Selfadvocatenet.com in support of September is Disability Employment Month 2026

Celebrating the Skills, Talent, and Contributions of People with Disabilities

September is Disability Employment Month, a time to recognize the important role people with disabilities play in Canada’s workforce. Self advocates work in every part of our communities — in offices, restaurants, retail, trades, arts, technology, and many other fields. We contribute through our skills, creativity, hard work, and leadership. Disability Employment Month reminds everyone that people with disabilities want to work, can work, and do work. We want to be valued, respected, and included just like anyone else.

BC Govt proclamation 2026 on September is Disability Employment Month 2026 coming soon stay tune 

Purpose and Goals

• Promote Inclusion:

  Encourage employers to adopt inclusive hiring practices and create accessible, barrier-free workplaces 

• Provide Resources:

  Connect employers with resources and training on how to effectively recruit, hire, and retain employees with disabilities. 

• Offer Support:

  Highlight supportive services for people with disabilities seeking employment and career advancement. 

• What: A provincial initiative by B.C. to raise awareness and promote inclusive employment. 
• Who: Involves people with disabilities, disability advocates, employers, and government bodies like WorkBC. 
• Why: To foster a more inclusive society and economy where everyone has the opportunity to contribute and benefit from employment

Did you know People with disabilities bring diverse skills, creativity, problem-solving abilities, and dedication to the workforce, often demonstrating lower absenteeism and higher retention rates than their non-disabled counterparts. While employers and government agencies increasingly recognize these benefits, challenges remain in the form of lower wages and higher unemployment rates for this group. However, initiatives exist to promote inclusivity, such as providing financial incentives for hiring disabled apprentices and increasing access to resources like assistive technology.

• Enhanced Productivity:

  Studies show that employees with disabilities can have equal or better productivity and performance compared to average employees. 

• Improved Workplace Culture:

  A diverse workforce, including people with disabilities, can foster a more inclusive environment and increase workplace morale. 

• Unique Skill Sets:

  Navigating an inaccessible world can develop valuable skills in adaptability, problem-solving, and creativity, which can benefit the entire team. 

• Positive Client Perception:

  Customers and clients may have positive experiences with businesses that hire people with disabilities, leading to positive perceptions of the brand. 

• Industry Concentration:

  People with disabilities are more likely to be concentrated in certain sectors like healthcare and social assistance, with less representation in higher-paying fields like professional, scientific, and technical services. 

• Resource Access:

  Resources are available for funding assistive technology, wage subsidies, skills development, and other support for both individuals with disabilities and their employers, according to Spraggs Law. 

  • Focus on Inclusion:

    There is a growing emphasis from organizations and the government on the value of inclusion and on creating more equitable employment opportunities for persons with disabilities. 
    labour statistics for people with disabilities in Canada 2025
    For 2025, Statistics Canada reported the employment rate for people with disabilities was 46.4%, a 0.7 percentage point decrease from 2023

    . This occurred amid a general easing of the Canadian labour market, which also saw a drop in the employment rate for people without disabilities. 
    Key statistics from 2024 (published in 2025)
    • Employment rate: The employment rate for people with disabilities fell to 46.4% in 2024, continuing a long-standing trend of a large employment gap with those without disabilities.
    • Labour force participation rate: Just over half (50.4%) of people with disabilities participated in the labour force in 2024, compared to 70.2% of people without disabilities.
    • Unemployment rate: The unemployment rate for people with disabilities was 8.1% in 2024, higher than the 5.6% for those without disabilities. However, the gap narrowed slightly as the unemployment rate for people without disabilities saw a larger increase.
    • Youth employment: Youth with disabilities (aged 15–24) experienced a significant drop in their employment rate in 2024, falling to 45.0%.
    • Severity of disability: The employment rate drops significantly with the severity of the disability. In 2024, over half (54.7%) of those with a less severe disability were employed, compared to only 26.4% of people with a more severe disability.
    • Wages and earnings: The average hourly wage gap between employees with and without disabilities widened in 2024, primarily due to slower wage growth for employees with disabilities. 
      

      
      Wider context and potential future trends
      • Impact of economic slowdown: As the Canadian labour market eased in 2024, the unemployment rate increased and job vacancies decreased. Advocates are concerned that recent federal budget cuts targeting diversity and inclusion initiatives could reduce opportunities for hiring people with disabilities, further jeopardizing progress in a tightening job market.
      • Public vs. private sector: In 2024, a larger share of paid employees with disabilities worked in the public sector (28.0%) compared to their non-disabled peers (22.8%).
      • Barriers to participation: In 2024, people with disabilities outside the labour force were more likely to report wanting a job compared to those without disabilities, suggesting ongoing barriers to employment, job searching, or being available for work.
      • Government initiatives: The Government of Canada has an ongoing Employment Strategy and a Disability Inclusion Action Plan to address systemic barriers and increase labour market integration, with a goal of achieving a barrier-free Canada by 2040. However, the economic climate and budget cuts could impact these efforts

In Canada, labour statistics from early-to-mid 2025 indicate a widening wage gap and continued barriers for people with disabilities, despite their higher unionization rates and increased access to some benefits. In 2024, the average hourly wage gap between employees with and without disabilities grew, and a significant proportion of employed people with disabilities (nearly 70%) reported facing work-related barriers, particularly in the physical environment, communication, and transportation. 

