BLOG POST

From Glass to Concrete Ceilings: Understanding Barriers Facing Women on the Waterfront

The idea of the glass ceiling is familiar to many of us. It describes the invisible, systemic barriers that prevent women from advancing into senior leadership roles — even when they are qualified, capable, and experienced. 

But for many Black women and other women of colour, that ceiling isn’t glass at all. 

It’s concrete: harder, thicker, less likely to crack. And, far more difficult to challenge alone.

The term glass ceiling was coined by Marilyn Loden in 1978 to describe how women are often blocked from leadership by unspoken rules, biased assumptions, and structural inequality. These barriers are subtle enough to be denied, but strong enough to stall careers. 

On the BC waterfront — an industry historically shaped by masculinity, hierarchy, and tradition — these barriers can be even more pronounced. Women may be encouraged into the industry, but quietly excluded from advancement, influence, or decision-making roles. 

The glass ceiling metaphor assumes a shared experience for all women. But we know that’s not always the case.

The concept of the concrete ceiling has been explored and named by scholars and practitioners studying the compounded effects of racism and sexism in the workplace. One of the most cited voices on this is Tsedale M. Melaku, whose research and book You Don’t Look Like a Lawyer examine how Black women face uniquely rigid barriers to advancement. 

Where the glass ceiling suggests fragility, the concrete ceiling reflects permanence. 

Concrete ceilings are reinforced by: 

• Racial stereotypes layered onto gender bias 
• Higher scrutiny and lower margin for error 
• Being over-mentored but under-sponsored 
• Exclusion from informal networks where advancement actually happens
• Tokenization without real authority 

These experiences align with the framework of intersectionality, first articulated by Kimberlé Crenshaw, which explains how overlapping identities (such as race and gender) create distinct experiences of discrimination that are compounding. 

The waterfront industry prides itself on resilience, teamwork, and accountability. But when leadership pipelines are shaped by “who fits,” “who’s proven,” or “who’s always been here,” concrete ceilings can quietly form. 

And when women of colour leave (not because they lack ambition, but because they are blocked, burned out, or sidelined) our industry risks losing talent, perspective, and trust.

Allyship doesn’t need a label. It shows up in day-to-day decisions, in who gets backed, and in how opportunities are shared. 

In practice, that can look like: 

• Move from mentorship to sponsorship. Careers often advance in rooms people aren’t in. Active advocacy helps open those doors. 
• Pay attention to dynamics in meetings. Notice who gets credit, who gets cut off, and whose mistakes are highlighted more often than others. 
• Normalize diverse leadership styles. Effective leaders show up in different ways, so familiarity shouldn’t be the default measure of competence. 
• Create access to real opportunity. Stretch roles matter most when they come with decision-making power, not just extra responsibility. 
• Keep learning independently. Building awareness shouldn’t depend on women of colour carrying the full burden of education.

What matters most isn’t intent – it’s whether these actions actually change who advances, who stays, and who leads.

Progress on the waterfront depends on more than individual effort.  

Barriers persist when inequity goes unnamed, advancement pathways remain informal, and leadership outcomes go unexamined. Moving forward requires clarity about how decisions are made, who has access to opportunity, and where patterns continue to exclude. 

Real change happens when inclusion is treated as part of how the industry operates — built into leadership development, succession planning, and accountability structures. These barriers don’t erode over time on their own. They change when they are deliberately identified, measured, and addressed through consistent action. 

REFERENCES & FURTHER READING

• Melaku, Tsedale M. (2019). You Don’t Look Like a Lawyer: Black Women and Systemic Gendered Racism.
• Crenshaw, Kimberlé. “Mapping the Margins: Intersectionality, Identity Politics, and Violence Against Women of Color.” 
• Catalyst: The glass cliff phenomenon and women of color 
• McKinsey & Company: Women in the Workplace 2025 Report 

BLOG POST

Indigenous Reconciliation on the Waterfront: A Cultural Compass Guided by Collaboration & Respect

On the waterfront, Indigenous reconciliation isn’t just one project or initiative — it’s an ongoing journey. It shows up through art, learning, and opportunities that create space for Indigenous voices. In this spotlight, we’re proud to share how SSA Marine is taking thoughtful steps forward. 

