In general, do disability communities in Canada collaborate much?

Bill Adair

Bill Adair: It鈥檚 heartbreaking that the disability community is 27% of Canada鈥檚 population and we don鈥檛 have a united front to represent our collective needs in a powerful way — to drive change. We did for a moment in time, creating the in 2019, but what鈥檚 stopping us now?

Question: How did nonprofit organizations successfully collaborate to create the ACA?

Bill Adair: 杏吧原创 eight years ago, the Government of Canada, under the leadership of Minister Carla Qualtrough, funded eight organizations to identify barriers that people in their communities were facing. We kind of knew what the barriers were, but the initiative was a real effort to reach out to people who usually aren鈥檛 involved in consultations and don’t have a strong voice. The organizations each wrote a report and presented them to Minister Qualtrough. She wanted advice on what should be put into Bill C-81, which ended up being the ACA when it became law. After the government received the reports, it asked the same organizations to reach out across the country to get recommendations for the draft legislation.

Gillian Lynne-Davies

Gillian Lynne-Davies: Not everybody with a disability is, or wants, to be part of an organization. And it鈥檚 difficult to bring disability organizations together, because in some cases, there are trust issues. Often organizations are competing for the same funding dollars. So, we felt that the only real way to collaborate was digitally. We set up Include Me, a website, so that no one organization was the main voice. Include Me provided a neutral voice. We made it a little more edgy than an organization could be, because no organization could talk smack to people the way Include Me could. We started with maybe 50 organizations, and by the time it ended, we were 11,000 organizations and individuals.

What were some of the eye-opening benefits of collaboration?

From left to right: Jim Munson (Senator at the time), Jane Arkell (FALA Project Director), Carla Qualtrough (Minister at the time), Gillian Lynne-Davies and Bill Adair.

Gillian Lynne-Davies: Include Me became an online community of people with disabilities who gave their advice and were active. For example, at one point, the Conservatives were filibustering in the House of Commons, because of other issues in the government at the time, and they were supposed to be passing the Bill C-81, the Act. The Include Me network told each other what was going on in real time, and shared emails of Conservative Party members. There was a big online push from our community to have the Conservative members change their behaviour in the House. It was massive. A Conservative member asked us, 鈥淐an you please make it stop?鈥� The House ended up passing the legislation unanimously. It was fantastic.

And, through Include Me, we heard things that we鈥檇 never heard before. Individuals who were hard to reach were included. They told us about their experiences. Like, one woman said her kids had disabilities, and she was in an army family. Every time their family was transferred to a new location, they got put at the bottom of the waiting list for services. This information was new to us, and we took that issue and many others to the government. We worked in partnership with the government, and could directly feed suggestions to them, whereas that individual would never have had that opportunity.

For all 10 stories in our 鈥淢aking Canada Accessible鈥� series, go to: /panl/accessibility.
For the series, Daryl Rock and Calum Carmichael invited a range of charitable and nonprofit organizations to outline their innovative work in reducing barriers and increasing accessibility.

Bill Adair: One story that I think exemplifies the power of the community coming together was when we asked the government to include requirements for the use of American Sign Language (ASL) and Langue des signes qu茅b茅coise (LSQ) in the legislation. The Canadian Association of the Deaf and a few other organizations had been lobbying to include these languages, and the government had been saying, 鈥淣o, no, no.鈥� Working with our colleagues, we took the issue to the entire disability community, to the 11,000 contacts, and said, 鈥淲e need your support. This isn鈥檛 relevant necessarily to your focused issues, but it’s relevant to our disability community.鈥� People sent thousands and thousands of letters. And the government came through 鈥� they included ASL and LSQ — and not only that, but Indigenous Sign Language, ISL, as well. There were some disappointments in terms of follow-through after the legislation passed, but the fact that we all came together to get this done and said, 鈥淲e all want this,鈥� and the government said, 鈥淥kay,鈥� was a really good thing.

What happened with Include Me, with that community of 11,000 people and organizations?

Gillian Lynne-Davies: It had amazing potential, and the community shut it down, and the government shut it down. Government staff said to Bill, 鈥淥nce this grant is over, this is over.鈥� I think they didn’t keep it going because, while it had the ability to work with government, it also had the ability to point out government’s failures. Maybe that鈥檚 why they refused to fund anything that had to do with Include Me.

And among the organizations, nobody had money to put into it, and maybe it was a turf thing. Include Me was under the direction of Spinal Cord Injury Canada, and people started saying, 鈥淲ell, the site is proprietary. Do they really care about anything other than spinal cord injury?鈥�

It’s not that people don’t collaborate, because since then, there has been collaboration, but it’s still a club in the nonprofit sector. It’s still, 鈥淲ho will we let into the club?鈥� Include Me ended, even though hundreds of people signed agreements saying they wanted to partner and continue. It鈥檚 unfortunate. Every time there鈥檚 a new issue, the disability community starts all over again, with a small little group. It鈥檚 sad. I think not using Include Me was a lost opportunity to join together and create real change.

What would you recommend to the organizations involved in cross-disability collaboration or community building?

Bill Adair: I recommend that the community looks at what’s worked in the past. How did we gain ground in disability rights and access and inclusion in general? What worked?

Gillian Lynne-Davies: And let鈥檚 look at the past calls-to-action, the digital resources, the hubs that worked. If you look historically, with National Access Awareness Week, for example, that started with transportation, housing, employment, recreation and education. Those were basic places to start, as far as the issues went, and they were good hubs for people to visit, give input, find resources and see what they could do. That created trust, provided feedback and generated cross-sector calls-to-action. A digital application makes input much easier across the country.

Dr. Susan L. Hardie.

, is the Executive Director of Winnipeg-based , which has worked for more than three decades in the cross-disability and mental health fields. She has been instrumental in establishing Eviance as a national organization that models an intersectional, human rights鈥揵ased and reflexive approach, champions meaningful engagement, and facilitates collaborations with persons with disabilities, disability communities and allies across diverse locations. This Q&A with Dr. Hardie is part of the PANL Perspectives 鈥淢aking Canada Accessible鈥� series.

Question: How does Eviance increase accessibility?

Susan Lynn Hardie: Our Vision at is to realize an inclusive, equitable and accessible society that鈥檚 sustainable for all 鈥� with accessibility being one of three high-level themes. We unpack accessibility discourses and make visible the historic and current roots of cross-disability movements 鈥� the roots of social exclusion and social, economic and political inequities and injustices, as well as collective systemic actions. Our Mission is to serve as a facilitator of knowledge-to-action, bringing people and knowledge together on cross-disability issues to affect behavioural and system-level change.

Our high-level themes that will increase inclusion, equity and accessibility (IEA) in all realms of society are: (1) community-based projects; (2) co-creating with diverse disability networks; and (3) knowledge-to-action activities. Permeating the themes is an , human rights and (IHRR) approach in everything we do. We鈥檙e an Organization of Persons with Disabilities, an organization of 80% staff and volunteers being persons with disabilities.

Question: How are the three themes related to accessibility?

