Barriers to Employment in the Workplace

Turning what once challenged me into something that helps others.

Almost a decade ago, I found myself in a wheelchair due to autoimmune disorders. It was an incredibly difficult season of life, and trying to overcome the mental and emotional barriers that followed was one of my greatest challenges. After being an active, vibrant woman who thrived on momentum and purpose, I suddenly had to redefine what contribution looked like. I admit, finding my way forward was both humbling and transformative.

2019

Thankfully, I have overcome chronic illness (see  transformation tools here) — autoimmune issues are quickly becoming a thing of the past — and I now channel that experience into helping organizations deepen their understanding of how to create safe, inclusive, and equitable workplaces for all employees, including those with disabilities.

The Importance of Policy and Mindset

In keeping with provincial and federal human resource legislation, organizations ensure that individuals with disabilities have access to the tools, accommodations, and supports necessary to perform their roles effectively. Yet policies alone aren’t enough. Breaking down the mindsets and misconceptions that others may hold about disability is equally critical.

True inclusion requires a dual approach — sound policy development combined with ongoing training and leadership development for all employees and boards. Both levels of support go hand in hand, fostering workplaces where every person is valued for their contribution rather than defined by their limitations.

A Case Study in Culture Transformation

A few years ago, I had the distinct pleasure of working with National Oilwell Varco (NOV), a global manufacturing company, where our first partnership was the creation of a Respectful Workplace Program for more than 3,500 employees.

It became a cornerstone of NOV’s success. Together, we built clear HR policy and engaging online training that set the tone for an inclusive and safe culture. We featured real employees in video modules to ensure authenticity — demonstrating that harassment, discrimination, or exclusion had no place within NOV. This message resonated deeply across its many sites throughout Canada — including those in remote locations — where fostering a respectful culture can often be more challenging due to distance and differing work environments.

The result was powerful: a workforce united by dignity and respect, equipped to navigate difficult conversations, hire and manage effectively, and celebrate the kind of behavior and performance worth emulating company-wide.

From Vulnerability to Vision

My personal experience of navigating life in a wheelchair gave me a deep sense of empathy and perspective. It taught me that those who face adversity are not looking for pity — they are looking for opportunity, respect, and recognition. Merit-based employment must include every capable individual, whether they walk into the room or roll in on wheels.

If your organization would like to develop a Respectful Workplace Program tailored to your unique culture — one that integrates remote sites, diverse teams, and inclusive leadership and board development — I would love to connect.

Nancy Riegel has over 30 years of experience designing culturally appropriate programs across industries. She is a Harvard Healthcare Economics online graduate, Royal Roads University alumna, Certified Executive Coach, and three-time author in leadership, healthcare, and culture strategy.

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