Opening doors to inclusion in the Halifax business community
Every year, National AccessAbility Week serves as a reminder that accessibility isn’t an add-on—it’s a cultural shift. Creating accessible spaces and practices requires vision and persistence from business owners and community leaders. It can take a lot of hard work (and a lot of tricky conversations), but the result is an environment where everyone thrives.
Taking accountability for accessibility
The Health + Community Care Workforce Sector Council specializes in human resource planning and development within the Nova Scotia health sector. This includes helping employers meet the accessibility needs of current and future employees.
Stephanie Girard-Fraser, Executive Director of the Council, believes accessibility begins at the top. “My hope is that leaders take full accountability for embracing accessibility into their organizations and not delegate the responsibility to their HR department or their EDIA leader,” she says. “Leaders who are not afraid to demonstrate their passion for this initiative will inevitably have enthusiastic cooperation from employees to make the necessary changes.”
For Girard-Fraser, those in charge need to wholeheartedly commit to accessibility. These efforts create positive ripple effects throughout workplace culture. “Employees who are confident they work for an organization that prioritizes the best interests of the employees become champions for their organizations,” says Girard-Fraser.
Building trust through conversation
A key part of the cultural shift toward accessibility requires communication—something that still feels fraught in many workplaces. “Many people are hesitant to engage in conversations about disabilities because they fear offending someone or triggering a negative response,” says Girard-Fraser. “This fear can lead to a breakdown in communication, which ultimately hinders the supportive environment that we strive to create.”
Personal experience adds weight to her words. “Disclosing my ADHD diagnosis has been a complex journey for me,” says Girard-Fraser. “While I want to be open about my experiences, I also fear that people may question the validity of my diagnosis or make assumptions about my capabilities.”
Girard-Fraser stresses the need for organizations to build environments where disclosure is met with understanding. “It’s crucial to navigate these conversations with sensitivity, ensuring that employees feel safe and supported, without fear of judgment,” she says.
Accessibility is for everyone
Accessibility should be baked into business policies and practices, especially when it comes to areas like hiring. “When crafting job descriptions, organizations need to ensure that they do not inadvertently create barriers for individuals with disabilities,” says Girard-Fraser. “For example, requiring strong ‘interpersonal skills’ may exclude talented candidates who excel in one-on-one customer service but struggle in large crowds.”
For Laura Fair, founder of ABOUND Consulting, accessibility means rethinking how we define success in the workplace. “ABOUND is committed to empowering neurodivergent individuals while helping organizations create more effective, inclusive environments,” she says. That includes everything from accessibility assessments and training to leadership development and inclusive hiring practices.
Fair believes that neurodiversity is still misunderstood in the workplace. “Some organizations still see neuroinclusive practices as optional rather than essential,” she says. “The reality is that everyone learns, thinks, and processes information differently, impacting how we hire, train, lead, and communicate.”
Ultimately, everyone can benefit from accessible workplaces. “The more we understand and adapt, the more we enable all individuals to succeed,” says Fair.
Girard-Fraser agrees. “It’s essential to recognize that accommodating individuals with disabilities is not just about making adjustments for a few—it should be about integrating accessibility into the workplace culture as a whole,” she says.
Employers can make changes that support those with disabilities while also enhancing productivity for all employees. “Providing tools like dictation software can be standard practice in the workplace, allowing everyone to benefit without the pressure of disclosing a disability,” she says.
Creating inclusive spaces
Like Fair, Will Brewer has placed inclusivity at the heart of his business. Brewer, who has Down syndrome, “built and blossomed” PLANET*21 in 2022 before founding the business in 2023.
Brewer set out to build community through entertainment—and disrupt outdated assumptions about disability in the process. “The purpose of my business is to entertain, encourage, and inspire social change in Nova Scotia,” he explains. “I want the opportunity to collaborate with other people with Down syndrome without segregation.”
Despite facing initial rejection from a business networking group due to his disability, Brewer has found a more welcoming space within the broader Halifax business community. “I have moved on and found the business community to be very inclusive,” he says.
Recognition soon followed for Brewer: PLANET*21 received the first-of-its-kind Social Impact Entrepreneur Award through EY Canada and the CGLCC, as well as the Canadian Choice Award for entertainment and event planning in Halifax.
Navdeep Parmanand has also found success by weaving inclusion into the fabric of her business.
Parmanand founded Celebrate Your Curves in May 2024 to address a lack of professional clothing suited to all body types. “As a plus-size individual, I recognized the need for inclusive, made-to-measure designs that cater to plus-size, petite, and 2SLGBTQIA+ communities—ensuring that every piece celebrates individuality and confidence,” says Parmanand. “Our adaptive clothing line is about more than just fashion. It’s about accessibility, mobility, and dignity for people with disabilities.”
Parmanand’s approach has resonated. “Although we are still in our first year, we have made significant strides,” she says. Celebrate Your Curves won the United Colors of Fashion Viewer’s Choice Award 2024 and received an Honorable Mention for ISANS’ Innovative Business of the Year. This past January, Parmanand also received the Most Inspiring Immigrant Award of the Year from My East Coast Experience.
Parmanand admits that she has faced significant challenges as a woman of colour, an immigrant in Canada, and a young entrepreneur. “One of the biggest barriers has been access to funding and grant opportunities—many programs and investment spaces are not always inclusive or accessible to entrepreneurs like me,” she says. “Additionally, securing collaborations and being invited into decision-making spaces has been difficult, as these opportunities often favour established networks.”
Although health challenges have also impacted her ability to grow her business, Parmanand is undeterred. “I focus on building meaningful connections, expanding my network, and continuously advocating for my place in these spaces,” she says. “Resilience is key.”
Words of wisdom for aspiring entrepreneurs
Fair, Brewer, and Parmanand all agree that entrepreneurship can be an empowering path for people with disabilities, even if it’s not always an easy one. “Living with a disability builds resilience, which is one of the most important qualities for an entrepreneur,” says Fair. “Owning a business gives you the freedom to create a career that aligns with your needs and strengths. You don’t need permission to structure your life in a way that supports your success.”
Brewer credits programs like TEAM Work Cooperative’s GO-3D Self-Employment initiative for supporting his success. “I would encourage anyone with a disability to open their business,” he says.
Parmanand, too, offers encouragement—tempered with realism. “Starting a business is never easy, and when you have a disability, the challenges can feel even greater,” she says. “But my advice is simple: do it anyway. There is a community out there that needs what you are building. Keep going, even when it’s tough. You’re doing this for a reason, and your work matters.”