Susan Lynn Hardie: With community-based projects, the first of our three high-level themes, we hope that organizations working with Eviance will increase capacity to develop and embed processes, policies and practices aligned with an , human rights and (IHRR) approach. Ultimately, our projects and programs aim to enhance inclusion, equity and accessibility in a sustainable way and to significantly influence policy in Canada.

With the second theme (co-creating with diverse disability networks), we work with allies, individuals and diverse disability communities to strengthen capacity development in IHRR. Essential skills include active listening, power analysis, systems thinking, consciousness raising, self-awareness and ethical leadership.

It鈥檚 our hope that the third theme, knowledge-to-action activities, will help individuals and diverse disability communities to build confidence in applying IHRR approaches in civil society. Ambitiously, we hope that individuals and diverse disability communities will increasingly inform ongoing work on the and implement and monitor the and other UN conventions and treaties. One of the greatest challenges we face is making the UNCRPD understandable as a strategic, system-change tool.

Eviance embraces, at minimum, , while continually aspiring to realize a human rights model whenever possible.

Question: What programs does Eviance run with youth with diverse disabilities?

Susan Lynn Hardie: We operate . While working with youth with disabilities, we became aware of the daily isolation they experience while navigating complex social, health care, education and employment systems. We also learned about the initiatives youth were co-creating to address issues important to them (e.g., mutual aid, climate action, just care and other systemic injustices). Our hope is that the YStar Fellowship is in itself an intervention that counters youth isolation by providing opportunities and resources for Fellows to engage in Eviance鈥檚 learning opportunities and in self-directed activities that connect with individuals and initiatives in areas of interest 鈥� and thus, they鈥檙e not 鈥渁lone.鈥�

As a leader within the cross-disability movement, I commit to working to remove systemic and behavioural barriers that prevent youth from being meaningfully engaged in federal processes. It鈥檚 essential that we learn together how to respond effectively to ongoing requests for disability 鈥渞epresentation鈥� and 鈥渃onsultation鈥� — whether local, provincial, territorial, federal or international — so that these efforts reflect collective, meaningful, intergenerational strategic action with a shared vision.

Another project is the “,鈥� which addresses the complex interaction between climate action and disability, with a specific focus on six of the United Nations鈥� SDGs. Historically, , and our project is one means to address such exclusion. The project fosters knowledge exchange via a network, and supports ten disability and climate action initiatives — all with a vision of co-creating a 鈥淣ational Strategy on Disability and Climate Change.鈥�

Question: Do you think people should disclose their disabilities to employers?

Susan Lynn Hardie: When I first became involved in grassroots organizing, drawing on my lived experiences of systemic violence, I was very na茂ve in seeing the short-term impact of sharing a personal narrative of justice, courage and hope in overcoming systemic violence. My colleague and I, who co-presented for the first time, had no idea of the impact that presentation would have on my life — particularly on my health, well-being and work opportunities. More than once, my colleague witnessed the escalation of discrimination and the limits placed on opportunities because of that sharing. As they moved on in their career, the last thing my colleague said to me was, 鈥淚 am so sorry.鈥�

My decision to disclose was what I now call a 鈥渃onstrained鈥� choice. When people are surviving and getting on their feet, it鈥檚 not the time to invite them to share their personal narrative. If disclosure is invited, I argue that it鈥檚 ethically essential to support individuals through an informed, decision-making process that includes awareness of self, power analysis (fiscal or positional power, or lack thereof), and understanding the short- and long-term impacts of the choice.

From my personal and professional journey with disclosure, I鈥檝e learned to emphasize the importance of being aware of one鈥檚 power. I explore with individuals the short- and long-term impacts of disclosure, and I鈥檓 honest with them: if they don鈥檛 have access to fiscal or positional power, I encourage them to seriously consider not disclosing until these realities change. This encouragement is contrary to current practices in the psychosocial disability sector (i.e., mental health sector), which often encourages disclosure.

“Reflexivity” is about connecting our personal biases and privilege with a larger picture, and taking actions that reflect the self-awareness and realizations. Eviance provides a video to explain the concept in more detail: https://www.eviance.ca/videos.

I do support the strategic 鈥渦se of self鈥� to affect systemic change — but only if individuals with diverse disabilities have been supported through a quality that facilitates an informed choice. It is important to note that some people with visible disabilities may feel they have no choice. Yet, even then, I believe they can choose to disclose their lived experiences strategically to effect systemic change.

The cross-disability movement has always been about 鈥渋nformed choice鈥� and 鈥渋nclusion鈥�, and these principles apply to disclosure and the sharing of one鈥檚 narrative.

Early in my career, I came across the saying: 鈥淎 society will be judged by how it deals with its most vulnerable.鈥� At Eviance, our hope is that through our IHRR approach — and our collective vision of realizing an accessible, equitable and inclusive society — we can help to build a future that鈥檚 sustainable for all.

Our vision is embraced within the cross-disability sector, yet I sense we still have work to do to ensure that all persons with disabilities, diversely-located and across lifespans, are valued and recognized as essential in society more broadly.

Eviance is on .

ARCH: a specialty legal clinic

ARCH provides free legal services to persons with disabilities to help reduce barriers and improve accessibility in Ontario. For more than 45 years, ARCH has been a leader in both and , with the aim toward the full of inclusion of persons with disabilities.

Through our , we offer free, confidential legal advice by phone to persons with disabilities in the areas of law that ARCH practices, and we provide disability accommodations, as needed, to access this service.

More broadly, we offer public legal education on different areas of law — through webinars, podcasts and presentations for persons with disabilities, lawyers and paralegals, in addition to fact sheets, guides, tool kits and videos. These resources are advertised and available .

Obstacles we鈥檝e faced

One key obstacle ARCH experiences is the high demand for disability-related legal services, alongside the limited capacity within the clinic system to meet all needs. Many people with disabilities face legal issues in different areas of law simultaneously. The complexity and volume of these issues can sometimes exceed our capacity.

In addition, we receive inquiries outside our areas of practice, such as housing or income support, on which we cannot advise.

ARCH attempts to overcome these challenges by prioritizing cases that have the potential to create systemic change, and by offering accessible legal education and materials to people with a disability in an effort to increase their own understanding of both the issues they face and their legal rights.

Openings we鈥檝e found

ARCH has built strong relationships with other community legal clinics in Ontario and expanded our and our programs in an effort to connect people with a disability to the wider range of legal expertise. Under these programs, we refer individuals to other clinics and to private bar lawyers when their legal issues fall outside our scope of practice, and we collaborate with community organizations on projects, law reform work and public legal education.

We also support legal professionals with a free .

These partnerships and connections expand our reach, strengthen our collective capacity, and help people with disabilities gain access to a broader set of legal supports.

For those dealing with disability rights law

A member of Respecting Rights Toronto, an ARCH project led by people with disabilities, assesses a ramp in Toronto鈥檚 underground PATH during a Map Mission event for National AccessAbility Week.

Our experience highlights the importance of legal clinics, law professionals and community organizations identifying what supports and services are available to people with disabilities, and then creating meaningful partnerships with one another for the benefit of the people we support.

Organizations and legal professionals can collaborate and thereby respond more effectively to legal issues and better assist people with disabilities in navigating what can be a complex system. Establishing partnerships and learning how to work together might not necessarily be easy, but they are essential steps to providing sustainable, accessible, person-centred services.

