by Tova Sherman
In Canada, the conversation around workplace diversity is rapidly evolving to include a critical, yet often under-represented group: workers with cognitive disabilities. According to the 2022 Canadian Survey on Disability (CSD), nearly 27% of Canadians aged 15 and older—roughly 8 million people—identify as having one or more disabilities. In my province, Nova Scotia, 1 in 3 persons identify as living with disability.
While total employment for persons with disabilities has risen to 62%, a significant gap remains compared to the 78% employment rate of those without disabilities. Specifically, the prevalence of learning, memory, and developmental disabilities increased between 2017 and 2022. Alarmingly, 78% of workers with cognitive disabilities report encountering accessibility barriers at work, ranging from communication hurdles to a lack of manager support.
Why Cognitive Inclusion Matters
Including workers with cognitive disabilities isn’t just a matter of social responsibility; it is a powerful business strategy.
- Exceptional Talent & Loyalty: Employers consistently report that workers with cognitive or developmental disabilities are highly motivated and demonstrate strong work ethics. Research shows these employees often have an 80% lower turnover rate than their counterparts, significantly reducing recruitment and training costs.
- Innovation Through Neurodiversity: Individuals who navigate a world not designed for them often develop unique problem-solving skills and creative thinking. By integrating these perspectives, companies foster a culture of innovation that challenges status-quo thinking.
- A Proven Business Case: High-performing, inclusive organizations are three times more likely to outperform their peers. Furthermore, inclusive hiring appeals to a massive consumer base; Canadians with disabilities represent a $55 billion annual purchasing power, and 87% of consumers prefer supporting businesses that hire inclusively.
- Low-Cost, High-Impact Accommodations: A common myth is that inclusion is expensive. In reality, 56% of workplace accommodations cost nothing, and most one-time costs average only about $300. Simple shifts, such as flexible schedules or clearer communication, can unlock a worker’s full potential.
True inclusion means moving beyond “ticking boxes” to valuing the richness that different ways of thinking bring to the table. When we design work for cognitive diversity, we create a more resilient, creative, and productive Canada for everyone.
Just remember, inclusion is not a one-time project, it is a continuous commitment to better business. Start by auditing your current job descriptions for unnecessary barriers, and reach out to organizations like reachAbility to begin your journey toward becoming a more neuro-inclusive workforce.
All figures courtesy of Statistics Canada, 2025. Contact reachAbility for more information at info@reachability.org.
