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Accessibility in the BC Public Service

Last updated on February 14, 2024

Accessible employers need to be mindful of the needs of employees with disabilities when they create employment opportunities, explore digital accessibility, and develop and implement policies and practices that ensure employees with disabilities are included.  

For more information, please visit our homepage – the Equity, Diversity & Inclusion Resource Centre – which includes information about the Equity, Diversity & Inclusion Strategy, Indigenous Initiatives, Learning and Resources, Governance and Community.

On this page

What is a disability?

The Accessible B.C. Act defines 'disability' as an inability to participate fully and equally in society as a result of the interaction of an impairment and a barrier.

Is there a 'right' way to talk about disability?

Ultimately, employees are encouraged to be mindful, open and actively work to overcome any individual bias, discomfort, or fear related to disability by asking individuals their personal language preference.

Take a humble and curious approach to language. Consider reviewing Words Matter: Guidelines on Using Inclusive Language in the Workplace. 

Barriers to employment

The Accessible B.C. Act defines a 'barrier' as anything that hinders the full and equal participation in society of a person with an impairment.

A barrier can be:

  • Caused by environments, attitudes, practices, policies, information, communications, or technologies, and
  • Affected by intersecting forms of discrimination

There are 6 identified barriers that stop people with disabilities from participating successfully in the workplace.

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Attitudinal barriers

When people without disabilities think and act based upon false assumptions, such as:

  • Making decisions about people with disabilities without including them
  • Not believing that a person with a disability can contribute to the workforce
 

Physical barriers

When obstacles in an environment make it difficult to access, such as:

  • Hosting inaccessible events or meeting spaces
  • A washroom with an accessible stall but no automatic door opener
 

Information or communications barriers

When people with disabilities use different ways to communicate than people who do not have disabilities, such as:

  • Using small print or not providing large-print versions of material
  • Videos, events, or meetings that do not have closed captions
 

Systemic barriers

When an organization’s policies, practices or procedures result in exclusion, such as:

  • Not providing American Sign Language Interpreter or closed captioning
  • Requiring a driver’s license for a job that could be reorganized to use another form of transportation
 

Technology barriers

When technology can’t be accessed by people with disabilities, such as when:

  • Websites, documents, or databases are not accessible for screen readers
  • Website graphs and charts are posted without text to explain them
 

Sensory barriers

When sensory information such as lights, sounds, smells, etc. impede people with disabilities to participate in the environment, such as: 

  • Co-workers wearing perfume in the workplace
  • Use of fluorescent lighting in the workplace 

 

Managers' Guide to Reasonable Accommodation

The Managers' Guide to Reasonable Accommodation is intended for managers and supervisors of the BC Public Service.

The guide is part of being an inclusive employer, responding effectively to individual accommodation needs, fulfilling responsibilities and meeting Where Ideas Work 2023 (PDF, 1.3MB) goals.

Work-Able Internship Program

The Work-Able internship program is a 12-month paid internship with the BC Public Service for recent (within the last three years) post-secondary graduates who self-identify as having a disability.

Each year, this unique program provides learning, coaching and mentorship to employees who face barriers to achieving gainful employment.

Accessibility resources

“Every member of the BC Public Service brings something unique to the table. A diverse and inclusive team is a productive team. What does inclusion look like for you?”

Asha Bhat
Assistant Deputy Minister
Gender Equity Office

 

“I have been developing my skills and acquiring new experiences at a pace I never thought possible. I work with supportive and respectful people on meaningful projects for an employer that values my wellbeing. I hope to continue contributing to the BC Public Service after my internship. This is all possible thanks to the Work-Able program."

Julianne