For people without a disability who want to promote accessibility

Respecting Rights members and the Project Coordinator after delivering a Public Legal Education presentation on decision-making rights for persons with disabilities in Toronto.

It’s important to acknowledge, recognize and learn about the different types of barriers that prevent people with disabilities from full participation in society. These types include but are not limited to physical, communication, attitudinal and systemic barriers. It鈥檚 important to include persons with disabilities in discussions and in efforts to identify and remove such barriers. Input from persons with lived experience is critical to creating meaningful change in society.

Lastly, become involved with local advocacy groups and organizations working to improve accessibility for persons with disabilities. Your active involvement can help create a more inclusive and equitable society for everyone.

Jessica Field is on , as is . Photos and graphics are courtesy of ARCH.

Bruno Ronfard, General Manager of 碍茅谤辞耻濒.

By , General Manager of , an organization that鈥檚 been making tourism and culture accessible to everyone in Quebec since 1979. This article is part of a series by PANL Perspectives called 鈥�Making Canada Accessible.鈥�

Tourism for everyone

碍茅谤辞耻濒鈥檚 mission is anchored in the belief that tourism must be for everyone, including people with disabilities. The organization has built a reputation as a driver of structural, educational and policy-based change, and its leadership, through the program, reflects a commitment to building inclusive, accessible, sustainable communities.

碍茅谤辞耻濒鈥檚 approach to reducing barriers is multi-pronged

Knowing and evaluating the situation. 碍茅谤辞耻濒 maintains and updates , a database of the more than 5,000 tourism and cultural organizations and businesses that our team evaluates. In 2025, we also published a to help travellers understand what support is available.

Promoting , the provincial program that encourages municipalities to make urban infrastructure, transportation, tourism and local commerce more accessible and inclusive. As of 2024, several pilot projects are underway with cities , thereby demonstrating a growing commitment to inclusive tourism development.

Mounting training and awareness campaigns continues to be central. In 2024鈥�2025, 碍茅谤辞耻濒 provided more than 100 training sessions in accessible customer service and universal design, reaching not only tourism staff but also municipal employees, students and transport operators.

Obstacles 碍茅谤辞耻濒 has encountered

Photo credit: Bromont 漏 碍茅谤辞耻濒 / Harmony Le Reste 鈥� Pierre Akkaoui.

In pursuing this strategy, we鈥檝e faced challenges, including:

Fragmented service delivery. A common obstacle is the disjointed nature of accessibility across sectors. For instance, even if a hotel is accessible, poor coordination with local transit or tourism attractions can undermine the overall experience.

Funding and local capacity. Smaller municipalities often lack the expertise or budget to undertake comprehensive accessibility work. 碍茅谤辞耻濒鈥檚 response has been to decentralize its support, both by offering step-by-step support through Destination for All, which is tailored to each community鈥檚 context, and by leveraging regional tourism associations to build local momentum.

Under-recognition of non-visible disabilities. Many establishments still focus exclusively on physical accessibility. 碍茅谤辞耻濒 has addressed this through new training modules and by promoting inclusive signage, quiet spaces and sensory kits.

One of the ways 碍茅谤辞耻濒 has attempted to overcome such barriers is to deploy our across Qu茅bec: a mobile team that visits and supports tourism businesses in implementing accessibility improvements.

Opportunities and successes

Just for Laughs festival, Montr茅al. Photo credit: 漏 碍茅谤辞耻濒 / Harmony Le Reste 鈥� Pierre Akkaoui.

碍茅谤辞耻濒鈥檚 work has opened numerous doors. For example, thanks to 碍茅谤辞耻濒鈥檚 advocacy and the leadership of Qu茅bec鈥檚 Ministry of Tourism, accessibility is now embedded in Qu茅bec鈥檚 Sustainable Tourism Action Plan and several regional development frameworks. Also, events in Qu茅bec, as well as elsewhere in Canada and abroad, have generated feedback and support, giving voice to travellers with disabilities and inspiring businesses to act.

There is also growing interest in the program. Municipalities are increasingly eager to pursue the label, not just for recognition but as a roadmap for inclusive development. In 2024, 碍茅谤辞耻濒 helped complete readiness evaluations in five new cities.

Lessons for other organizations

Mus茅e national des beaux-arts du Qu茅bec, Qu茅bec. Photo credit: 漏 TQ-G. Leroyer.

碍茅谤辞耻濒鈥檚 work offers practical and strategic lessons:

Think comprehensively. For 碍茅谤辞耻濒, accessibility must link tourism, transit, urban design and commerce. The Destination for All model forces this systems-level thinking and breaks down silos.

Work with 鈥� not just for 鈥� people with disabilities. Our consistent co-development with community partners and people with lived experience has been key to trust and relevance.

Use recognition as motivation. 碍茅谤辞耻濒鈥檚 accessibility evaluation and consulting motivate organizations to act by publicly promoting their efforts.

Don鈥檛 wait for perfection. In our experience, progress is iterative. Small improvements, such as clearer signage, service-dog policies or staff training, can have immediate impact.

Advice for non-disabled individuals

Everyone has a role to play in building an inclusive society. For those without disabilities, observe your environment. Where are the stairs without ramps? Which websites lack alt-text? Whose voices are missing from the conversation?

You can advocate and amplify 鈥� by supporting inclusive design in your workplace, for instance, or asking questions when attending events and constructively highlighting accessibility gaps. Choose accessible options; use and recommend businesses and destinations that invest in accessibility, because demand drives change.

Educate yourself. 碍茅谤辞耻濒 offers . Whether you鈥檙e an employer, traveler or community member, there鈥檚 something to learn.

Driving accessibility forward

碍茅谤辞耻濒, with the help of Qu茅bec鈥檚 Ministry of Tourism, proves that accessible tourism isn鈥檛 just a human right. It鈥檚 also a smart, sustainable and socially enriching investment. With as a blueprint and partnerships across sectors, 碍茅谤辞耻濒 is setting the standard for what it means to travel 鈥� and belong 鈥� without barriers.

Bruno Ronfard is on . Photos are courtesy of 碍茅谤辞耻濒.

Catherine Bourgeois is Co-founder and Artistic and General Director of Joe Jack & John. Photo credit: Thibault Carron.

is Co-founder and Artistic and General Director of the Montr茅al-based theatre company . The company works at the intersection of theatre and life, creating theatrical productions with inclusive teams, including neurodivergent artists and artists with intellectual disabilities. Catherine has co-designed and directed most of the company鈥檚 productions, has received several accolades, and pursues more equitable professional recognition for women and artists living with disabilities. She spoke with PANL Perspectives as part of our “Making Canada Accessible” series.

Question: What have been your funding and production strategies in the face of barriers?

Neurodivergent artist Michael Nimbley directed and starred in “Les waitress sont tristes” (“The Waitresses Are Sad”). Photo credit: Joe Jack & John.

Catherine Bourgeois: Through two decades of work, one of the barriers has been recognition of our work, recognition of the fact that people with disabilities can be professional artists. Recognition from our peers has been more difficult to obtain than recognition from audiences and the general public. Recognition from funding bodies has been challenging as well, but not as much as from peers.