• Unionization and Benefits:

  Employees with disabilities were more likely to be unionized and, as of 2024, had greater access to paid sick leave, medical or dental insurance, and paid vacation leave compared to their peers without disabilities. 

• Workplace Barriers:

  Nearly 70% of employed people with disabilities reported experiencing a barrier to accessibility in the workplace in 2024. The most common barriers were related to the physical environment (49%), communication (41%), transportation (35%), and technology (35%). 

• Poverty:

  People with disabilities face higher poverty rates; for example, 1 in 6 people with disabilities lived in poverty in 2022. 

• Inaccessible Recruitment:

  Recruitment processes, including job posters and assessment tools, can be inaccessible, and confusing wording may deter people with disabilities from applying for opportunities. 

• Employer Perceptions:

  A persistent stereotype is that accommodating workers with disabilities costs a lot, though research shows many accommodations are inexpensive or free. 

• Data Sources:

  Statistics Canada provides annual labour market indicators for persons with and without disabilities through the Labour Force Survey (LFS) supplements program and in-depth data every five years via the Canadian Survey on Disability (CSD

Hiring people with disabilities is important because it expands the talent pool, brings diverse perspectives that drive innovation, improves employee morale and retention, enhances a company’s reputation, and can lead to increased profits and a stronger bottom line. It also contributes to a more equitable society by providing opportunities for independence and community engagement for individuals with disabilities. 

• Increased Innovation:

  Diverse teams, including those with disabilities, introduce unique viewpoints that foster creative problem-solving and innovative solutions. 

• Higher Retention and Morale:

  Inclusive workplaces build a stronger, more stable workforce with higher employee morale, loyalty, and better retention rates. 

• Improved Company Reputation:

  Prioritizing diversity and inclusion enhances a company’s brand image, increases customer loyalty, and demonstrates a commitment to corporate social responsibility. 
• Financial Benefits:

  Studies show that disability-inclusive companies outperform their peers financially, with higher revenues, profits, and productivity. 

• Lower Absenteeism and Accident Costs:

  Research indicates that employees with disabilities tend to have lower rates of absenteeism and workplace accidents, leading to cost savings. 

• Cost-Effective Accommodations:

  Many accommodations for employees with disabilities are low-cost or no-cost, with employers often eligible for tax credits. 

Key Facts About Disability and Employment

• People with disabilities continue to face barriers to getting hired, even though many want to work and have strong skills.
• When workplaces are accessible, inclusive, and respectful, employees with disabilities succeed and thrive.
• Businesses that hire people with disabilities report higher retention, strong teamwork, and better problem‑solving.
• Self advocates show every day that disability is not a limitation — it is part of human diversity.

Featuring Workers With Disabilities

This month, we highlight self advocates who are working in their communities:

• People with disabilities working in customer service
• People working in trades and labour
• People working in offices and administration
• People working in arts, media, and creative fields
• People working in disability leadership and advocacy
• People working in community organizations and nonprofits

Their stories show the importance of equal opportunity and the value of inclusive workplaces.

The latest 2026 disability employment statistics for British Columbia,

From Statscan Canada

Job Bank Support

Jobs Ability Canada

Inclusion BC 

CLBC 

Employment Support

Canadian Association for Supported Employment

Understanding Public Sentiment on Disability and Employment through Social Media Analysis
March 2025

Open Door Group and Accessible Employers,

Disability Inclusive Employer
Self-Assessment Tool

Open Door Group and Accessible Employers,

BC Centre for Ability

Opportunities Fund Program

Success Stories

By jobswest Employment Services 

I Own My Own Business and I Love It!

By Ross Evans

I own my own business. It is called Evan’s Barn Keeping. I am really proud of that.

My job coach talked to me one day and asked if I wanted to start my own business. I said, “Yes.” That was the beginning of something great. I went out and found my own customers. They were people who needed help taking care of barns where horses are kept.

Every day, I go to work and take care of the barns. I shovel the pens and grab shavings. It is real work, and I do it well. I know how to help people with barn work. That is what I am really good at. My customers need someone they can count on, and they can count on me.

When I first started, things were not always easy. Finding customers was hard, and getting started was hard, too. It took some time, but I did not give up. I kept going and I built my business up. I found my customers and kept working hard for them.

Now, I show up and do my job. I shovel the pens. I grab the shavings. I help my customers with what they need. They know they can trust me to do good work. I take pride in every job I do.

The thing that makes me most proud is that I own my own business. I said “yes” when someone believed in me, and then I made it happen. Evan’s Barn Keeping is mine. I built it. That means everything to me.

If you are a self-advocate thinking about starting your own business, I want you to know that it is possible. It was hard at first for me, too, but I kept going. Now, I have my own business and my own customers. I go to work every day and do something I am good at. That feels really good.

Feature Employment stories that People with Disabilities doing now. 

