International Women’s Day has always been about both celebration and action— honouring the achievements of women while acknowledging the inequities that still exist. The United Nation’s theme this year, “For ALL women and girls: Rights. Equality. Empowerment,” is a call to value the full participation of all women and girls, challenge discrimination and exclusion, and to empower the next generation as catalysts for change. It is also a powerful reminder that inclusion cannot be selective. If we are not advocating for all women— including women with disabilities – then we are leaving too many behind.
While we have made great strides toward gender equity in Canada, the reality remains that women continue to face systemic barriers in workplaces, leadership, and economic security. According to the World Economic Forum’s Global Gender Gap Report 2024, Canada ranks 25th globally in gender wage disparity. Statistics Canada reports reveal a 12% gender wage gap among paid workers aged 20 to 54 years. For women with disabilities, the barriers extend far beyond wage gaps.
Women with disabilities are also pushing against deeply rooted systemic ableism that limits access to employment, leadership, and financial independence. Statistics show that 2.1 million Canadian women with disabilities experience limitations in daily activities due to barriers in accessibility, discrimination, and a lack of accommodations.
The result? Too many women with disabilities are placed in roles that do not reflect their skills and potential, subjected to lower wages, and in some cases, denied job interviews outright due to their disability. And even in workplaces that claim to prioritize Diversity, Equity, and Inclusion (DEI), hiring practices still exclude rather than empower.
We need to challenge this head-on. In my previous blog entry, I talked about DEI in workplaces and how it is not about checking boxes or hiring based on identity alone; it is about ensuring that all qualified individuals have fair access to opportunities. That means removing systemic hiring barriers, expanding recruitment efforts, and ensuring that accommodations are available so that women with disabilities are not just considered, but valued.
The intersectionality of gender and disability presents an even more complex landscape. According to the United Nations, women with disabilities are two to three times more likely to experience violence and significantly underrepresented in decision-making roles. They also face limited access to education, healthcare and social services. (BMC Women’s Health, 2021)
And when these challenges intersect with race, Indigenous identity, LGBTQ+ status, or socioeconomic background, the layers of discrimination multiply, creating even steeper barriers to success.
Yet, despite these challenges, women with disabilities continue to lead, break barriers, and drive change. Rabia Khedr, Queen Elizabeth II Diamond Jubilee Medal Awardee and National Director of Disability Without Poverty, a racialized minority and living with a disability, she has dedicated her life’s advocacy to ensure the voices of Canadians with disabilities are heard. Senator Chantal Petitclerc, Canada’s Chief Accessibility Officer Stephanie Cadieux, and Canadian Disability Hall of Famer Tracy Schmitt are just few of the thousands of women with disabilities excelling in their fields and shaping a more inclusive Canada.
When women with disabilities are given equal access to employment, leadership, and decision-making roles, they don’t just succeed— they transform their communities and industries.
But it’s not enough to talk about inclusion— we must actively create it. It is our collective responsibility to call out discriminatory hiring practices and workplace policies that limit opportunities for women with disabilities, advocate for accessibility as a standard, not a special request, and to amplify the voices and achievements of women with disabilities— so that ALL women and girls have rights, equality, and empowerment.
At ABLE2, we are committed to putting these principles into action. We operate in a hybrid work model to allow our team including women-identifying staff and volunteers the flexibility to maintain a healthy work-life balance. Our office is designed with adaptive furniture and accessible facilities, as well as accommodations during the hiring process, so that everyone has the means to participate and contribute to our mission and vision.
Disability is not a limitation. Barriers are. In celebrating International Women’s Day, it’s time we stop asking women with disabilities to adjust to a system that wasn’t built for them—and start rebuilding that system to work for everyone.
True inclusion starts with action. How is your workplace or community ensuring that women with disabilities are not just included, but fully empowered? What changes do you believe rare still needed? Share your thoughts in the comments below.
Published by
Experienced Non-Profit Executive Director