08/29/2026
A policy can use equal-sounding language and still create unequal barriers.
Rules about attendance, communication, deadlines, performance, leave, technology, customer service or documentation may appear neutral. Their real impact can be very different for neurodivergent people, people with disabilities, caregivers and people facing language, connectivity or transportation barriers.
Before approving or renewing a policy, ask:
✓ Is the purpose clear and written in plain language?
✓ Can people find the rule and understand what they must do?
✓ Does the policy allow appropriate flexibility or exceptions?
✓ Could it disadvantage someone because of disability-related needs?
✓ Are accommodation and accessibility pathways explained?
✓ Can a person raise a concern without fear of retaliation?
✓ Were workers, service users or community members with relevant lived experience consulted?
✓ Does the policy account for Northern realities such as travel, weather, staffing, connectivity and limited alternatives?
✓ Are managers given guidance to apply it consistently and respectfully?
✓ Is there a review date, responsible owner and accessible feedback process?
Accessibility Standards Canada’s employment standard emphasizes supporting policies, clear responsibility, monitoring and continuous improvement. Canada’s plain-language standard also recognizes that policies and procedures must be easy to find, understand and use.
Davion T’pire Inc. helps governments, businesses, nonprofits, boards and community organizations examine policies and systems through a neurodiversity-affirming, inclusive and accessible lens.
Choose one policy this week and review both its wording and its real-world impact. To discuss an accessibility-focused policy review, contact DTI at [email protected].
