Are We Making Progress In Workplace Inclusion?
VOCATIONAL REHABILITATION | WORKPLACE INCLUSION
OCT 22 2026 | HM VOCATIONAL CONSULTING
I've been noticing a common theme in some of the recent research and discussions around workplace inclusion. Many organizations are making commitments to diversity, accessibility and equitable employment opportunities, yet putting those commitments into practice appears to be an ongoing challenge.
It makes me wonder whether we need to spend more time looking at what happens after the policies are written.
A recent report from the Canadian Council for Indigenous Business (CCIB), developed in partnership with Pathways Executive Search, brought this issue to my attention again.
The 2026 report, Pathways to Indigenous Leadership in Executive and Governance Roles, examined organizational commitments, recruitment practices and barriers to Indigenous representation in senior leadership.
Among the organizations surveyed, 55% of respondents reported that Indigenous leadership representation was already a strategic priority, and 51% indicated that their organization had a formal policy or strategy supporting Indigenous recruitment. Yet 49% rated Indigenous representation on their boards and executive teams as low or very low.
What I found particularly interesting was that the barriers weren't limited to the availability of qualified candidates. Respondents also identified credential requirements, conventional definitions of leadership, recruitment practices and organizational bias as factors affecting opportunities for Indigenous leadership.
The study involved 103 voluntary respondents, many from organizations already engaged in Indigenous inclusion initiatives, so the findings shouldn't be interpreted as representative of all Canadian employers. Nevertheless, they offer an interesting perspective on the difference between organizational intentions and employment outcomes.
While the report specifically addresses Indigenous leadership, it got me thinking about some of the similar challenges we encounter in disability inclusion and vocational rehabilitation.
When Workplace Practices Become Employment Barriers
We often talk about removing barriers to employment, but how closely are we examining the everyday practices that may be contributing to them?
Consider how job requirements are established.
A job posting might specify that applicants need a driver's licence, even when driving isn't part of the job. Another position might require a particular educational credential when equivalent experience could provide the necessary knowledge and skills.
Sometimes these requirements are essential. Other times, they may simply reflect how an organization has traditionally recruited employees.
The distinction matters.
An individual may have the skills, experience and functional abilities necessary to perform a job but never have the opportunity to demonstrate them because they don't meet a requirement that isn't actually essential to the work.
We also need to consider what happens once someone is employed.
An organization may have a workplace accommodation policy, but that doesn't necessarily tell us how well accommodations are understood, implemented or reviewed. Similarly, having an inclusive recruitment strategy doesn't tell us whether employees have equitable access to training, professional development or advancement opportunities.
These are practical issues that can affect whether someone gains employment, remains employed or progresses in their career.
Where Vocational Rehabilitation Can Contribute
I think there's an opportunity for vocational rehabilitation professionals to become more involved in these conversations, particularly when it comes to helping employers examine the relationship between job requirements, individual abilities and workplace practices.
Much of our work involves understanding what a person can do, the skills and experience they bring to employment, and the demands associated with different occupations.
We look at transferable skills, education and training requirements, functional abilities, workplace accommodations and the factors that may influence an individual's ability to obtain or maintain employment.
That knowledge can be valuable beyond the traditional assessment setting.
For example, vocational rehabilitation professionals can work with employers to review job demands and determine whether stated requirements reflect the actual work being performed. We can help identify transferable skills that may not be immediately apparent from an applicant's employment history and explore whether accommodations or changes to work processes could support successful employment.
There's also a role in career development and advancement.
Someone who has experienced a disability, an extended absence from the workforce or other employment barriers may benefit from individualized career planning, skills development or support in identifying alternative employment pathways.
But I think we also need to be careful about placing too much responsibility on the individual to overcome barriers that may exist within the workplace itself.
An individual can develop new skills, complete additional training and demonstrate readiness for employment, but those efforts may have limited impact if recruitment practices, workplace expectations or organizational processes continue to restrict their opportunities.
This is one reason I believe vocational rehabilitation needs to involve more than preparing individuals for employment. There is value in working directly with employers to better understand and address the conditions that influence employment participation.
Moving Beyond Good Intentions
Of course, vocational rehabilitation professionals cannot address systemic racism, ableism or other forms of discrimination on their own.
Indigenous inclusion and reconciliation require Indigenous leadership, culturally informed approaches and recognition of Indigenous rights, knowledge and experiences. Similarly, disability inclusion requires meaningful input from persons with disabilities and an understanding of the barriers they encounter.
These are areas where collaboration is essential.
However, vocational rehabilitation professionals can contribute practical expertise in occupational analysis, workplace accommodations, employment planning and identifying barriers that may not be immediately obvious.
I also think there's an opportunity for greater collaboration between vocational rehabilitation professionals, employers, human resources departments, disability management teams and others involved in workforce development.
Rather than focusing exclusively on whether an organization has an inclusion policy, we could be asking how that policy is being applied.
Are recruitment processes allowing qualified candidates to demonstrate their abilities? Are job requirements being reviewed to ensure they're necessary? Are accommodations working as intended? Are employees receiving the support and opportunities they need to develop and advance?
These questions may tell us more about workplace inclusion than the existence of a policy alone.
From Policy to Practice
One of the things I took away from the CCIB report was the importance of looking beyond organizational commitments to examine what is actually changing.
The report's findings suggest that many participating organizations recognize the importance of Indigenous leadership and are taking steps to improve representation. However, progress in establishing policies and strategic priorities has not yet been matched by comparable improvements in leadership representation.
That distinction is worth considering in other areas of employment inclusion as well.
Policies and organizational commitments are important. They establish expectations and provide a foundation for change. But their value ultimately depends on how they influence decisions, opportunities and experiences within the workplace.
For vocational rehabilitation professionals, I see this as an opportunity to contribute more actively to employer-focused services, workplace planning and inclusive employment practices.
We spend considerable time examining an individual's suitability for employment. Perhaps we should also be spending more time helping employers examine whether their own practices are creating barriers to otherwise suitable candidates.
Rather than simply asking whether organizations have inclusive policies, perhaps we need to start asking whether those policies are making a difference.
Reference
Canadian Council for Indigenous Business & Pathways Executive Search. (2026). Pathways to Indigenous Leadership in Executive and Governance Roles.
Read the report here - https://www.ccib.ca/main/archive_publication/pathways-to-indigenous-leadership/
About HM Vocational Consulting
HM Vocational Consulting provides vocational rehabilitation, transferable skills analysis, employment and career planning, return-to-work planning, and professional practice development services across Canada.
Our approach emphasizes individualized vocational planning, evidence-informed practice and collaboration to identify and address employment barriers.
Heather Mallard, CVRP-TSA, ICVE, CCVE, RVP, Vocational Evaluator & Rehabilitation Professional | HM Vocational Consulting
About the Author Heather Mallard is a vocational evaluator and rehabilitation professional and the founder of HM Vocational Consulting. Her work focuses on vocational assessment, rehabilitation, return to work, and the relationship between work, identity and meaning.
