around the world face heightened barriers compared to their non-disabled counterparts. Particularly in the workforce, they encounter barriers such as under-hiring due to prejudice, lack of accommodation, and substantially lower pay rates. Often correlating with a higher rate of poverty than the rest of the population. 

A staggering number of disabled Canadians struggle to secure consistent work, as they are often overlooked, despite being incredibly capable and qualified. As law firms look to retain and hire new talent, they can challenge the status quo by creating accessible workplaces that allow all of their employees to thrive, regardless of disability.

Create a Culture of Inclusion

The first step in attracting and retaining disabled employees is to ensure your workplace culture is inclusive, accessible, and respectful. This work begins before the hiring even starts. Workplace culture starts at the top and trickles down, so senior leadership needs to model the qualities you want your employees to exhibit. Foster a culture where it’s okay to talk about limitations and ask for accommodations. Encourage a spirit of compassion, understanding, and collaboration, and make it clear that inclusion and diversity are some of your firm’s key strengths or values. Coach people to ask for help when they need it, and create an environment where your employees feel comfortable discussing issues with leadership. An inclusive culture benefits all employees.

Provide Accommodations

While a positive environment sets the groundwork, it’s providing the necessary accommodations that actually make a firm accessible. Actions always speak louder than words when creating an inclusive workplace. 

If a prospective employee brings up their disability during the interview process, don’t shy away from the topic. This is a great opportunity to brainstorm and work collaboratively to understand the individual’s needs and strengths. Having this conversation sets the expectations for both parties from day 1. Encourage your hiring team to ask candidates if they require any accommodations. (Be mindful that not everyone may be comfortable discussing this – as many individuals with disabilities have experienced discrimination when disclosing such information to employers in the past).

Most importantly: be prepared! While everyone’s experience with disability is different, being ready with some commonly-requested accommodations can help your employees succeed. For example having a policy that supports flexible work hours for those whose condition changes rapidly or have medical appointments. Introducing work-from-home options to mitigate barriers around commuting or working in-office. Remember, accommodations aren’t one size fits all, so taking the time to listen to your employee’s is paramount to creating a plan that supports their needs and reduces employee churn. 

Leverage Assistive Technologies

Technology has come a very long way, and there’s an endless array of assistive technologies designed to help disabled people better navigate the world. Whether it’s a Braille keyboard, a screen reader, a digital voice recorder, or transaction visualization software, there’s no shortage of accessible technologies and apps that you can leverage to allow employees with disabilities to fully engage with their workplace.

For example, an employee with a cognitive or learning disability could benefit from a mind-mapping app to help them organize their thoughts. Captioning on videos could prove useful to those with hearing loss or sensory processing disorders. An autistic, non-verbal team member may be better able to participate in meetings and conversations with an Augmentative and Alternative Communication (AAC) device.

Sometimes Low-tech can be the Best Tech

Making the workplace accessible doesn’t need to be high-tech. Simple things such as keeping hallways, pathways, and accessible washrooms free of debris and clutter at all times can make a big difference to those who use mobility aids. It’s easy to improve the legibility of company emails by using high-contrast fonts and colors. Even just having a quick way to contact an American Sign Language Interpreter can make a difference. 

Abilities and circumstances change over time. By implementing these low-tech changes not only benefits your employees, but can benefit a client who is recovering from a broken leg or surgery as they too can now comfortably navigate your office, unassisted. 

Approach Accessibility with a Growth Mindset

Fostering an environment that accommodates disabled employees isn’t necessarily as easy as pushing the door switch. It can take time to create a culture of inclusion, provide meaningful accommodations, and adjust operational standards. Working with an accessibility mindset benefits more than just disabled employees – it benefits everyone. 

Ultimately, there may be no such thing as ‘perfect’ when it comes to accessibility. However, when firms take the time to listen to and actively accommodate their disabled employees, they set them up for success and will reap the benefits of a worker at their best. They also create a framework where all employees can thrive, regardless of bad days or unexpected circumstances, knowing they’re supported by an employer who values them for who they are and not what limits them.

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