Through a collaborative art initiative with Squamish Nation, SSA Marine commissioned a compass-inspired mural by Indigenous artist Calvin Charlie-Dawson (Ts’kanchtn). Installed on their headquarters signage, the piece reflects values of integrity, accountability, collaboration, respect and entrepreneurship. It stands as a quiet but powerful symbol of SSA Marine’s commitment to reconciliation — one rooted in relationship-building and authentic engagement. 

SSA Marine takes a thoughtful and multifaceted approach to Indigenous relations — from commissioning public art to supporting storytelling and education. Their efforts reflect a commitment to reconciliation that is intentional and deeply rooted in respect. 

Together, these initiatives point to something larger: reconciliation as an ongoing journey. For SSA Marine, each step builds momentum toward deeper relationships and shared understanding. 

In 2023, SSA Marine partnered with Squamish Nation to commission a piece of Indigenous artwork for their headquarters signage in North Vancouver. The company issued a call for artists, working directly with Squamish Nation to promote the opportunity and ensure community engagement. After receiving six submissions, the team selected a design by Calvin Charlie-Dawson, an Indigenous artist from North Vancouver and a descendant of the Squamish, Kwakwaka’wakw, and Sto:lo Nations. Calvin’s work blends digital art with traditional practices such as carving and canoe building, reflecting a dynamic and evolving artistic journey. 

SSA Marine’s reconciliation efforts extend beyond visual art. The company has consistently supported community events and storytelling initiatives, including: 

• Recurring Silver sponsorship of the Tsleil-Waututh Canoe Festival, celebrating Indigenous culture and tradition. 
• Recurring donations to the Indian Residential School Survivors Society, recognizing the importance of healing and remembrance on Truth and Reconciliation Day. 
• A $15,750 impact donation to the documentary series Back to the Fire, which features prominent Indigenous leaders sharing stories of resilience and success. This contribution is helping to complete Episode 2, featuring Chief Gibby of Squamish Nation. 
• A dedicated annual budget of $15,000 for other sponsorship/donation opportunities specific to Indigenous community support. 

Internally, SSA Marine also shares educational resources with staff during Truth and Reconciliation Day and Indigenous Peoples Day. These include webinars from the National Centre for Truth and Reconciliation and custom micro-lessons on Canada’s colonial history and its impact on Indigenous communities. Staff are encouraged to engage with materials that resonate with them, fostering a culture of ongoing learning and reflection. 

SSA Marine continues to explore ways to deepen its engagement, including discussions and long-term partnerships with local nations, further employee training, and integrating Indigenous perspectives into business operations. While these efforts are still in development, they reflect a growing commitment to economic collaboration and respectful engagement. 

SSA Marine also acknowledges the challenges of operating across diverse geographies and Nations. Their approach is grounded in authenticity — doing meaningful work quietly and speaking only when there’s something truly worth sharing. 

SSA Marine’s journey is a reminder that reconciliation is not a single act, but a sum of many parts. Through art, education, and community support, they continue to take thoughtful steps forward — building relationships that last and creating space for Indigenous voices across the waterfront. 

BLOG POST

Indigenous Reconciliation on the Waterfront: GCT’s Story of Collaboration and Impact

Reconciliation on the waterfront isn’t one thing — it’s many: art, culture, learning, shared history and broader career awareness and opportunities. In this piece, we’re excited to showcase GCT’s experience. 

Through partnerships with Tsleil-Waututh and Tsawwassen First Nations, GCT Global Container Terminals (GCT) has embedded reconciliation into its operations by linking renewable fuel initiatives with Indigenous economic benefit. Alongside these efforts, GCT continues to support Indigenous youth through scholarships and industry education — demonstrating how reconciliation can be woven into both environmental, social, and operational impact. 

