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Accessibility in the BC Public Service
Last updated on February 14, 2024
Accessible employers need to be mindful of the needs of employees with disabilities when they create employment opportunities, explore digital accessibility, and develop and implement policies and practices that ensure employees with disabilities are included.
For more information, please visit our homepage – the Equity, Diversity & Inclusion Resource Centre – which includes information about the Equity, Diversity & Inclusion Strategy, Indigenous Initiatives, Learning and Resources, Governance and Community.
On this page
- What is a disability?
- Is there a 'right' way to talk about disability?
- Barriers to employment
- Managers' Guide to Reasonable Accommodation
- Work-Able internship program
- Accessibility resources
The Accessible B.C. Act defines 'disability' as an inability to participate fully and equally in society as a result of the interaction of an impairment and a barrier.
Ultimately, employees are encouraged to be mindful, open and actively work to overcome any individual bias, discomfort, or fear related to disability by asking individuals their personal language preference.
Take a humble and curious approach to language. Consider reviewing Words Matter: Guidelines on Using Inclusive Language in the Workplace.The Accessible B.C. Act defines a 'barrier' as anything that hinders the full and equal participation in society of a person with an impairment.
A barrier can be:
- Caused by environments, attitudes, practices, policies, information, communications, or technologies, and
- Affected by intersecting forms of discrimination
There are 6 identified barriers that stop people with disabilities from participating successfully in the workplace.
Attitudinal barriers
When people without disabilities think and act based upon false assumptions, such as:
- Making decisions about people with disabilities without including them
- Not believing that a person with a disability can contribute to the workforce
Physical barriers
When obstacles in an environment make it difficult to access, such as:
- Hosting inaccessible events or meeting spaces
- A washroom with an accessible stall but no automatic door opener
Information or communications barriers
When people with disabilities use different ways to communicate than people who do not have disabilities, such as:
- Using small print or not providing large-print versions of material
- Videos, events, or meetings that do not have closed captions
Systemic barriers
When an organization’s policies, practices or procedures result in exclusion, such as:
- Not providing American Sign Language Interpreter or closed captioning
- Requiring a driver’s license for a job that could be reorganized to use another form of transportation
Technology barriers
When technology can’t be accessed by people with disabilities, such as when:
- Websites, documents, or databases are not accessible for screen readers
- Website graphs and charts are posted without text to explain them
Sensory barriers
When sensory information such as lights, sounds, smells, etc. impede people with disabilities to participate in the environment, such as:
- Co-workers wearing perfume in the workplace
- Use of fluorescent lighting in the workplace
The Managers' Guide to Reasonable Accommodation is intended for managers and supervisors of the BC Public Service.
The guide is part of being an inclusive employer, responding effectively to individual accommodation needs, fulfilling responsibilities and meeting Where Ideas Work 2023 (PDF, 1.3MB) goals.
The Work-Able internship program is a 12-month paid internship with the BC Public Service for recent (within the last three years) post-secondary graduates who self-identify as having a disability.
Each year, this unique program provides learning, coaching and mentorship to employees who face barriers to achieving gainful employment.
What public service employees are saying
“Every member of the BC Public Service brings something unique to the table. A diverse and inclusive team is a productive team. What does inclusion look like for you?”
Asha Bhat
Assistant Deputy Minister
Gender Equity Office