The Importance of Accessibility in Business: Interview with Kim Auclair
Posted: Tue Dec 10, 2024 6:04 am
As part of the International Day of Persons with Disabilities, I had the opportunity to speak with Kim Auclair, President of Nitivi Communications. Kim is an entrepreneur born with severe to profound deafness. We talked about the definition of disability and how to improve accessibility in business.
The International Day of Persons with Disabilities, observed on 3 December each year, was established by the United Nations in 1992. The day aims to promote understanding of disability issues and to support the dignity, rights and well-being of persons with disabilities. It also seeks to raise awareness of the benefits of including persons with disabilities in all aspects of political, social, economic and cultural life.
Disability reflects human diversity. It is neutral. Neither good nor bad. Neither negative nor shameful. It is simply there. Any euphemism, such as “special needs” or “differently abled,”
reinforces the idea that disability is negative.
Joanne Photiades
Head, Sustainable Development and Social Impact, BDC
A disability does not define a person, it completes them.
Joanne: Kim, to me, a disability is a physical, developmental, or intellectual limitation that can be visible or invisible. Disability reflects human diversity. It is neutral. Not good, not bad. Not negative, not shameful. It is just there. Period. Any euphemism, like “special needs” or “differently abled,” reinforces the idea that disability is negative.
Consider the analogy of wearing glasses: You wouldn’t hesitate to wear your glasses to see well. Similarly, accommodations are essential to creating an inclusive society where everyone has an equal opportunity to participate and thrive. These accommodations shouldn’t raise questions or surprise you. They’re just a fact of life.
Kim: This definition speaks to me a lot. I would add that disability should never be seen as a barrier to creativity or entrepreneurship. Instead of focusing on the challenges, companies should see the creative potential and adaptability that people with disabilities have. This paves the way for innovation.
Joanne: I totally agree. In fact, in a typical work environment, a significant number of employees may have invisible disabilities that they prefer not to disclose. In Canada, more than a quarter of the population aged 15 and over has a disability. Many employees keep this status secret. In the United States, a national survey of office workers found that while 30% of the workforce has disabilities, only 3.2% disclose their disability status to their employers (English publication only).
Kim: That's an interesting statistic. But why would someone choose not to disclose their disability? Is it to protect themselves, or out of fear of being judged by their disability rather than their abilities? Or even, of being seen as less capable?
Joanne: Yes, that's right. Some companies see disability as a rcs database burden because of the accommodations required . They don't know how to react. This is reflected, even unconsciously, in the recruitment process.
Kim: What can a company do to encourage its employees to declare their disabilities?
Joanne: The key is awareness. Staff need to be aware of the different types of disabilities and the importance of accommodations. By valuing each person’s unique needs and strengths, the company fosters a culture where all employees, regardless of ability or disability, have an equal opportunity to contribute and succeed.
An aware organization creates an inclusive environment. This not only improves recruitment and hiring, but also talent retention. By demonstrating its openness and ability to adapt, the organization reinforces its image of inclusivity, a message that comes across in its advertising, social media communications and hiring processes. This approach inspires trust. It encourages employees and applicants to speak freely about their differences, without fear or taboo.
Instead of focusing on challenges, companies should see the creative potential and adaptability that people with disabilities possess. This paves the way for innovation.
Kim Auclair
President, Nitivi Communications
Photo by Kim Auclair, President of Nitivi Communications
Accessibility at the heart of concerns
Kim: Why should we care about accessibility?
Joanne: In Canada , 24% of working-age adults have a disability. It's the only minority group we can be a part of at any time. Some are born with disabilities, others are disabled through accidents, illness, or aging. If you become disabled, how would you want to be treated? Wouldn't you want to participate equally in all areas of life?
When we prioritize accessibility, we create an inclusive environment where everyone can thrive, leading to a more dynamic and high-performing organization.
Companies that deliberately put accommodations in place tend to have a culture and ways of working that are beneficial for all staff, not just people with disabilities.
Kim: That's right. When we talk about examples of accommodations for employees with disabilities, several practices come to mind.
It goes far beyond the physical layout: communication also plays an important role. Communications must be accessible and understandable to everyone. Everyone has their own way of processing and retaining information. Asking about each person’s communication preferences is a winning approach. It can be as simple as asking the question: “What do you need to be comfortable?”
Consider, for example, someone who prefers to work from home because they already have all the necessary equipment at home. This is advantageous for the company, which will not have to invest in additional adaptations.
Joanne: You’re right, Kim. I would also add to the equation those who have loved ones living with disabilities. As the mother of a child with Williams syndrome, I appreciate the flexibility BDC gives me to attend medical appointments and therapy sessions. That flexibility is essential. Not only am I more engaged and productive, I’m also happier.
Kim: What are the barriers to accessibility and how can we overcome them?
