One Thing Your Workplace Can do to Promote Disability Inclusion: Get Interpersonal, Check Attitude.

25
Jul 2022
55
A woman in a blue shirt is looking up at the sky.

Author : Shyla Wolf 

July is Disability Pride Month, a time to celebrate People Living with Disabilities and their contributions while raising awareness of inclusion and accessibility in and out of the workplace.

Disability Pride Month originates from the American legislation known as the ADA, the  Americans with Disabilities Act ; However, Disability Pride Month is celebrated internationally. Like other pride movements, Disability Pride requires allyship and encourages allies to push for meaningful change in social and economic settings, which includes the workplace.



For many business owners who recognize disability inclusion is important to their DE&I commitments, retrofitting their space to become accessible can sound daunting and is often associated with the built environment: automatic doors, ramps, elevators, etc.



Often, there can be several reasons a business is not ready to undergo renovations to improve or become physically accessible: delays due to city permits, construction quotes, back-ordered materials, funding, etc.



Interestingly, there are different ways to foster disability inclusion: the structural level covers physical environments, policy, education, and healthcare, and the interpersonal level speaks to attitude, behaviour, and bias. (Wang)



So, even when businesses are physically accessible, they can still score low when building workplaces inclusive to professionals living with disabilities; This gap is often reflected in workplace culture, recruitment and advancement opportunities, policy, and social environment.



Arguably, one of the most profound ways to promote disability inclusion in your organization today is to start by checking your attitude. (And guess what? It's free!)



 

How Can Attitude Promote Disability Inclusion?



For many people living with disabilities, societal attitude towards disability is one of the most significant barriers to gaining access to employment or career advancement. Individuals who experience physical or psychological disability experience higher rates of pervasive ableism—for example, stereotyping, prejudice, discrimination, and social oppression (Wang). A change in attitude in the workplace would, in effect, alleviate nonphysical barriers to professionals with disabilities seeking equity in the workplace.



 

Ways to Elevate the Interpersonal Level of Disability Inclusion 



  1. Start by Checking Biases

Research has found that humans have an innate tendency to categorize, and this segmenting helps us negotiate risk while navigating daily life. However, when people are categorized into groups, and these groupings then influence decision-making, this brings with it "pernicious side effects, particularly for systemically disadvantaged social groups" (Holzwarth).

Let's be realistic, every person has developed biases toward one thing or another, and disability is not immune. Bias is often acquired from influence at home, school, work, sport, or through inaccurate portrayals found in popular culture. As a result, people with disabilities experience negative attitudes, stereotypes, and unfair bias while participating in social and working environments (Jantien), which no doubt impact their ability to procure employment or career advancement.



  1. Avoid Patronizing and Charitable Gestures

Embedded within bias is unsolicited, inappropriate offers of help put onto people with disabilities. Often, these acts are coated with charitable intent, even goodwill. Still, the truth is these acts can come across as patronizing, which can quickly spiral and set the tone of how others will act toward the person living with a disability within the workplace. These circumstances of forced assistance can incur psychological costs as it undermines self-esteem and sense of autonomy and "implies that the recipient lacks the ability to take responsibility for their own welfare" (Wang). 

  1. Adopt Inclusive Language

Like other marginalized groups, people living with disabilities also have preferred language and pronouns. Typically, person-first language is recommended, such as a person with a disability, instead of the disabled, or person with sight-loss or low-vision, rather than blind or visually impaired. However, it is best to consult the individual on their preference first. Likewise, the use of dated slang or distasteful jokes with negative connotations linked to disability identity has no place in any setting.

To understand how attitude shapes disability inclusion in the workplace, it is important to explore the interpersonal level. Instead of looking exclusively at alleviating structural and physical barriers, also check on bias, language, attitude, and how to appropriately interact with a person who lives with a disability as a person first. These nonphysical barriers directly impact a person's ability to successfully engage with all aspects of the job and workplace culture, which can directly inhibit their ability to bring their whole self to the workplace. The interpersonal approach helps organizations produce environments where all members can feel encouraged, accepted, and thrive.

 

About the Author: Shyla Wolf 

Passionate about the arts, accessibility, and community, Shyla has spent her career consulting for various projects, including significant academic events and fundraising galas, corporate collections, and supporting several NFP’s connect with their community.



 


Shyla has lived with an invisible disability for two decades, a sometimes complex experience where she is often perceived as able-bodied while living with and navigating disability.



 


Through her work in the accessibility movement with Included by Design (IBD), she can bridge the gap, drawing a parallel between the experiences of PLWD, other marginalized groups, and the broader community. The team at IBD advocates that accessibility is for every{body}, that alleviating physical and attitudinal barriers enables a path forward to inclusion, understanding, and meaningful connections.





References:

Andrews, Erin E., et al. “The Evolution of Disability Language: Choosing Terms to Describe Disability.” Disability and Health Journal , 2022, p. 101328., https://doi.org/10.1016/j.dhjo.2022.101328.

Baldo, Bianca. “Series – Thrive in the Workplace; How to Create Spaces for Employees and Leaders with Disabilities? – Part II.” Intersol , 17 May 2021, https://intersol.ca/news/series-thrive-in-the-workplace-how-to-create-spaces-for-employees-and-leaders-with-disabilities-part-ii/.

“Disability and Employment – Overview and Highlights.” European Journal of Work and Organizational Psychology , vol. 27, no. 1, 2018, https://doi.org/https://www.tandfonline.com/doi/full/10.1080/1359432X.2017.1387536.

Holzwarth, Aline. “Bias Is Built Into Our Brains. But There’s Still Hope.” Forbes , 18 Jan. 2021, https://www.forbes.com/sites/alineholzwarth/2021/01/18/bias-is-built-into-our-brains-but-theres-still-hope/?sh=10ba7196659f.

Jantien. “Attitude - Cap-Able.” Cap , 29 Nov. 2021, https://cap-able.com/understanding-disability-inclusion/attitude/.

Rempel, John. “Removing Hiring Barriers for the Disability Community.” CUPA-HR | The Higher Education Workplace , 2019.

Wang, Katie, et al. “Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?” Journal of Social Issues , vol. 75, no. 3, 2019, pp. 904–923., https://doi.org/10.1111/josi.12332.

 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

 

 

 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



The Halo Effect at Work: When First Impressions Cloud Fair Judgment

By Jessica Jaithoo • August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?

Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
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