In One of GCT’s most impactful initiatives is its renewable fuel program, launched in partnership with Tsleil-Waututh Nation and GCT’s Vanterm location, and Tsawwassen First Nation (TFN) and GCT’s Deltaport location. Through partnerships with GCT, Parkland Fuels and Nations allow GCT to integrate Indigenous economic benefit into its operations, while reducing emissions in the communities where GCT operates.

These dual-purpose initiatives reflect GCT’s commitment to both environmental stewardship and Indigenous economic reconciliation. The programs are a clear example of how reconciliation can be woven into day-to-day business decisions through actionable partnerships.

Additionally, GCT has maintained a scholarship program with Tsawwassen First Nation, which is now entering its fourth year. This initiative supports Indigenous youth pursuing post-secondary education, helping to expand pathways into trades, maritime careers, and beyond.

GCT also actively participates in industry-wide education efforts and continues to act on the principles outlined in its Indigenous Relations Policy, including team education. These programs offer staff and management opportunities to deepen their understanding of Indigenous history, rights, and reconciliation practices — reinforcing the importance of learning as a foundation for change and developing intercultural competency within GCT.

Reconciliation at GCT is not only reflected in programs and partnerships, but also in the way the company honours Indigenous culture through art.

At GCT Deltaport, the Salish Sea Spirit House Post stands as a powerful reminder of stewardship and respect. 

Crafted from red cedar by renowned Tsawwassen First Nation artist and carver Karl Morgan, the house post symbolizes the deep roots and traditional knowledge that shape the Tsawwassen community’s identity. It reflects a collective commitment to stewardship, safety, and conservation — values shared by both GCT Deltaport and Tsawwassen First Nation. 

In Coast Salish traditions, house posts are raised to bring awareness to the land on which they stand. Positioned at GCT Deltaport’s distinctive location, the Salish Sea Spirit serves as a beacon, telling the story of two neighbours who are connected by shared respect for land, water, and community. It’s a visible expression of reconciliation and a reminder that relationships are strengthened not only through words and commitments, but also through symbols that endure across generations.

Reconciliation takes shape in many ways: through partnerships that reduce emissions and share economic value, scholarships that open doors for youth, and cultural expressions that honour tradition and place. 

As reconciliation continues to evolve across the waterfront, GCT’s work reminds us that progress is about consistent, respectful action.

Together, their efforts reflect a holistic approach — one that balances education with engagement, economic inclusion with environmental care, and communication with partnership to advance reconciliation in tangible, lasting ways.

BLOG POST

Indigenous Reconciliation on the Waterfront: Honouring Culture Through Art at Neptune Terminals

Whether through art and culture, education, or opening doors to employment, the waterfront advances Indigenous reconciliation in diverse ways. We’re proud to put a spotlight on Neptune Terminals’ story.  

When relocating their office in 2024, Neptune saw an opportunity to honour their place on the North Shore. They commissioned an Indigenous mural by Coast Salish artist Xwalacktun (Rick Harry), a piece that now serves as a daily reminder of relationship, respect, and learning.

In 2024, Neptune relocated their administration office to Forester Street in North Vancouver. For Neptune, this move was an opportunity to redesign and rethink the space – and the land – where they worked. Designing their office space was a chance to recognize and honour the history and reality of the place where they work every day. Located on the North Shore, with the Squamish (Sḵwx̱wú7mesh Úxwumixw) and Tsleil-Waututh (səlilwətaɬ) Nations as their neighbours, Neptune sought a way to honour that connection.  

With the support of an art consultant, they commissioned an Indigenous mural that would not only bring beauty to their workplace but also honour the culture and traditions of the local Nations. 

After meeting with several Indigenous artists, Neptune invited award-winning Coast Salish artist, Xwalacktun (Rick Harry) of the Squamish Nation and Kwakiutl (Kwakwaka’wakw) Nation, to create their mural, whose deep roots on the North Shore brought a meaningful connection to the project.  

The mural, now a striking centrepiece in Neptune’s office, incorporates symbols with rich cultural significance: 

• A wolf, honouring the Tsleil-Waututh Nation. 
• A thunderbird, symbolizing the Squamish Nation. 
• Cedar branches, representing the cedar brushing ceremony, a tradition of cleansing and protection. 