Joanne: Barriers to workplace accessibility include physical, technological, social, and cultural barriers, as well as poor recruitment experiences. To overcome these, it is crucial that companies offer a choice of accommodations and resources. These include adjusting workspaces, investing in accessible technology, and promoting a culture of inclusion through awareness and training.
The International Day of Persons with Disabilities, observed on 3 December each year, was established by the United Nations in 1992. The day aims to promote understanding of disability issues and to support the dignity, rights and well-being of persons with disabilities. It also seeks to raise awareness of the benefits of including persons with disabilities in all aspects of political, social, economic and cultural life.
Disability reflects human diversity. It is neutral. Neither good nor bad. Neither negative nor shameful. It is simply there. Any euphemism, such as “special needs” or “differently abled,”
reinforces the idea that disability is negative.
Joanne Photiades
Head, Sustainable Development and Social Impact, BDC
A disability does not define a person, it completes them.
Joanne: Kim, to me, a disability is a physical, developmental, or intellectual limitation that can be visible or invisible. Disability reflects human diversity. It is neutral. Not good, not bad. Not negative, not shameful. It is just there. Period. Any euphemism, like “special needs” or “differently abled,” reinforces the idea that disability is negative.
Consider the analogy of wearing glasses: You wouldn’t hesitate to wear your glasses to see well. Similarly, accommodations are essential to creating an inclusive society where everyone has an equal opportunity to participate and thrive. These accommodations shouldn’t raise questions or surprise you. They’re just a fact of life.
Kim: This definition speaks to me a lot. I would add that disability should never be seen as a barrier to creativity or entrepreneurship. Instead of focusing on the challenges, companies should see the creative potential and adaptability that people with disabilities have. This paves the way for innovation.
Joanne: I totally agree. In fact, in a typical work environment, a significant number of employees may have invisible disabilities that they prefer not to disclose. In Canada, more than a quarter of the population aged 15 and over has a disability. Many employees keep this status secret. In the United States, a national survey of office workers found that while 30% of the workforce has disabilities, only 3.2% disclose their disability status to their employers (English publication only).
Kim: That's an interesting statistic. But why would someone choose not to disclose their disability? Is it to protect themselves, or out of fear of being judged by their disability rather than their abilities? Or even, of being seen as less capable?
Joanne: Yes, that's right. Some companies see disability as a rcs database burden because of the accommodations required . They don't know how to react. This is reflected, even unconsciously, in the recruitment process.
Kim: What can a company do to encourage its employees to declare their disabilities?
Joanne: The key is awareness. Staff need to be aware of the different types of disabilities and the importance of accommodations. By valuing each person’s unique needs and strengths, the company fosters a culture where all employees, regardless of ability or disability, have an equal opportunity to contribute and succeed.
An aware organization creates an inclusive environment. This not only improves recruitment and hiring, but also talent retention. By demonstrating its openness and ability to adapt, the organization reinforces its image of inclusivity, a message that comes across in its advertising, social media communications and hiring processes. This approach inspires trust. It encourages employees and applicants to speak freely about their differences, without fear or taboo.
Instead of focusing on challenges, companies should see the creative potential and adaptability that people with disabilities possess. This paves the way for innovation.
Kim Auclair
President, Nitivi Communications
Photo by Kim Auclair, President of Nitivi Communications
Accessibility at the heart of concerns
Kim: Why should we care about accessibility?
Joanne: In Canada , 24% of working-age adults have a disability. It's the only minority group we can be a part of at any time. Some are born with disabilities, others are disabled through accidents, illness, or aging. If you become disabled, how would you want to be treated? Wouldn't you want to participate equally in all areas of life?
When we prioritize accessibility, we create an inclusive environment where everyone can thrive, leading to a more dynamic and high-performing organization.
Companies that deliberately put accommodations in place tend to have a culture and ways of working that are beneficial for all staff, not just people with disabilities.
Kim: That's right. When we talk about examples of accommodations for employees with disabilities, several practices come to mind.
It goes far beyond the physical layout: communication also plays an important role. Communications must be accessible and understandable to everyone. Everyone has their own way of processing and retaining information. Asking about each person’s communication preferences is a winning approach. It can be as simple as asking the question: “What do you need to be comfortable?”
Consider, for example, someone who prefers to work from home because they already have all the necessary equipment at home. This is advantageous for the company, which will not have to invest in additional adaptations.
Joanne: You’re right, Kim. I would also add to the equation those who have loved ones living with disabilities. As the mother of a child with Williams syndrome, I appreciate the flexibility BDC gives me to attend medical appointments and therapy sessions. That flexibility is essential. Not only am I more engaged and productive, I’m also happier.
Kim: What are the barriers to accessibility and how can we overcome them?
Joanne: Barriers to workplace accessibility include physical, technological, social, and cultural barriers, as well as poor recruitment experiences. To overcome these, it is crucial that companies offer a choice of accommodations and resources. These include adjusting workspaces, investing in accessible technology, and promoting a culture of inclusion through awareness and training.