Imagine if a simple adjustment in your workplace could boost productivity, reduce turnover, and open doors to untapped talent, would you say no? It’s time to rethink workplace accommodations not as burdens but as a business game-changer!
Creating an equitable and inclusive workplace is fundamental for fostering a positive and welcoming environment. One way to foster this kind of environment is through workplace accommodations. These changes are designed to create a more accessible work environment so all employees can be successful and flourish. Here’s the kicker: accommodations are good for everyone! Despite their importance, there are many misconceptions about workplace accommodations that can prevent both employers and employees from embracing their full potential. Let’s tackle these myths, bust them wide open, and explore why making accommodations is a win for all.

Myth #1: "Accommodations Are Expensive and Complicated"
Spoiler alert: Most accommodations cost less than your weekly coffee budget. Most accommodations are simple, cost-effective and can significantly improve an employee's comfort and productivity. Even more significant investments, such as installing a ramp or modifying the layout of a workspace, the pay off can be huge! Below are some simply but effective accommodations that can drastically improve staff morale and access to a larger talent pool:
Modified work hours to align with bus schedules.
Part-time hours instead of full-time.
Noise-canceling headphones to help with auditory sensitivity.
Visual prompts and written task lists to support task clarity.
Modified work duties through job carving, assigning tasks suited to their strengths while reassigning non-essential ones.
Additional training or onboarding supports, such as extended time for learning or job coaching.
Here’s the best part: support is available! For example, government-funded services like SMART Options offer job coaches trained to assist employees with disabilities. These coaches can help employees master their job tasks and provide ongoing support—all at no cost to the employer.
Need more proof? Consider flexible work hours for caregivers, quiet spaces, or visual task reminders. These adjustments are easy to implement but can make a world of difference.
Bottom line: Accommodations don’t break the bank, they build a stronger, happier workforce, and there are resources to help make them even more accessible.
Myth 2: "Only People with Disabilities Request Accommodations"
Guess what? You’re probably already accommodating employees without realizing it. Bonus points if it’s working!
Research shows that only about one-third of employees with diverse abilities may require accommodations. The rest? They are already doing their job without the need for modifications. Accommodations go beyond disabilities, they can support employees with caregiving responsibilities, health concerns or temporary illness or injuries.
 Employers may already be making accommodations for their employees without even realizing it! Providing flexible work schedules, offering extra time for training, or adjusting the lighting or having a fragrance-free office, just to name a few. By normalizing adjustments, you can create a work culture where everyone feels supported, valued, and empowered to succeed.
Myth #3: "Accommodations Are Only About Disabilities"
Accommodations aren’t just for people with disabilities, they’re for anyone navigating life’s twists and turns. Whether it is a pregnancy, recovering from an injury, or experiencing an unexpected challenge, accommodations are about real life support.Â
An accommodation doesn't always have to be a big, flashy change, it could be as simple as adjusting work hours or providing remote work options to improve work-life balance. By considering the diverse needs of your staff, you can create a workplace where inclusion, flexibility and support are at the forefront. Â
Myth 4: "Accommodations Are Not Beneficial for the Business"
Think accommodations are just a nice gesture? Think again… they’re a business power move.
Increased Productivity: It's simple, really - supported employees perform better.
Improved Retention: An inclusive workplace fosters loyalty and reduces turnover.
Enhanced Morale: Employees who feel valued and seen are more engaged and satisfied in their work.
Larger Talent Pool: Access to a pool of untapped and valuable talent.Â
Myth 5: "The Duty to Accommodate Is a Burden for Employers"
Under the BC Human Rights Code, employers have a legal duty to accommodate. This doesn't mean that employers are on the hook for every accommodation imaginable, it is about finding practical and long-lasting solutions that allow employees to perform their roles effectively. Honest conversations and collaboration are key.
Accommodations are not just about helping individuals, they are about creating an environment where everyone can thrive and contribute to the company’s success.Â
So.. what next?!
Making workplace accommodations isn’t just about ticking a box, it’s about creating an environment where everyone can excel. Whether it’s a simple ergonomic adjustment or providing extra training, accommodations are good for your team and your business.
Ready to embrace the benefits of workplace accommodations? Start small. Start today. Your team and your bottom line will thank you.

References
British Columbia Human Rights Tribunal. (n.d.). Accommodations in the workplace [PDF]. https://bchumanrights.ca/wp-content/uploads/Infosheet_Accommodations-in-workplace.pdf
Pride Industries. (2024, May 23). Six business benefits of reasonable accommodations. Pride Industries. https://www.prideindustries.com/our-stories/six-business-benefits-of-reasonable-accommodations
University of British Columbia. (n.d.). Workplace accommodations. UBC Human Resources. https://hr.ubc.ca/health-and-wellbeing/workplace-accessibility/workplace-accommodations
Canadian Association for Supported Employment. (2024). Inclusive recruitment [Course]. Supported Employment. https://learn.supportedemployment.ca/path-player?courseid=inclusive-recruitment-sb-2024&unit=662a5d29177e0f37fb016317Unit
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