By Crystal Carson

My dream job has been to work as a page at the library. I was told that I couldn’t do the job by other people. Job coaches, friends, and other workers didn’t believe in me. They didn’t think that I could do it, and they also told me the library wouldn’t hire me.

My mom and dad both told me that I was the one who could do it! They told me to take the “t” off of “can’t” and it then becomes “can.” I told myself that I wasn’t going to listen to negative people’s comments.

First, I applied for the job online on my own. I asked some of my friends to help me do some research for the page job at the Wellington Library. They helped me email some resumes, cover letters, and references. I emailed it all to the library, and I waited a couple of weeks to hear from them about applying for the job.

Two weeks later, I got a phone call asking me to come in for an interview. I went to the interview and felt nervous and scared, but I answered the questions to the best of my ability. They called me the next day to say I was hired. I was so happy and excited, yet nervous, with happy tears in my eyes.

I have been on the job as a page at Wellington Library, Vancouver Island, for two years this year (2025). My job tasks are taking the book bin in and out, locking both sides of the bin, and doing the totes, newspapers, shelving books and magazines, shredding paper, sharpening pencils, and crayons. I also cut paper, dust shelves, and sort out CDs, DVDs, and books.

I’m not afraid to take a risk to follow my own dreams even when others tell me that I can’t do it. I just tell them to take the “t” off of “can’t.”

By: Jeevan Basra

My name is Jeevan and I`d like to share my employment journey with you. I graduated from Kwantlen Polytechnic University (KPU) a few years ago. I was a part of the Employment and Community Studies Program. I took this course because I heard that some people who took it had success through it, and I wanted to learn.

One of the courses that I took at KPU was work experience. Through this course, I gained experience as a receptionist at Physio Moves.

I did the laundry, greeted customers, dusted the headboards, wiped down gym equipment, swept the floor, and cleaned all the rooms the customers had been in.

After finishing my work experience at Physio Moves, I was offered a part-time job with them. I was super excited because it meant that I would still be able to work there.

My favorite part of the job is folding laundry because I enjoy folding laundry. My second favorite part is interacting with customers and employees because I have great relationships with them. For example, customers say hi and share photos of their dogs with me. And all of the staff are super nice and friendly.

Outside of work, I am also a member of the Self Advocates of Semiahmoo. This group is made up of people with disabilities who advocate for what is important to them.

My learning and work experiences at KPU have been important to my employment journey.

My Jobs

By: David Mann

My name is David and I would like to tell you about my jobs. I started working at Golf Town in the summer of 2022. My first day on the job I straightened clothes for two hours. On that day I got my two uniform shirts and a nametag. During work, I had problems with the clothes on the top of the shelves and my support staff helped me with that.

We started with the womens’ clothes and ended with the mens’ clothes. With the help of the staff, I learned new tasks. My daily jobs now include dusting the shelves and straightening the clothes.

My typical shift involves going in, putting my stuff away and then the staff help me log into the ADP to clock my hours. Then I get my Swiffer duster and I dust, and finally I clock out.

I get my stuff and I leave with my staff and go back to the program.

This year, I got my first annual review and my manager told me that he was happy with my work.

I like the people at Golf Town. My relationships with my coworkers are good, and they treat me like family. The staff supporting me are great and they help when I need it.

My second job is dog walking. I have been dog walking for over a year. I’ve walked many dogs. One of the dogs I walk is a reactive dog and another dog is nervous with new people. I help by being calm and nice to the dogs. I like dog walking because I’m making money while outside.

I hope you enjoyed learning about my jobs.

The Importance of Self-Employment

By: Margaux Wosk

As an Autistic person, I found that being employed by someone else is often the only way that employment is presented. This is especially true for those who may be neurodivergent or disabled.

There are entire organizations dedicated to helping disabled people find employment, however, they don’t talk about how self-employment could be a viable option.

It’s upsetting because being employed by someone else doesn’t always guarantee an individual’s needs will be accommodated. Employers can say that they are unable to continue to accommodate after a certain point, which means that some people can fall by the wayside if their needs are not being met.

For example, I was employed by a natural foods grocer and it was one of the least accommodating jobs I have ever had. The lighting was too bright and distracting. They had me go in and out of fridges and freezers which proved to be uncomfortable for me, and they had me climb up and down on ladders which didn’t go well with my poor balance.

As someone who has found their stride in self-employment, it matters deeply to me that others can be shown this as an option. However, there is a need to fight for more funding and resources to be able to do this.

There isn’t a single grant available for our demographic and it makes me believe that there are people who just don’t think we are capable of this.

Being self-employed means I can sleep and eat when I need to. I can go out or stay in – and do anything when and as I need to.  I don’t think someone else would be open to giving me these types of accommodations.

This is why it works for me. One thing I’d like to be able to do in the future is to hire neurodivergent and disabled people. But it would help to have additional resources so I can become just as noteworthy as the allistic/non-disabled people who are hiring disabled people and being rewarded for that.

Unfortunately, the system just isn’t set up for us to succeed and I hope I can be the one person who can help to change that narrative.