We came to life before EDI (equity, diversity and inclusion) in the arts. For the first eight years, we rented bars, lofts or any place where we could produce our site-specific projects, because nobody wanted to program us. That was a real challenge. We鈥檇 design the locations and bring in audiences — and challenge the notion of audience, actor and the rapport between the two — but funding didn鈥檛 follow us, because we didn鈥檛 produce or present our work in professional theatres.

We got onto people鈥檚 radar when we were maybe 10 years old. The lack of recognition forced us to turn to philanthropic and private-foundation funding. We focused on the positive elements of what theatre means in the life of people living with a disability. Our strategy was to integrate people with a disability who were marginalized and outside of community, society and the arts. So, we emphasized the social and human impacts of our work.

It sometimes felt a bit stuck, because on one side, we were trying to be recognized for our work artistically, and on the other side, we looked like we were doing social work or community outreach, but our main strategy was to frame and create kick-ass work. We created the best work we could with the little means we had 鈥� and we wanted to people to see a show and say, 鈥淥h, my God, that鈥檚 a great artistic production.鈥�

Question: What productions stand out in terms of leadership and artistry?

“Violette” starred St茅phanie Colle. Photo credit: Michel St-Jean.

Catherine Bourgeois: We’re rather proud of everything we accomplished in the last few years. 鈥溾�� was a one-on-one spectator actor show involving Virtual Reality, pre-pandemic, and we went on tour with it later. It allowed the spectator to enter the privacy of the actor鈥檚 room — and then to enter her imagination. It was very intimate storytelling, with a lot of poetry around the way we were talking about a very harsh subject matter: the historical exploitation of women with an intellectual disability.

Edon Descollines starred in “Le magasin ferme” (“The Closed Store”). Photo credit: Marie S茅bire.

After that, “” (“The Closed Store”) was created and performed by the exceptional Edon Descollines, an artist with an intellectual disability who is proof that the work of a creator is enriched when supported by human and material resources. Le magasin ferme offered 鈥渞elaxed performances,鈥� which means it was open to all, specifically to people who have a sensory or intellectual disability, a neurological or learning disability, and to people with newborns or special needs.

That was followed by another show, “” (“The Waitresses Are Sad”), as part of our program of inclusive leadership, a show directed by neurodivergent artist Michael Nimbley, artist-in-residence since 2018 and a regular performer with the company. It was about a cowboy who seeks adventure, but who we discover is an alter ego for Michael dreaming about escaping his lonely life. The show offered Quebec Sign Language (LSQ) and a few relaxed performances as well.

Question: Do your shows they take on current events and issues head-on?

“Cispersonnages en qu锚te d鈥檃uteurice” (“Cis-characters in Search of an Author”) opened two years ago and is still touring — and is a cheeky commentary on appropriation, privilege, cancel culture and the role of the artist in society. Photo credit: Thibault Carron.

Catherine Bourgeois: Our recent shows contained strong political stances, the kinds of shows we would not have pitched or produced five years before, because we were on project-based money back then, and every project had to have some kind of realistic or appealing aspect to it. Multi-year funding gave us more freedom to recruit people we identified as leaders in our community of intellectually disabled people.

Our most recent show, (“Cis-characters in Search of an Author”), opened two years ago, and is still touring. It鈥檚 a cheeky commentary on appropriation, privilege, cancel culture and the role of the artist in society. The show raises questions — and no answers 鈥� because, it鈥檚 like, 鈥淥h, there’s actually grey zones and more complexities if we involve people with an intellectual disability to conversations about appropriation!鈥� We asked non-disabled actor to act out a disability for example 鈥� and that created discomfort and many questions about who plays what, and why and why not.

Our main focus is the process, not the product. So, yes, there are productions, but our main focus has always been an inclusive process, such as collective writing, and not forcing words and ideas on actors. We work collectively, and that’s been part of the mandate since day one.

All our teams are inclusive in terms of non-disabled and disabled artists, and we鈥檙e always questioning the work. A new colleague just told me, 鈥淓verything here is getting questioned all the time,鈥� and I said, 鈥淥h, I didn’t even notice.鈥�

Question: Over the years, have you noticed a change in who鈥檚 sitting in the audience?

Productions such as “Cispersonnages en qu锚te d鈥檃uteurice” (“Cis-characters in Search of an Author”) have attracted diverse audiences across Canada. Photo credit: Thibault Carron.

Catherine Bourgeois: Yes. All our shows list Accessibility, with what鈥檚 available and not available, such as audio descriptions (for blind and low-vision patrons) or sign language interpretation (for the Deaf). On our , “Accessibility” is a tab, along with “Synopsis” and “Credits” tabs, for each show.

In the past seven years, we鈥檝e been doing more 鈥渞elaxed performance鈥� 鈥� with sound, light, smell and other accessibility cues that create an environment for different kinds of abilities and a wider range of people, whether it’s a mom breastfeeding or someone with Tourette Syndrome being shushed during a show. Overall, there鈥檚 more work with accessibility initiatives, Quebec sign language interpretation, and audio description. So, we see real change in terms of accessibility for audiences across Canada.

For us, it鈥檚 important to develop other audiences, for people who can recognize themselves on stage. We noticed that relaxed performances became more formalized in Montreal and in Canada 鈥� and we鈥檝e shared knowledge, and supported that.

Joe Jack & John is on , and . Catherine Bourgeois is on .

Tara Levandier

is the Executive Director of Operations & Social Impact for Inclusion Canada (and is an MPNL alumna in the 2014 cohort). This article is part of PANL Perspectives鈥� series, Making Canada Accessible.

Our origin and quest

was established more than 65 years ago by families across the country who found themselves to be the unexpected advocates for children with intellectual disabilities who they wanted to live at home, attend school and have a meaningful future. They did this at a time when disability-related supports didn’t exist, and in resistance to recommendations that their children be institutionalized.

Now, with 13 provincial and territorial member organizations and more than 300 local associations, Inclusion Canada has become the only national organization working solely on behalf of people with intellectual disabilities and their families. It does so believing in a Canada where everyone belongs. Inclusion only happens when the lives of children and adults with an intellectual disability unfold no differently than others 鈥� immersed together with their peers without a disability in the same pathways and experiences of life common to us all.鈥�

Challenges remaining

Woodlands School, in BC, was a psychiatric institution operated by the government and closed following advocacy from people with lived experience.

Many challenges to a fully inclusive society remain. There are roughly 755,000 children and adults with intellectual disabilities in Canada. Despite the gifts and contributions they bring to their families, classrooms, workplaces and communities, the majority live in precarious conditions. Discrimination on the basis of disability is often disguised as progress. Students with an intellectual disability are segregated, away from their peers, in rooms purportedly designed to meet their needs. Administrators claim that those asked to attend school part-time are being accommodated. Across the country, many supports are available only in group homes and long-term care facilities, institutions widely documented as places of abuse and isolation.

Widespread use of mental health laws, guardianship and committee-ship continue to prevent people with intellectual disabilities from making crucial decisions about their healthcare, finances, family life and property.

