Survey reveals 60% of Canadians with disabilities seek new jobs due to workplace challenges
A KPMG in Canada survey reveals that 60 percent of employed Canadians with disabilities are actively searching for new jobs due to underemployment and workplace ableism.
The same percentage reported feeling underemployed, stating their skills are not fully utilized in their current roles. Acts of ableism, defined as attitudes and actions that devalue and limit persons with disabilities, remain a systemic issue in workplaces.
Forty-four percent of respondents reported experiencing ableism in the past year, while 43 percent witnessed it directed at colleagues. For individuals with apparent disabilities, these figures rise to 58 percent and 50 percent, respectively.
Rob Davis, chief inclusion, diversity, and equity officer at KPMG in Canada, called these findings a ‘wake-up call’ for organizations. “Our poll findings reveal that ableism is a systemic issue in Canadian workplaces,” he said.
Davis highlighted the loss of talent, creativity, and productivity resulting from employers not fully utilizing the potential of persons with disabilities. He urged companies to review workplace culture, policies, and practices to create inclusive environments.
The survey found that 68 percent of individuals with disabilities feel they must work harder than colleagues without disabilities to achieve equal recognition.
Among those with apparent disabilities, this figure climbs to 81 percent. Women, Indigenous Peoples, and People of Colour also reported higher rates of feeling undervalued.
Lisa Park, a director at KPMG in Canada and founder of its Disability Inclusion Network, emphasized the challenges faced by individuals with disabilities.
“The contributions of Canadians with disabilities to the corporate landscape are invaluable and multifaceted,” she said. Park noted systemic barriers such as physical workplace obstacles, inadequate access to assistive technologies, and non-inclusive hiring practices.
She stressed the importance of inclusive environments, particularly for individuals with apparent disabilities.
“With as many as 58 percent of respondents with apparent disabilities encountering discrimination in the past year, this poll finding underscores the importance of creating inclusive work environments that provide necessary supports to enable all employees, especially those with disabilities, to thrive and perform at their best,” she added.
Survey participants described a range of workplace experiences. Some reported feeling accepted and equal, while others recounted instances of harassment, exclusion, and being undervalued.
Responses included statements such as ‘I am treated as any other person regardless of my disability’ and ‘I feel accepted and fit in well,’ alongside negative accounts like ‘I’m made fun of, belittled a lot and harassed more if I speak out,’ and ‘They don’t see me as equal, and I’m shunned.’
The survey findings suggest that only 32 percent of individuals strongly agree their workplace is a safe environment for disclosing disabilities. This figure drops to 29 percent for those with non-apparent disabilities.
Additionally, 64 percent of respondents said they have allies at work who would speak up against bias or discrimination, but many believe more support is needed.
Respondents identified key actions employers should take, such as fostering open and inclusive workplaces (58 percent), providing necessary tools and processes for productivity (46 percent), and addressing barriers in recruitment (45 percent).
Nearly 80 percent called for more representation of persons with disabilities in leadership roles.
Davis highlighted the need for ongoing education and awareness to combat discrimination and ableism in workplaces.
“While it’s encouraging to see that 64 percent of survey respondents feel they have allies at work, we need to continue that momentum through more education and awareness on discrimination and ableism,” he said.
He emphasized the importance of equipping managers with inclusive leadership skills and regularly reviewing business and talent processes to eliminate bias and barriers for people with disabilities.
He added, “As business leaders, it’s our responsibility to create workplaces that allow everyone, including persons with disabilities, to be productive, succeed and thrive.”