The mural’s room was named the Cedar Room by Xwalacktun, with a commemorative plaque installed to mark its significance. 

For Neptune, the project was an act of relationship-building, respect, and learning. The mural remains a powerful reminder that they live, work, and play on the unceded traditional and ancestral homelands of the Coast Salish Peoples. 

For Neptune, reconciliation also means creating space to listen.  

Over the past three years, they have invited Indigenous speakers into their workplace as part of their Truth and Reconciliation activities. These sessions have focused on the history and legacy of residential schools and colonization, giving employees the chance to hear truths directly from those with lived experience and knowledge to share.

To accompany this learning, Neptune has supported the Indian Residential School Survivors Society with charitable contributions, reinforcing their commitment to truth-telling and healing.

Recognizing the importance of creating opportunities for Indigenous youth, Neptune has also established educational partnerships that make a tangible impact. These include: 

• Contributing over $10,000 to Capilano University’s Indigenous student endowment fund. 
• Donating two scholarships annually through ACCESS, an organization that provides education and training for Aboriginal people living in greater Vancouver.
• Supporting community events and initiatives, including golf tournaments that raise funds for Indigenous students. 

These investments are part of a broader commitment: opening doors for Indigenous students and future leaders on the waterfront.

Reconciliation is an ongoing journey — one that asks for listening, learning, and showing up in meaningful ways.  

Neptune’s upcoming orientation program in partnership with the Squamish Nation is one step in deepening that relationship and continuing that path. By creating space for dialogue and introducing Indigenous community members to careers at Neptune, the program aims to build awareness and open pathways into the waterfront industry. 

Every initiative is part of a larger commitment: continuing to learn, build trust, and weave reconciliation into everyday practice. Each step builds on the last, carrying the work forward with respect and care.

BLOG POST

Practical Tips to Make Your Hiring Process More Accessible

68% of Canadians with disabilities face barriers during hiring.

That’s a lot of candidates who might be discouraged or deterred by a lengthy, inaccessible hiring process. When auditing your recruitment process for accessibility and inclusion is put on the back burner, qualified talent is overlooked and inequities are reinforced.

Instead, by taking intentional steps to identify and remove those barriers, you can create fair opportunities for everyone to contribute their skills and strengths.

Not to mention, inclusive hiring also helps build stronger teams, bring in fresh perspectives, and create workplaces that reflect the diverse communities we live and work in, especially here on the waterfront.

The good news? Improving accessibility in your hiring process doesn’t have to be complicated. Here are some practical tips you can put into action right away.

Language matters. The words you use in a job posting can either invite people in, or unintentionally push them away.

Here are some tips to keep in mind when considering how you can make your hiring process more accessible to all:

• Consider including a clear statement about your commitment to accessibility and / or DEI, and provide instructions for how candidates can request accommodations during the interview process.
• Use plain, clear language that accurately describes the role and responsibilities. For example, jargon, acronyms, or overly complex language can be confusing or intimidating for candidates who have the right skills but aren’t familiar with “insider” terms.
• Focus on skills that are truly essential, rather than “nice-to-haves.” A laundry list of credentials, years of experience, or technical skills may discourage candidates from applying, even if they’re a great fit.

An accessible application system can make or break a candidate’s experience. Imagine the frustration of being excited about a job, only to find the application portal doesn’t work with a screen reader, or takes an hour to complete because of unnecessary steps. These barriers can be enough to stop people with disabilities – or anyone – from applying at all.

Here are some tips for creating a barrier-free application process:

• Keep the process streamlined. Long, complex forms can be discouraging for everyone. Aim to keep your application short and focused on what you truly need at this stage. The easier it is to apply, the more likely great candidates are to stick with the process.
• Ensure your online application platform is compatible with screen readers and assistive technology. Regularly test your system for accessibility or work with your vendor to address gaps. It’s a small step that can make a big difference!
• Offer alternative ways to apply for candidates who may encounter technical barriers. For example, including a line on your job ad that welcomes candidates to send their resume and cover letter in via email.

