CAN-ASC-1.1 Standard on employment: Public Review Draft – Annex E (informative) Anti-ableism policies
Note: This Annex is not a mandatory part of this Standard.
Anti-ableism policies
Effective implementation of anti-ableism policies ensures that organizational practices do not disadvantage persons with disabilities due to discriminatory behaviour. Their purpose is the full inclusion of all workers. In addition to the systemic nature of ableism cited in Annex A, this annex outlines a comprehensive approach to understanding how ableism functions on an individual basis, including how discrimination against persons with disabilities is interrelated with how stigma appears and functions in the workplace.
E.1 Anti-ableism policy
Recognizing that an anti-ableism policy is distinct from an accommodation policy (refer to Clause 9.3.2) and an accessibility policy (refer to Clause 5.5.3), the goals of an anti-ableism policy are:
- to ensure that organizational practices, systems, and communications do not reflect or perpetuate ableist exclusionary practices that may directly or indirectly promote, sustain, or entrench discrimination;
- to establish and maintain hiring, promotion, and work-related policies that will build and support an inclusive employment environment where these individuals participate and contribute fully;
- to ensure that services are provided in a fully respectful manner that addresses and removes any barriers to service and workplace including ableist practices and attitudes; and
- to meet the requirements of the Canadian Human Rights Act and the Accessible Canada Act.
E.2 Ableism, negative attitudes, stereotypes, and stigma
Ableism is discrimination and prejudice rooted in pathological thinking and attitude, which results in a negative stigma towards diverse people with disabilities based solely on their abilities and attitudes in society that devalue and limit the potential of persons with disabilities. A set of practices and beliefs that assign inferior value (worth) to people with disabilities.
Ableism refers to a belief system, similar to racism and other forms of discrimination, that sees people with disabilities as being less worthy of respect and consideration, less able to contribute and participate, or of less inherent value than others. Perceived limitations on an individual’s ability to perform an activity may stem from permanent or temporary disability(ies), or disability(ies) that occur at various points in one’s life. Stigma towards people with disabilities limits their potential and opportunities when societal attitudes devalue their abilities.
Ableism may be conscious or unconscious, may exist in individuals or be systemic, embedded in institutions or the broader culture of a society. Stereotyping, prejudice, stigma, and discrimination surrounding disability are interconnected. One can lead to the other such as when stereotyping and prejudice result in stigma, which in turn could lead to discrimination and reduce a person’s full inclusion in communities.
E.3 Why are anti-ableism policies important?
Ableism is the discrimination of and social prejudice against people with disabilities based on the belief that typical abilities are superior. At its heart, ableism is rooted in the assumption that disabled people require “fixing” and defines people by their disability.
E.4 Examples of ableism
Examples of ableism range from blatant hostility and aggression to less obvious everyday interactions. Some examples of these include:
- asking someone what is “wrong” with them;
- saying, “You do not look disabled,” as though this is a compliment;
- viewing a person with a disability as inspirational for doing typical things, such as having a career;
- assuming a physical disability is a product of laziness or lack of exercise;
- using public facilities that are for people with disabilities, such as parking spaces or toilets; and
- questioning whether a person’s disability is real.
E.5 Employment discrimination
Employers may be biased against those with disabilities, believing they make less productive workers. They may also refuse disability accommodations to existing workers or allow workplace bullying to go unpunished.
E.6 How to avoid casual ableism
When communicating about disability, avoid casual ableism by:
- focusing on abilities, not limitations;
- remembering that people come first;
- asking about an individual's language preferences;
- using neutral language;
- emphasizing the need for accessibility, not the presence of a disability; and
- avoiding condescending euphemisms.