Human rights violations and systemic discrimination against people with an intellectual disability persist in Canada. Ableism 鈥� the belief that it鈥檚 鈥渘ormal鈥� not to have a disability and that 鈥渘ormal鈥� is preferred 鈥� plays into this. Ableism is discrimination on the basis of disability. Because of it, children and adults with an intellectual disability can go through life believing they don鈥檛 belong.

Inclusion Canada is committed to ending ableism and ensuring that people with an intellectual disability realize the rights to which they are entitled under the that Canada has ratified, as well as under the . By enabling inclusive lives for people with an intellectual disability, we鈥檙e helping to build a Canada where everyone聽has the opportunity to聽thrive聽and prosper. This benefits us all.

Our strategies and successes

Read the other stories in PANL Perspectives’ “Making Canada Accessible” series, led by Daryl Rock and Calum Carmichael, in which charitable and nonprofit organizations outline their work in advocacy, barrier reduction and increased accessibility.

Inclusion Canada has a 65-year history of driving social change by strengthening families, defending rights, and transforming communities and systems into places where everyone belongs. We work in areas across the lifespan to address legislative, policy, program, practice and attitudinal barriers that prevent people with intellectual disabilities from enjoying and exercising their full rights and full inclusion in society.

Our . We partner with educators, healthcare workers, finance and legal professionals, employers, housing developers, municipalities, and others. We engage with governments and national agencies on policy development and law reform, encourage key sectors to adopt inclusive practices, participate in court cases that have the ability to affect change, and maintain an ongoing dialogue with the public through online platforms and national campaigns that amplify the contributions and voices of people with an intellectual disability and their families. We conduct community research, developing and sharing resources for people with lived experience, as well as for community leaders, employers and policymakers about how to make inclusion work 鈥� whether at home, at school, in the workplace or in the community.

In 2025, Inclusion Canada participated in the Canadian civil society delegation that provided extensive testimony to the UN Committee on the Rights of Persons with Disabilities about the state of disability rights in Canada.

And we鈥檝e had many successes 鈥� in employment, healthcare, housing, early learning and education, in a legal capacity and in justice, income security and federal legislation. Three things have contributed to these successes: we remain grounded in the lived experience of people with an intellectual disability and their families; we work in solidarity and collaboration with allies; and we base our quest on human rights. Rights aren’t favours for which we should be grateful. Rights aren’t negotiable. The beauty of rights is that you claim them 鈥� through sheer, unrelenting persistence, until they’re respected. We鈥檙e committed to this work.

As an example of this, Inclusion Canada recently participated in the Canadian civil society delegation that provided extensive testimony to the about the state of disability rights in Canada. Our delegation was successful in that the Committee issued Canada a critical review, calling on our governments to better uphold the rights and dignity of persons with disabilities.

Social change requires a movement 鈥� a collective force of individuals and organizations challenging systems of inequality and creating lasting transformation. Important work remains to make Canada inclusive. We at in that quest.

Tara Levandier is on .

What are the limitations to the (CDB)?

Rabia Khedr: The CDB is a federal program that began in June 2025, and is intended to be a top-up benefit, like the Guaranteed Income Supplement for seniors. It鈥檚 supposed to provide financial security to people with disabilities who live in poverty. It鈥檚 a significant systems change, but there are flaws with the regulations in terms of who can qualify for CDB and how much money they’ll get — and how the benefit will be treated by other systems.

For example, eligibility is tied to the , and not every person with a disability living in poverty has been approved to receive the Disability Tax Credit Certificate. So, there are still barriers.

CDB should be decoupled from the Disability Tax Credit, which is costly, complex and exclusionary. An accessible CDB will directly improve the daily lives and financial stability of disabled Canadians.

How is poverty defined in this case?

Rabia Khedr: Across the country, poverty means people can’t pay for their basic needs, like rent and food. The CDB is top-up benefit of $200 a month, but that鈥檚 not enough and that amount can be clawed back. There’s a lot more work to do.

We began the , working with people with disabilities, as part of a movement, to increase their communication with politicians — so that people with disabilities can share their stories, share their concerns and give their best advice to the people elected to represent them. The campaign urges Canadians to demand that their federal election candidates commit to #BetterTheBenefit by ensuring a livable amount, streamlined eligibility and protections against clawbacks.

Do you have advice for the philanthropic and nonprofit sector?

Read the other stories in the PANL Perspectives series, “Making Canada Accessible”: /panl/accessibility

Rabia Khedr: We need to make sure that we鈥檙e centring lived experience. We can鈥檛 just be allies and advocates if we aren鈥檛 making room for people with disabilities to do the work themselves. We keep passing laws and policies that address barriers, but we create industries for able-bodied Canadians, as opposed to disabled Canadians, to benefit from the opportunities created through legislation and policy.

The nonprofit sector needs to put their money where their mouth is. If they’re going to advocate for the inclusion of people with disabilities for addressing barriers and for increasing accessibility, that means they shouldn鈥檛 just tokenize the participation of people with disabilities. They should bring in people with disabilities at all levels of the nonprofit, and give them all the opportunities that able-bodied people have within the organization.

Bias, prejudice, discrimination, ableism and racism still thrive. Power, historically, has rested in white, able-bodied men in the nonprofit sector. Not much has shifted, although we have made strides toward greater inclusion and 鈥渆quity and diversity.鈥�

We, as people with disabilities, often take on token roles, so that at least we’re heard in certain environments, but there isn’t enough room made for our full participation as employees, as managers, as leaders in the nonprofit sector that goes beyond disability organizations, for example.

Disability Without Poverty can be found on . Photos are courtesy of the organization.聽

Jenel Shaw, Executive Director of Arts AccessAbility Network Manitoba.

is a self-taught visual artist and strong activist for the Deaf and disability community. She鈥檚 the Executive Director of (AANM), a disability-led, artist-run organization that supports and advocates for the Deaf and disability arts community. As part of PANL Perspectives‘ series, Making Canada Accessible, she spoke to us about why accessibility in the arts — and in all places — is vital for an entire community, not only Deaf/disability communities.

Question: How did you start at the organization?

Jenel Shaw: I finished Disability Studies at the University of Manitoba and had to take a couple years off to do my dissertation, which was an auto-ethnological study of how art can be empowering for people with mental illnesses in psych-ward settings. I wrote about my own experiences being in a psych ward, about not having any art work, not having anything to do all day. While there, I organized sessions with the other patients, because apparently, I can’t relax. It was a lot of fun and it taught me how powerful art was. When I graduated, Arts AccessAbility Network Manitoba (AANM) had core funding from the Canada Council for the Arts. When I first started back in 2018, I was the only staff. Now, five years later, we have one full-time and two part-time staff — and our programming and advocacy has exploded.

What work does the organization do with artists and exhibits?

Jenel Shaw: We do a lot of one-on-one work. That’s a big part of my job. A lot of our artists need someone sitting beside them, especially emerging artists, to express thoughts for a CV, correspondence or for a grant, or to help them to prepare for an interview 鈥� or for anything that helps to advance their careers.

And we provide opportunities for exhibitions, professional exhibitions, where established and emerging artists get paid full fees, with 100% of proceeds going to the artist. We focus on visual arts, musical theatre, performance, comedy, poetry, any type of art form.