Candidates shouldn’t have to wonder if they can request accommodations. People may hesitate to ask because they worry it might affect how they’re perceived as applicants. So, consider the following tips to help make accommodations accessible from the start:

• Let applicants know in advance that accommodations are available at each stage of the hiring process. A simple line in your interview invitation or job posting can take away uncertainty and stress. For example: “If you require accommodations at any point in the hiring process, please let us know – we’ll be happy to work with you.”
• Accommodations are about meeting people where they are. This could mean ensuring the interview room is physically accessible, offering extra time, providing an option for a virtual interview, or using captions during virtual interviews.
• Build flexibility into your process rather than waiting for candidates to ask. Instead of reacting case by case, design your process to be adaptable. Offering choice in how interviews are conducted (phone, video, in-person) or allowing breaks during longer assessments can help create a more inclusive experience.

Even the best systems fall short if the people involved aren’t prepared. Hiring managers play a critical role in shaping a candidate’s experience, and without the right awareness, unconscious bias can creep in.

Here are some tips to keep in mind:

• Provide training for hiring managers on unconscious bias and inclusive interviewing. Bias isn’t always intentional, but it can influence decisions in subtle ways — from assumptions about someone’s abilities to how comfortable an interviewer feels with differences. Training helps managers recognize these blind spots and focus on what really matters: skills, experience, and potential.
• Focus interviews on skills and experience. For example, structured interviews, where each candidate is asked the same set of questions, can help reduce bias and create a more level playing field.
• Remind managers to check if accommodations are required and to approach these conversations with openness and respect. Something as simple as adjusting the pace of an interview can make a huge difference.

The hiring process is often a candidate’s first real glimpse into your organization. When that experience is accessible and inclusive, it sets the tone for everything that follows.

By removing barriers and being intentional about inclusion, you not only open doors for a wider pool of candidates, but also build stronger teams and a healthier workplace culture, too.

Looking for support in building more accessible workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.

BLOG POST

Bias in the Workplace: Common Types of Bias

Bias in the workplace isn’t always obvious… but it’s always impactful.

It influences key decisions like hiring, promotions, and day-to-day interactions, sometimes without us even realizing it. And while it can fly under the radar, bias holds companies back from building truly inclusive, innovative, and high-performing teams.

The good news? Once you are able to recognize bias, you can start addressing it.

In this blog, we’ll break down 6 common types of workplace bias, how they show up, and share 3 key tips to help foster a culture of inclusion that reduces the impact of bias before it starts.

Unconscious bias refers to the mental shortcuts we take when processing information — often without realizing it. These snap judgments are shaped by stereotypes, experiences, and cultural norms, and they can influence how we evaluate others based on factors like appearance, accent, gender, or education. It often shows up in decisions around hiring, feedback, and leadership selection.

Example: Assuming a candidate is less competent because they speak with an accent, or believing someone is a “natural leader” based solely on how confident they appear.

Despite progress, gender bias remains deeply rooted in many workplaces. Gender bias is the tendency to favour one gender over another. It often shows up in assumptions about who is more capable, assertive, or suited for leadership — usually to the disadvantage of women and gender-diverse individuals.

Example: Offering leadership development opportunities more often to men, or questioning a woman’s commitment to her career if she becomes a parent.

Also called ageism, this bias involves stereotypes based on someone’s age, and it can affect both older and younger employees. Age bias can lead to missed opportunities, exclusion, or the belief that someone is either “too young” or “too old” to take on certain responsibilities.

Example: Assuming an older employee can’t adapt to new technology, or dismissing a younger colleague’s ideas as naïve or inexperienced.

Affinity bias is the tendency to favour people who are similar to us — whether in background, interests, appearance, or personality. It feels natural to gravitate toward people we “click” with, but in hiring and team settings, it can lead to homogeneity and limit diverse thinking.

Example: Hiring someone because they went to the same school as you or share similar hobbies, rather than focusing on skills or qualifications.

