We notice the ramps, the braille on some washroom signs, we all sometimes use the power door options when we have large items to get through doors, but do we notice the places that aren’t accessible?
In Ontario, AODA (Accessibility for Ontarians with Disabilities Act) was created to guarantee accessibility rights. Despite more than twenty years having passed since this act became law, many people who live with disabilities have their human rights ignored every day in virtually all communities in Ontario.
As community members, business and organizational leaders, we have to ask ourselves: are we compliant with the rights guaranteed in legislation, or are we complicit in not expecting or demanding that accessibility standards are met?
I felt a responsibility to illuminate, albeit briefly, some of the most common barriers that many people with disabilities continue to face daily. AODA is only in place in Ontario, where I live, but many regions in the world have similar legislation. Are you like us? Twenty years after AODA was introduced, we are still not compliant.
The continued existence of non-barrier-free entrances. There continue to be many public, business, charity, and other buildings that have steps without ramps, no elevators, and that lack power doors to allow people with disabilities entry to buildings and even access to basic facilities like washrooms.
Poorly maintained sidewalks, uneven pavement, and a lack of curb cuts. It snows in Ontario, and many communities do not prioritize the clearance of sidewalks for people who don’t live with disabilities, much less those people who rely on wheelchairs and other assistive devices to navigate in our winters.
Blocked sidewalks. Imagine if you were vision-impaired or using a scooter or wheelchair and had to navigate busy sidewalks, with the prevalence of e-bikes, kiosks, sandwich boards, and other obstacles that reduce accessibility. Many retail stores fill their aisles to overflowing with merchandise, making it almost impossible for someone in a wheelchair to move and shop.
Inaccessible or broken crosswalk buttons. In my community, I have noticed many hard-to-reach or blocked buttons as well as non-functioning buttons for busy streets, which create unnecessary risk and potential injury for people simply wanting to cross the street safely.
Inadequate curb ramps or missing cutouts at corners. Few of us can imagine that a barrier of only a few inches can make rolling off a sidewalk or a sudden misstep life-threatening.
At work, many people with disabilities have experienced break rooms or kitchens with tight layouts or that are inaccessible to them. People who use wheelchairs and other assistive devices require more maneuverability for their mobility devices.
Customer-service counters are too high for wheelchair users to interact comfortably. Long before AODA, I worked for a business owner who recognized the human dignity of having a lower counter; unfortunately, when he sold the business, the new owners removed the accessible counter.
Inaccessible washrooms. Perhaps the most basic of human functions and rights are not available in some older buildings or are at the bottom of a flight of stairs.In addition, washrooms that are accessible need to have grab bars and be large enough for wheelchairs.
Elevators – Some public access buildings have elevators that are difficult to locate or may be “out of operation” or even not available (housing, businesses, and organizations).
Poor accessibility to public transit systems. In some cities, subway, streetcar, and bus stations lack elevators or other methods for people living with disabilities to utilize.
Limited specialty transit, delays, excessive cost, cancellations, and poor reliability. In many rural parts of our community, public transit simply does not exist or is prohibitively expensive for people living on fixed or low incomes, much less for people living with barriers, only adding to isolation and stress.
Lack of affordable and safe housing. Even when it is available, few buildings are fully accessible, especially low-rise and older complexes, which lack ramps, power doors, or large enough elevators.
Unreachable common areas. In many rental units, amenities such as laundry facilities lack access. In organizations where people with disabilities often work, lunchrooms, bathrooms, and other staff areas often lack barrier-free access.
Service animal-related discrimination. In rental housing, transportation, retail, and work environments, even with valid documentation as stated in the AODA standards, discrimination happens.
Retail or transportation staff who are not trained or unaware of accessible service protocols. In Ontario, there are legal requirements for service animals and/or supports that are not being met. Additionally, friends and partners who accompany people living with barriers are sometimes assumed to be “care-workers” rather than life partners or family.
Signage and wayfinding. The next time you are in an airport or busy retail area, notice the buildings that lack visual cues or tactile/auditory information for vision-impaired users.
Inaccessible Websites/documents. People who do not live with barriers take our digital world for granted. Still, for people living with disabilities, many websites are not screen reader-friendly.
