An Illusion Of Inclusion

Has Ontario created an artificial environment of inclusion?
In 2005 the Ontario legislature passed into law the Accessibility For Ontarians with Disabilities Act (AODA), a bold move toward global leadership, but 20 years later the state of disability wellbeing is in a crisis according to the 2023 government AODA review. Despite the implementation of Diversity, Equity and Inclusion programs across the province, the dream for Full Inclusion has vaporized into an illusion. The fact is, these efforts have had minimal impact on the quality of life for people with disabilities; As the attitude behaviour of indifference toward people with disabilities has not changed, and other desired changes in the workplace have not occurred.

✨ Is DEI initiatives just theatre?
Unfortunately, DEI remains a compliance checkbox, more theatre than transformation. Despite goodwill and best intentions, the Ontario economy has been in decline, and like the rate of productivity growth, inclusion has flat lined to 0% over the past decade. Diversity has not translated into Belonging (the feeling of being welcomed physically, emotionally and psychologically), Equity has not translated into Dignity (the feeling of pride, self-confidence and empowerment), and Inclusion has not translated into Justice (the feeling of fare treatment, authority accountability and due process). It seems our government leaders have remained willfully blind to the cultural shift in AODA, in allowing it to be a checkbox of compliance rather than an action of enforcement. Diversity, Equity and Inclusion initiatives only expose discriminatory attitudes, but do nothing to mitigate their effects on those who suffer from them.

✨ Is it possible to get Ontario prosperity back on track?
Disability advocates play a pivotal role in changing this narrative. Working together we can transition from an Illusion of Inclusion to a Lived Experience of prosperity. Belonging, Dignity and Justice (BDJ) are core values that allow the voices and experiences of marginalized people to share in the decision making of community growth. This will require the disability community to demand accountability, transparency and responsiveness from leading decision makers. BDJ are measurable indicators that can create a culture of inclusion that motivates people to action and allows everyone to reach their full potential.

Conclusion
To build a successful business you need to establish Key Progress Indicators (KPI) that measure market growth based on business values (what you can measure you can change). Lets create an online Ontario directory that can record real life experiences to measure inclusion progress, that can be used in building a business case for greater Ontario prosperity. The disability community must assume the responsibility of shifting passive cultural attitudes to active action oriented behaviour. The challenge is clear; Do our disability advocate leaders have the will to unify the community?
Read it on LinkedIn