Confirmation bias is the tendency to seek out or give more weight to information that confirms what we already believe, and ignore information that challenges it. It can impact decision-making, innovation, and how we evaluate performance.

Example: If you believe a team member is “difficult,” you may interpret neutral behaviour as negative while overlooking their contributions or efforts to improve.

Tackling individual types of bias is important, but sustainable change happens when inclusion is embedded in your culture. Here’s how to start:

1. Normalize Conversations Around Equity: The more we talk about bias, the less power it holds. Create space for ongoing dialogue around inclusion, equity, and workplace culture throughout the year.
2. Build Feedback Loops: Create regular opportunities for employees to share honest input about their experiences and show them that their feedback leads to real change. Belonging and trust start with feeling heard.
3. Train Leaders to Recognize Bias: Managers and team leads are culture carriers. Equip them to spot subtle bias, respond thoughtfully, and foster inclusive team dynamics.

Bias in the workplace doesn’t always look like discrimination. Sometimes it’s quiet, subtle, and unintentional. But its impact on morale, retention, performance, and innovation is real.

The solution isn’t perfection; it’s progress.

By learning how to identify the different ways bias shows up and committing to strategies that address it head-on, you’re building a better workplace for your people and a stronger foundation for your business.

Want help building more inclusive workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.

BLOG POST

Belonging in the Workplace: Why It Matters & How to Foster It

Imagine what our workplaces could look like if everyone felt a genuine sense of belonging.

Where every voice is heard, all perspectives are valued, and people don’t have to second-guess being themselves.

What would your team be capable of if everyone felt that way?

That’s what belonging is all about. And it’s more than a feel-good ideal — it has real, measurable impact on your team and on your business.

When people feel safe, supported, and seen at work, they’re more engaged, more productive, and more likely to stay.

In fact, research shows that high levels of belonging in the workplace are linked to:

• 50% less turnover
• 56% stronger performance
• 75% decrease in sick days taken

Belonging touches everything from retention and innovation to psychological safety and overall wellbeing.

Creating a sense of belonging doesn’t require flashy initiatives or big budgets. It’s built through consistent actions, thoughtful leadership, and a culture that treats people like people.

Here are three practical yet impactful ways to start.

Belonging begins with trust, and trust begins with listening.

Make space for employees to share honest feedback about their experiences. That could look like anonymous surveys, open forums, one-on-ones, or Employee Resource Group-led conversations.

But listening isn’t enough on its own. Make sure employees see how their input leads to meaningful action. That’s how you build trust – and, more importantly – keep it. 

Belonging doesn’t mean everyone has to blend in.

Instead of hiring for “culture fit,” focus on “culture add.” Encourage people to bring their unique experiences, perspectives, and working styles to the table — and show appreciation for the value that difference brings.

This could be as simple as rethinking how you recognize team contributions, or highlighting diverse voices across your internal and external communications.

Belonging can be your competitive advantage.

When people feel like they belong, they’re more likely to stay, grow, and thrive. And when your team thrives, your whole business benefits.

So, if you’re looking to improve retention, performance, or wellbeing — start with belonging. One conversation, one leader, one intentional action at a time.

Want help building more inclusive workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.

BLOG POST

Equality vs. Equity: What’s the Difference and Why Does it Matter?

At a glance, equality and equity might seem interchangeable. They both sound fair. Both come from a place of wanting to “do right.” But in the workplace, understanding the difference between the two can be the reason someone thrives… or quietly disengages. 

Let’s break it down. 

When it comes to equality, everyone gets the same tools, the same benefits, the same treatment — no exceptions. 

On paper, that sounds fair. But it assumes everyone starts from the same place, with the same access, the same challenges, and the same needs.  

And we know that’s simply not the reality. 

Equity recognizes that individuals have different lived experiences and barriers, and offers support tailored to meet them where they are. 

It’s the difference between handing everyone the same ladder… and adjusting the height based on where they’re starting from. 

Let’s say your company offers a professional development stipend. 

Equality says: “Everyone gets $1,000 per year.”

