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Finding and keeping great employees is one of the biggest challenges facing Alberta businesses today. Organizations are posting jobs, attending career fairs, and investing significant time and resources into recruitment, yet many are still struggling to find the right people. At the same time, talented individuals are eager to work but encounter barriers long before they can demonstrate their skills and potential.

What if part of the solution isn't finding more people? What if it's removing the obstacles that prevent qualified candidates from getting in the door?

This is where Accessibility comes into play.

Accessibility Is More Than Ramps and Parking Stalls

When people hear the word accessibility, they often think of wheelchair ramps, automatic doors, or accessible parking stalls. While those features are important, accessibility extends far beyond the physical environment. Workplace accessibility means ensuring people can participate fully in every stage of employment, from applying for a position to performing their day-to-day responsibilities. Often, this involves simple adjustments such as:

• Easy-to-navigate online job applications
• Providing interview questions in advance
• Captioned training videos
• Flexible start and end times
• Voice-to-text or other assistive technology
• Instructions provided both verbally and in writing

Many of these changes are inexpensive, easy to implement, and beneficial for all employees.

What Do We Mean by Accommodation?

The concept of workplace accommodation is often misunderstood. Some employers assume accommodations mean lowering standards or reducing expectations. Accommodations are simply adjustments that help someone perform their job effectively. Common examples include:

• Working remotely a few days each week
• Noise-reducing headphones in busy workspaces
• Flexible schedules for medical appointments
• Additional time to complete training
• Specialized technology to support productivity

Employees who receive accommodations are still expected to meet performance standards, achieve objectives, and fulfill their responsibilities. Accommodations simply provide the tools or flexibility needed to perform at their best. If an employee requires a larger monitor to see their work clearly, they remain accountable for producing quality results. The larger screen simply enables them to do so more effectively. It enables people to succeed.

Are You Missing the Right Candidates?

For many organizations, the biggest accessibility challenge isn't found in the workplace itself but in the hiring process. Consider a candidate with exactly the skills and experience you're looking for who struggles with a complicated online application system. Or someone who would excel in the role but doesn't perform well in a traditional interview setting. In both cases, a highly qualified candidate may never advance through the recruitment process.

Employers can often remove these barriers through a few practical changes:

• Use clear, straightforward language in job postings
• Focus on the skills that are truly essential to the role
• Let candidates know what to expect before interviews
• Offer virtual and in-person interview options when possible
• Ask applicants if they require any accommodations during the hiring process

These small steps can help employers connect with talented candidates who might otherwise be overlooked.

Accessibility Helps Everyone

One of the most common misconceptions about accessibility is that it only benefits people with disabilities. The reality is that many workplace practices employees value today are rooted in accessibility. Flexible schedules support parents and caregivers. Clear instructions reduce confusion and increase productivity. Captioned training materials help employees absorb information more effectively. Ergonomic workspaces improve comfort and performance for everyone.

The benefits of accessible workplaces often include:

• Stronger employee retention
• Increased productivity
• Higher employee engagement
• Broader access to talent
• Improved workplace culture

When organizations create environments that support a variety of needs, everyone benefits.

Competing for Talent

As labour shortages continue to challenge employers across Alberta, accessibility offers a significant competitive advantage. It is not simply about compliance or meeting regulatory requirements. It is about ensuring talented people are not excluded because of barriers that can often be removed through practical, low-cost solutions. The businesses that thrive in the future may not be the ones competing harder for the same shrinking talent pool.

They may be the ones asking a different question:

What might be preventing great people from working here?

The good news is that creating a more accessible workplace does not require a major overhaul or a significant investment. Often, it begins with small changes that make it easier for people to apply, contribute, and succeed. In today's labour market, that is not only the right thing to do, but also a smart business decision.

As an organization building exercise, here is one final thought to ponder:

What is one small change your organization could make today to help more people bring their skills and talents to your workplace?

Author: Aamna Irfan is a Workforce Development Partner with Goodwill Alberta Connect, a free program that helps employers across Alberta build inclusive workplaces and connect with diverse talent.

For more information, contact aamna.irfan@goodwill.ab.ca.