Matt Freeman has been employed at McMaster University since 2007, where he has held various roles, most recently Assistant Clinical Professor (Adjunct) in the School of Rehabilitation Sciences. One of the things that attracted Matt to Rehabilitation Sciences at McMaster was that there were accessible washrooms on every floor—making it easier to attend in person meetings when necessary. Accessible bus routes to and from campus were a bonus of finding employment at the university.

Pictured Above, Matt attended and presented at the launch of IDEA in his seven-year-old wheelchair. As he began his presentation, he pointed to the ripped cushion on the back right corner of his chair. He had arrived in his old chair while awaiting repairs to his new one, which had already been sent to the shop several times over the last few years. Freeman’s wheelchair is a constant consideration in his life, so systemic factors like workplace location and the physical environment—not the work itself—can be a major barrier, or facilitator, to employment.

“One of the most attractive things was there were accessible washrooms on every floor. Which made it easier for me to get to work and be at work to attend meetings. So that I could use the washroom. While ‑that seems like a really insignificant issue, but for a lot of people with disabilities, access to an accessible washroom is one of the decisions we have to make.”

"In another example of, ‘not the work itself,’ Matt stresses the need for wrap around supports to make employment feasible for someone like him. Sharing his personal experience with navigating essential services, Matt explains that attendant care support and employment requirements must be aligned."

“My attendant care provider in Hamilton became frustrated that I needed to frequently change my schedule so that I could attend work meetings. I was told by the agency your job should understand you can't attend early morning meetings.  I explained to them, I’m only an employee. I can't set the schedule for the entire work team.”

After navigating difficulties with attendant care in Hamilton, Matt ended up moving to Toronto, which was an hour away from Hamilton, and his workplace, because the attendant care agency in Toronto was willing to meet his need for a flexible schedule.

In addition to the important influence of environmental and wrap around supports in his Journey, Matt noted the importance of early interventions. Early experiences in co-ops or part-time employment allow youth to learn about ‘grown-up’ experiences away from parents. During these early experiences, youth get to figure out what interests them and gain workplace skills at the same time as their non-disabled peers. Having those first experiences in the mid-late 20’s is developmentally more difficult.

Jacquie Pugh works on a casual basis with IDEA, supporting the Equity, Diversity, Inclusion and Accessibility Activity Area and the Journeys to Inclusion initiative. She has an Honors Bachelor of Music Degree and a Master of Social Justice and Community Engagement. Her past professional experiences are diverse, spanning from customer service to research roles.

In this podcast styled Journey, Jacquie shares her journey in progress as a worker with a disability. She recounts positive experiences in inclusive work environments where her needs were respected and accommodated, emphasizing the significant role of understanding, flexibility, and advocacy from employers. Jacquie also candidly discusses her negative workplace experiences, including the numerous barriers and rejections she has faced during job interviews and employment. She offers profound insights on the importance of seeing workers with disabilities as whole persons and suggests practical actions for employers to create genuinely inclusive workplaces. Throughout her journey, Jacquie highlights the need for individual accommodations over universal designs and stresses the value of empathy, curiosity, and proactive engagement in fostering accessible work environments. Her reflections provide vital lessons for employers and workers with disabilities alike, promoting a more inclusive and understanding workplace culture.