Seems fair, right? But it assumes everyone can access the same opportunities. 

What if one employee can’t attend off-site conferences because they’re a caregiver and can’t travel? Or another has a disability and the training you offer isn’t accessible? 

Equity says: “Let’s ask what each person needs to grow and make sure our supports actually work for them.” That could mean offering virtual learning, flexible timing, or funding for alternative formats that better fit individual needs. 

It’s what helps level the playing field, not just for the sake of fairness, but to unlock real performance, retention, and wellbeing across your team. 

When equity is prioritized: 

• Employees feel seen, valued, and supported 
• Engagement increases, especially among underrepresented groups
• Retention improves because people know their unique needs won’t be overlooked

• Audit your programs and policies. Who is currently benefiting? Who might be left out? 
• Create feedback loops. Don’t assume what people need: ask, listen, and adapt. 
• Train your leaders. Equip managers to recognize inequity and respond with empathy and flexibility.
• Don’t wait for someone to speak up. If support only kicks in after someone asks, it’s already a barrier. Make equity proactive. 

If we want our teams to thrive, we need to move beyond one-size-fits-all solutions. 

A standard policy might look fair on paper, but it doesn’t account for the different ways people experience work. What works well for one person might be a barrier for another. A rigid return-to-office mandate may feel straightforward, but for someone with a disability, caregiving responsibilities, or a long commute, it might mean choosing between their job and their wellbeing. 

Designing workplaces where people are truly set up to succeed means asking: 

• Who might this policy unintentionally exclude? 
• Whose needs are being centred, and whose are being overlooked?
• What flexibility can we build in without compromising consistency? 

When equity becomes part of the design — rather than an afterthought — we can build workplaces that are more inclusive, more resilient, and better equipped to support all employees.

Want help building more inclusive workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.

BLOG POST

UNDERSTANDING ABLEISM IN THE WORKPLACE: WHAT IT IS, HOW TO RECOGNIZE IT, AND WHAT YOU CAN DO

While many organizations are making progress toward inclusion, people with disabilities still face barriers to belonging — often embedded in systems, environments, and everyday attitudes. This pattern of exclusion is known as ableism. 

To build truly inclusive workplaces, we need to name ableism, understand how it shows up, and learn how we can dismantle it. 

Ableism is the systemic discrimination, bias, and prejudice against people with disabilities. It prioritizes non-disabled norms and ways of doing things, often marginalizing or excluding people with different abilities — whether intentionally or not. 

Ableism can be overt, like denying someone a job because they disclose a disability. But it’s just as often subtle and woven into everyday interactions, workplace structures, and policies. For example, think about scheduling a team lunch at a trendy restaurant without considering whether it has ramp or elevator access first. These oversights may not be intentional, but unconscious ableism can still exclude people with disabilities. 

Ableism in the workplace can take many forms, including: 

• Inaccessible environments: This can include stair-only access, busy open-concept workspaces, narrow hallways, out-of-reach storage, or restrooms without accessibility features like grab bars or automatic doors. 
• Rigid processes: Job applications that aren’t screen reader-friendly, or interviews that only value verbal communication. 
• Assumptions and stereotypes: Believing someone isn’t capable because they need accommodations or assuming someone doesn’t need support because their disability isn’t visible. 
• Exclusion from opportunities: Leaving someone out of team-building events, training, or leadership pathways because of a lack of accessibility or misunderstanding. 
• Lack of flexibility: Not offering options like remote work, flexible hours, or alternative communication methods that can make a workplace more inclusive. 

It’s not always easy to recognize ableism, especially when it’s normalized in workplace culture (even unintentionally). Here are some questions to ask: 

• Are people with disabilities represented — and meaningfully included — in your team? 
• Are accommodations treated as standard practice or as exceptions? 
• Are there systems in place to make onboarding, communication, and collaboration accessible to all employees? 
• Do team members feel safe disclosing disabilities and requesting support? 
• Do leaders understand accessibility beyond just physical spaces? 