Question: How does the organization help arts venues increase accessibility?

The Winnipeg Art Gallery is one of 45 venues that the Arts AccessAbility Network Manitoba (AANM) has audited in Winnipeg and Brandon. AANM posts the detailed audits online for free public access.

Jenel Shaw: During COVID, the Deaf and disability community in Manitoba created our own audit process for front of stage and backstage 鈥� the . It was completely informed and created by the disability community, which strongly feels that the true experts of accessibility are those who live with disabilities every day. We found out what folks need the most: they need other organizations to be informed of their accessibility and they need information. For example, a lot of times, when you call a space, and you say, 鈥淚s your space accessible?鈥� they say yes, but when you ask further, they don’t know how to explain it. AANM’s own is a good start about how to communicate details.

So, obviously, customer service was a big issue, and this insight led to a second kind of project: .

The four-hour session teaches the history of how people with disabilities and deafness have been treated in Canada 鈥� the struggles for change and for rights. It also teaches protocols. A lot of people don’t know the protocols of interacting with Deaf and disabled artists — little things, like if someone’s in a wheelchair, you can’t move them unless you ask.

The session also teaches how to create accessible events. What can event organizers do that’s low cost and easy, but also what options are there that are even more accessible and require more resources? We try to cover a range, because some events have the financial means to do those things and some don’t.

Overall, we push the idea of progress, of listening to your audience, of doing outreach to the communities you want to reach — and not necessarily throwing tons of money and doing everything at once. Intentions are great, but if you’re an organization that’s never provided American Sign Language before, and you decide to do that for a theatre production, and all you do is put 鈥淎SL provided鈥� on a poster, you’re not going get anyone from the Deaf community. We work with theatres to explain how to do outreach, with the idea that it’s going take time and that trust has to be built. The Deaf community has been left out of so much for so long that it is harder to reach them, but it’s still worthwhile.

What鈥檚 involved in accessibility audits specifically?

The Royal Manitoba Theatre Centre, in Winnipeg, offers a wide ramp with a gradual slope and non-skid surface and meets many other accessibility options on AANM’s checklist of 174 points. AANM’s Accessibility Audit Database helps the entire community, not only people who Deaf or disabled.

Jenel Shaw: We ask things so that all people can participate in the arts. We ask if there鈥檚 accessible parking outside and bus stops close by. In the space itself, is it wheelchair accessible? Are the doors wide enough for power wheelchairs? Do they provide ASL? Are the washrooms accessible? Do they provide assistive devices for the performance? Do they have braille? We have a checklist of 174 points.

We’ve heard from quite a few folks who have booked Handi-Transit Service to go to a concert for example, and they’ve called ahead of time and been told, 鈥淵es, the space is accessible.鈥� But they get there, and get through the front door, only to see stairs 鈥� and now they鈥檙e stranded, and it鈥檚 winter. Because Handi-Transit takes a few hours to book on the fly, they鈥檙e now facing a potentially dangerous situation in the cold.

Read the other stories in PANL Perspectives’ “Making Canada Accessible” series, led by Daryl Rock and Calum Carmichael, in which charitable and nonprofit organizations outline their work in advocacy, barrier reduction and increased accessibility.

Our helps a lot of people, and we explain to organizations that the audit is about information that the entire community needs, not only the Deaf and disabled community. Anyone from the community, disabled or not, can look at a venue and see what access is available. For example, if you put a ramp onto a stage, an artist with physical disabilities can get up there and perform, but the ramp also makes it easier to move speakers and equipment. Supports affect many people. So, providing captions is great for the Deaf community, but they also help anyone whose first language isn鈥檛 English and folks with hearing aids. Accessibility doesn鈥檛 help only a few groups; it helps the entire community.

We’ve audited about 45 places here, in Winnipeg, and a couple in Brandon, our next biggest city. We’re a busy group.

Is your organization part of coalitions and advocacy in the private and public sectors?

“The Winnipeg Airport reached out to us. We’re very lucky here, in Winnipeg, to have a lot of support with the disability community, the arts community, and the business community.” –Jenel Shaw

Jenel Shaw: Yes. I’m a co-Chair of the , and we partner with . We do a lot of advocacy, the whole point of which is to have conversations. We never want to admonish anyone. The conversations are about the exciting side of accessibility and the new ways it can present art and reach audiences.

We also have a lot of allies in businesses and elsewhere. The Winnipeg Airport has reached out to us. IG Wealth Management has reached out to us to do artists talks. We’re very lucky here, in Winnipeg, to have a lot of support with the disability community, the arts community, the business community. There’s always work to be done, but not all at once; it’s about relationship building, finding supports, creating conversations, partnering with different organizations.

Have you noticed a significant shift among Canadians in terms of neurodiversity and mental health issues?

Jenel Shaw: I’m in my forties, and when I was a kid, we never talked about those things. The only time we ever talked about mental illness or disability was when we talked about the kids in the “special class” at our school. I wasn’t diagnosed, until I was 16, with chronic depression, and I was always ashamed of it, because it wasn’t talked about in our community.

Today, because of the work done for inclusion and rights over the decades, you can see the changes in youth. I do a lot of talks with students. They toss around terms like 鈥渄epression鈥� and 鈥渘eurodiversity,鈥� and it’s lovely to see. I wish I鈥檇 had that openness in my youth — to address self-stigma. The stress of hiding, of trying not to tell people, was almost worse than the symptoms themselves. It makes me happy that a lot of the youth today don’t have to deal with that. The more we talk about things, the better things gets.

Do you have advice for nonprofits in general?

Jenel Shaw: You have to reach out to your community and to the disability community. We, in the disability community, understand better than doctors, architects and 鈥渆xperts鈥� what we need in terms of accessibility 鈥� we, who use the services, know the nuances. But start by reaching out to people in your community, maybe friends or family, and ask about the barriers they face and how things could be better changed. Expand from there. Also, at AANM, we can introduce you to leaders in the Deaf and disability community. Having conversations and reaching out are the biggest things.

Photo of Jenel Shaw is courtesy of Felicia Byron. Photos are courtesy of Wiki Commons, including RFBailey.

For more than 80 years, CAD-ASC has strived to dismantle the barriers that prevent Deaf Canadians from full inclusion in society. We provide research, consultation and information on Deaf needs to government policymakers, businesses, educators and provincial and territorial Deaf organizations and agencies nationwide, and we pilot innovative programs and share best practices in accessibility, helping to model solutions that others can adopt. Our Board is comprised solely of people who identify from the Deaf, Deaf-Blind and Hard-of-Hearing community and sign in ASL and LSQ. In addition, all our staff identify from the Deaf, Deaf-Blind, Hard-of-Hearing or DeafPlus (DDBHHD+) community as well. We feel we’re providing Canada and the world with a leadership model comprised solely of people with lived experience and with a passion to dismantle barriers and build bridges to inclusion and accessibility.

Of course, dismantling barriers hasn鈥檛 been easy

Read the other stories in PANL Perspectives’ “Making Canada Accessible” series, led by Daryl Rock and Calum Carmichael, in which charitable and nonprofit organizations outline their work in advocacy, barrier reduction and increased accessibility.