Lack of assistive listening devices or captioning in public events or venues, or policies against using AI recording of meetings. The difficulty for people living with barriers to attend meetings for work, community meetings, and even tourism events is a reality that requires more attention and solutions.
Lack of response to complaints and feedback. AODA was supposed to be fully implemented by 2025, and although there has been progress, it has not been enough, and unfortunately, the political and societal awareness seems to be lacking.
Lack of accessibility in older schools, hospitals, and cultural institutions. AODA only applies to new construction and major renovation projects, so as a result, many older buildings have no or only steep ramps, inadequate or no elevators. Even more concerning is the lack of accessible emergency routes.
In health care settings, some exam areas don’t accommodate wheelchairs. The lack of appropriate facilities makes hospital visits, dental, and eye exams more difficult than necessary.
Cultural venues (museums, theatres, playgrounds, hiking trails) lack accessible washrooms, seating, or even wheelchair appropriate paths. People who live with disabilities understand their limitations; however, if more facilities incorporated the AODA regulations, people living with barriers would be able to share most of the same access that people who don’t have barriers enjoy.
Workstations that aren’t adjustable. It is not just public places that are at issue; in the workplace, many desks are too high/low, and little preparation has been done to enhance ergonomics for barrier-challenged people. Even something as simple as using special keyboards and tools like voice-to-type accommodations is available and would make a significant difference.
Lack of designated quiet spaces — Employers and organizations that serve the public should be aware that those who are neurodivergent or sensory-sensitive would benefit and be more productive if they had accessible quiet spaces.
Employers and work colleagues are unaware of their duty to accommodate. Each day, more people who live with disabilities are taking steps to live their own lives. It is an uphill battle because there are still too many stereotypes about what people who live with disabilities can and cannot do. Too many employers’ lack of understanding can make them fearful of hiring people who live with disabilities due to misconceptions about costs and complexities. For too long, we have lived in an ableist culture with microaggressions and exclusions; we must train leaders in accessibility and inclusiveness.
Every day, assumptions are made that some invisible disabilities are not “real.” Many disabilities are not obvious, and for too long, people have doubted the very real effects of chronic fatigue, mental health, and addiction on people.
Resistance to remote/hybrid work. The pendulum for remote work seems to be shifting away from this type of work at a time when it is needed most. Many people who live with barriers can thrive in employment where this type of work is available.
Recruitment processes are inaccessible. The regular hiring process used by many employers is stacked against people who live with disabilities. Job seekers with disabilities may be fearful of disclosure; they may have the skills necessary, but usually they have to follow the same processes as people who don’t have barriers, and it is not equitable.
Low employment rate among people with disabilities. The reality is that only45% of people who live with disabilities are employed in Ontario, versus 80% for non-disabled people.
Lack of disability representation in leadership or decision-making roles. It is difficult for a person who doesn’t live with a disability to truly appreciate the barriers and systemic discrimination that people who live with barriers. Adding their voices to the decision-making process is an important step to embracing inclusiveness and addressing intersectionality.
No accountability or enforcement of AODA compliance in small-to-medium organizations. This, combined with delays in implementing the AODA Employment Standards. Accessibility is the law; unfortunately, it is not universally practiced or adequately enforced, and for our society to be truly inclusive, this must change.
Workplaces ignore intersectionality. Creating accessible workplaces is not a “one-time” compliance with a law. Accessibility is an ongoing process to address multiple and compounding barriers, as well as barriers for BIPOC, LGBTQ+, and immigrant disabled workers.
Finally, too many jobs still treat disability as an “exception.” To fully embrace diversity, equity, and inclusiveness, we need to build our systems and processes with this mindset from the first step in our planning.
What can we do?
If we choose not to be complicit with these limitations for people who live with disabilities and barriers, we can choose to comply. We can choose to apply pressure and influence on our local, provincial/state, and federal politicians and leaders to invest in equity for everyone.
We need our leaders to expand the regulations for accessibility to older buildings, to provide incentives, and, if necessary, to enforce those rules which has not been done here. We need everyone to be aware and insist on compliance. We need to use our voices and take collective action. We can file complaints, we can notify the media, and we can support advocacy action groups financially and with our time to make a difference.
Good luck and thank you,
Paul