Over the decades, we鈥檝e encountered many obstacles 鈥� from entrenched attitudes to systemic policy gaps. One recurring challenge is the tendency to exclude Deaf people from decisions that affect them. As observed by our former Executive Director, Jim Roots, , but 鈥渢hey are often wrong, because they haven鈥檛 bothered to ask us what we want.鈥� Overcoming this attitude requires constant advocacy and education to remind decision-makers that by listening to the voices of Deaf Canadians, they can avoid costly mistakes.

We鈥檝e also faced structural barriers like lack of legal protections and funding. CAD-ASC has tackled these by turning obstacles into opportunities for action.

For many years, Deaf Canadians were denied sign language interpretation in public services such as healthcare — a life-threatening barrier. CAD-ASC supported Deaf community members in the legal battle that led to the requiring that all government services and programs be accessible to Deaf people.

As another example, when research in the 1990s revealed an appalling rate of Deaf underemployment, the federal government initially showed little interest. CAD-ASC refused to wait on the sidelines. At the time, we secured independent funding to create new jobs and training for over 100 Deaf Canadians per year for five years. By being persistent and solutions-focused, we turned a policy failure into a ground-breaking pilot program driven by the Deaf community itself.

Progress in accessibility doesn鈥檛 come only from overcoming barriers.

Progress comes from recognizing and seizing opportunities to turn possibilities into tangible improvements. CAD-ASC has learned to act swiftly when an opening appears 鈥� whether through a legislative reform, a technology trend, or a partnership offer. For example, when the federal government began crafting the (ACA) in 2017, we partnered with 31 organizations to consult the community and submitted . Many of our ideas were adopted in the final law, including a historic recognition of the primary languages for Deaf communication in Canada: American Sign Language (ASL); la langue des signes qu茅b茅coise (LSQ); and Indigenous sign languages. This acknowledgement in the ACA was the first time our sign languages were explicitly named in federal law.

In addition, when Marshall Wick, a past president of CAD-ASC, noticed the lack of captioned media, he saw an opening to prove its value. In the 1970s, he spearheaded a 鈥淐aptioned Films for the Deaf鈥� program, screening movies with captions across Canada to demonstrate public demand. This grass-roots initiative directly led to the introduction of in Canada by 1981.

Internationally, CAD-ASC anchors its advocacy in the (CRPD), which Canada ratified in 2010 and joined the Optional Protocol in 2018. This gave Deaf Canadians the right to bring complaints to the UN committee if domestic remedies fail. Article 21 of the CRPD obliges states to 鈥渁ccept and facilitate the use of sign languages 鈥� and all other accessible means, modes and formats of communication,鈥� a clause we cite whenever we press for more interpreters, captioning and formal recognition of ASL, LSQ and Indigenous sign languages. CAD-ASC has contributed to civil-society 鈥渟hadow鈥� reports that track Canada鈥檚 compliance, ensuring Deaf perspectives shape the UN鈥檚 periodic reviews of Canada鈥檚 progress. Tying domestic campaigns to this global treaty, we convert international human-rights norms into concrete obligations that drive accessibility reforms here at home.

Our experiences taught us lessons other organizations can draw on

Involving the community affected by a barrier isn鈥檛 an option; it鈥檚 the key to lasting success. When Deaf and disabled people are included at every stage, solutions are far more likely to hit the mark. This principle holds whether it鈥檚 a new technology being developed or public service being planned.

Use the power of persistence and creativity. Change often takes years of sustained effort, so celebrate small wins and keep the pressure on. If one strategy stalls, switch tactics; blend advocacy, public education, pilot projects and litigation. A landmark example was former CAD-ASC president ; his complaint established the world鈥檚 first requirement that a national broadcaster caption 100 percent of its programming, from sign-on to sign-off.

Collaborate. No single group can eliminate barriers alone. To amplify our impact, we鈥檙e among the 40+ member organizations of the National Disability Network, and have sought opportunities to joined forces with universities, disability allies and forward-thinking businesses.

Back advocacy with solid data. Research into Deaf Canadians鈥� literacy and employment rates gave us credible evidence to demand new programs and lent weight to .

Ensure that your leadership reflects the community it serves. Organizations that place persons with disabilities in decision-making roles gain insights no outside 鈥渆xpert鈥� can replicate. CAD-ASC is Deaf-led at every level: membership is open only to Deaf, signing, or Deaf-run organizations and individuals; every staff member self-identifies as part of the Deaf, Deaf-Blind, Hard-of-Hearing or DeafPlus (DDBHHD+) community. Our Board, comprising Deaf directors, conducts its meetings entirely in ASL and LSQ. This Deaf-centered leadership model builds trust within the community and keeps our mission laser-focused on authentic Deaf priorities.

Advice for allies without disabilities

The journey toward a barrier-free society is a collective effort. From the halls of Parliament to the everyday spaces of work, learning and community life, we all have a part to play. Across your workplace, track how many staff, managers, board members and program beneficiaries identify as Deaf, DeafBlind, hard of hearing, or as members of other disability or equity-seeking groups. Where gaps appear, embed those findings in a concrete Diversity Equity Inclusion and Accessibility (DEIA) plan that prioritizes hiring, promotion and mentorship for people with lived experience. Build permanent budget lines for accommodations, such as sign-language interpretation, so Deaf professionals can participate fully in decision-making rooms. Finally, replace guesswork with consultation: ask Deaf people directly, collaborate with organizations and engage Indigenous disability advocates. Representation at every level of an organization consistently leads to more inclusive policies, programs and services.

When organizing an event or meeting, plan for accessibility from the outset; reserve a qualified sign language interpreter or have real-time captioning available. Don鈥檛 wait until someone requests it. It鈥檚 always easier and cost-effective to cancel, than to try and book at the last minute. This applies to online meetings as well. Video, supported by professional interpreters, lets Deaf participants sign naturally, participate in side discussions and build rapport in real time. Securing interpreters takes advance planning, approvals and dedicated budget lines, yet those costs aren鈥檛 for 鈥渏ust one Deaf person.鈥� Every hearing participant benefits from the clearer turn-taking, slower pace and sharper focus that interpreted meetings demand. Interpreters enhance comprehension for the entire room, reduce miscommunication and model respectful inclusion, turning a line item into a productivity gain for all.

More broadly, be attentive. Each of us has the ability to look around, recognize a barrier 鈥� maybe it鈥檚 an uncaptioned announcement, an alarm with no visual signal, or simply a meeting where no one thought to provide interpretation 鈥� and then take action to fix it. In doing so, we honor the principle that accessibility is a shared responsibility. Be mindful that barriers might be attitudinal. Challenge any assumption that a person with a disability is less capable or welcome. Listen to the experiences of people with disabilities and value their expertise about what needs to change. If you鈥檙e unsure what barriers exist in your workplace or community, ask 鈥� then work with them to remove those barriers and prevent new ones.

More specifically, educate yourself about Deaf culture and the rich diversity within the Deaf and hard-of-hearing community. Even learning a few basic signs or (e.g., understanding the distinction between 鈥淒eaf,鈥� 鈥渄eafened,鈥� and 鈥渉ard of hearing鈥�) shows respect and can help bridge communication gaps.

At CAD-ASC, our hope is that others will take these lessons to heart. By adopting inclusive practices, pushing for change when you see injustice and approaching accessibility as a fundamental human right, you will help to ensure that Deaf Canadians 鈥� and all Canadians 鈥� can participate fully and thrive. Together, we can remove the remaining barriers and create a Canada that truly hears every voice.

CAD-ASC is on . Richard Belzile is on . Photos are courtesy of CAD-ASC, Louis Belleau, Thiago Barletta and Mark Paton.

Doramy Ehling, CEO of the Rick Hansen Foundation

鈥淲e aim to ensure that our programs are beneficial to people with varying disabilities, as well as their friends and loved ones,” she says. 鈥淥ne of my colleagues talks about TAB 鈥� 鈥榯emporarily able-bodied.鈥� He’s a quadriplegic. He says in an instant, any one of us could end up with a permanent, temporary or episodic disability, especially as we age and experience mobility, hearing and vision challenges.鈥�

Given the aging population in Canada, we all have to pay attention to how to increase accessibility in terms of infrastructure in communities, Ehling says.

鈥淎nother colleague who’s in architecture and design, not in the disability field, said to me, 鈥楾his is an invisible crisis. Every day, infrastructure is being built in this country, and people assume building codes do what needs to be done in terms of accessibility — and we know that鈥檚 not true鈥�.鈥�

鈥淲e hear all the time from politicians and people who have invested in grants and funds for facilities, and they discover they’ve unintentionally created more barriers for people with disabilities, which is hugely disappointing. How do we get ahead of that? What can we do to change? We brought industry, governments and community to the table. We had conversations about meaningful accessibility 鈥� and created a path forward.鈥�

The certification program that started a new profession

“杏吧原创 University has become the first post-secondary institution in Canada to adopt Rick Hansen Foundation Accessibility Certification^TM (RHFAC) principles into policy. 杏吧原创 is in the process of rating over 40 sites on their campus and intends to have all new sites built to RHFAC Gold, and upgrade all existing buildings to meet certification. Additionally, they are one of six post-secondary institutions and four Associations across Canada to offer the RHFAC Professional Training course and have trained several internal staff to become RHFAC Professionals.”–Rick Hansen Foundation

Laura McBride, RHF’s Senior Director of Awareness points to innovative programs that involve coalitions with the private and public sectors. 鈥淭he program, which piloted in 2016, also trains built-environment professionals to rate sites for meaningful accessibility,鈥� McBride explains. 鈥淭he program has helped to create a new profession and bring about culture change. So far, more than have been rated, including聽, , Sudbury, Vaughan and other cities. Our latest innovation, launching this year, is the RHF program, because barriers aren鈥檛 just indoors. We’re proud of both of these programs.鈥�

Read the other stories in PANL Perspectives’ “Making Canada Accessible” series, led by Daryl Rock and Calum Carmichael, in which charitable and nonprofit organizations outline their work in advocacy, barrier reduction and increased accessibility.

鈥淭hanks to support from the Government of Canada, as well as provincial governments, such as BC and Ontario, we’ve ,鈥� Ehling adds. 鈥淚 can remember sitting at a board table where we talked about a vision for an accessibility certification program, and now, 10 years later, the movement is growing and design culture is changing to include accessibility. RHFAC is only one part of the accessibility journey, and we still have much further to go, especially on policy adoption, but we’ve at least created the conditions for success. There are people who’ve been through the training program and are working in a municipality, architecture firm, urban-design studio or wherever, and now they’re championing the changes.鈥�

The school program that grew

The Rick Hansen Foundation provides K-to-12 resources and speakers as part of its School Program to create more disability-inclusive and accessible classrooms in Canada.

搁贬贵鈥檚 is another country-wide innovation that鈥檚 involved coalitions and allies.

鈥淭hrough self-directed online training and in any school or school district, we provide K-to-12 resources to create more disability-inclusive and accessible classrooms,鈥� explains Teri Thorson, Manager of the School Program. 鈥淲e also have classroom resources, like lessons, activities and Ambassadors with lived experience who talk to kids about their disability experiences. And there are also for youth with disabilities and Difference Maker of the Year awards.鈥�

Laura McBride, Senior Director of Awareness at the Rick Hansen Foundation.

鈥淒isability inclusion isn鈥檛 a mandatory part of school curriculums, so inclusion is incorporated, ad hoc, by teachers who are passionate about the issues,鈥� McBride adds. 鈥淲e support educators to include more conversations and disability representation for kids.鈥�

鈥淚’m super proud of what I see with the School Program team and the teachers and students singlehandedly creating more inclusive classrooms,鈥� Ehling says.

What about broader policy and attitudinal barriers?

鈥淚鈥檝e seen great advancements in accessibility and inclusion in the past 35 years 鈥� more buildings are accessible, more research is being done, more schools are inclusive 鈥� but there have been setbacks, provincially and federally, that the disability community has been facing,鈥� Thorson says. 鈥淭hose are challenges. The fight has taken decades, so when you get a setback, it seems like it鈥檚 going to be another 10 years to put it back to where it was.鈥�

鈥淭he attitudinal barriers are probably the biggest barriers we all face. There鈥檚 been an increased consciousness about Diversity Equity and Inclusion, but disability has often been left out of those conversations. We have to continue with education. Before people can be on side, and before we can change attitudes and stigmas, people have to be aware. We have various courses, from one-hour to eight-week courses.鈥�

Coalitions and conversations are still key

Members of the National Disability Initiative Working Group at its inaugural meeting in 2025.

鈥淣onprofit organizations don鈥檛 have to work alone,鈥� McBride says. 鈥淚n the last few years, we鈥檝e been partnering with other nonprofits and philanthropists who are likeminded. This has helped to gain traction. For instance, the Slaight Family Foundation recently gifted $30 million to 11 different disability organizations, including RHF, for a 鈥� to come together and effect change.鈥�

鈥淚f we want to innovate, if we want to tackle a barrier, we pull in a team of people who want to support that, and we test solutions, and we re-test and improve,鈥� Ehling says. 鈥淲e always involve people with disabilities, and we always involve the broader community, governments, corporations. We bring non-traditional partners to the table, so that we don鈥檛 just talk to ourselves, and we come up with collective solutions and understanding.鈥�

鈥淔or governments especially, the message now is: be brave as leaders and make accessibility a priority鈥� Ehling adds. 鈥淚 worked for the government for many years, so I know the challenges and the multitude of priorities demanding time and attention — probably more demanding today than ever before, given everything that’s happening in the world.鈥�

鈥淏ut accessibility matters to everyone,鈥� she says. 鈥淚t’s an invisible crisis, because many people don’t think about it in their day-to-day lives. But people who’ve been through either our certification or school program say they walked away looking at the world differently. We鈥檝e had so many champions over the last 40 years since Rick Hansen鈥檚 Man In Motion World Tour, champions who have stepped up in their own ways, in their own communities. I encourage everyone to learn more, so that they understand what the current challenges are and how they can contribute.鈥�

The Rick Hansen Foundation .