If the answer to any of these is “no” or “not sure,” there may be ableism at play, and it could be beneficial to evaluate your processes with an accessibility lens. 

Challenging ableism takes intentional action. Here’s where to start: 

Ableism creates and perpetuates barriers. Barriers to access, barriers to opportunity, and barriers to belonging. 

Through learning how to recognize ableism and taking steps to address it, we move closer to building truly inclusive workplaces across the BC waterfront and beyond.

• From Shrug to Strategy: Tackling Ableism at Work 
• Ableism: Half of Canadian workers with disabilities face prejudice 
• Ableism in Canada 

Want help building more inclusive workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.

BLOG POST

THE POWER OF INCLUSIVE (AND NON-ABLEIST) LANGUAGE

Language shapes how we think, how we relate to one another, and how we build inclusive workplaces.  

The words we choose — especially when talking about disability — can either reinforce harmful stereotypes or create space for respect, dignity, and belonging. 

You might not mean harm when you call a situation “crazy” or describe someone as “wheelchair-bound.” But phrases like these carry weight. They reflect long-standing biases and can unintentionally marginalize people with disabilities by focusing on limitations rather than humanity. 

Let’s take a closer look at why inclusive, non-ableist language matters and what we can say instead.

Ableism is the system of beliefs and practices that devalue and discriminate against people with disabilities — often by treating non-disabled experiences as the default. In the context of language, ableism shows up through words and phrases that reduce people to their diagnoses, frame disability as something negative or abnormal, or casually use disability-related terms as insults or metaphors. 

Challenging ableism through the words we choose is a powerful step toward creating a more respectful and inclusive workplace culture. 

Ableist language is often baked into our everyday vocabulary, even when we’re not talking about disability directly. These phrases can: 

• Reduce people to their condition or diagnosis
• Imply that disability is something negative, tragic, or to be “overcome”
• Reinforce the idea that being non-disabled is the norm
• Make it harder for people to feel safe, seen, or respected at work

When we use inclusive language, we shift from assumptions to understanding, and that helps create a more accessible and welcoming environment for everyone. 

Here are some examples of ableist language you might hear (or say) in everyday conversation, along with inclusive alternatives and explanations for why they matter:

Instead of…	Try saying…	Why it matters
“Wheelchair-bound”	“Person who uses a wheelchair”	Focuses on mobility and autonomy, not restriction
“Suffers from [condition]”	“Lives with [condition]”	Avoids assuming that disability automatically means suffering
“Crazy,” “insane,” or “mad”	“Overwhelming,” “wild,” or “unexpected”	Avoids stigmatizing mental health conditions
“Handicapped parking”	“Accessible parking”	“Handicapped” is outdated and often considered offensive
“That idea is lame”	“That idea won’t work”	“Lame” has historically been used to mock physical disabilities
“Despite their disability…”	“Alongside their disability…” or omit it	Avoids framing disability as a barrier to success
“Blind to [issue]”	“Unaware of [issue]”	Avoids using blindness as a metaphor for ignorance

Inclusion starts with mindfulness and a willingness to learn. Here are a few tips to help you make more respectful language choices: 

1. Lead with the person, not the diagnosis. Person-first language (“person with a disability”) is a respectful default, though some communities (e.g., Deaf and autistic) may prefer identity-first language. When in doubt, ask! 
2. Be mindful of metaphors. Avoid using disability-related terms to describe unrelated things (e.g., “blind spot” or “I can be a little OCD about this project”). 
3. Avoid infantilizing language. Adults with disabilities are adults. Speak to and about them accordingly. 
4. Update your workplace materials. Review policies, job postings, and onboarding guides for ableist language or tone. 

Inclusive language is one simply but powerful way to create workplaces where everyone feels respected and valued. It comes down to being intentional, reflective, and willing to do better. 

It’s all about progress. Small shifts in the words we use can have a big impact on how people feel seen, heard, and included. When we speak with care, we help build a culture where everyone has the chance to show up authentically and know they belong.

• Understanding & Unlearning Ableism in the Workplace 
• A way with words and images: guide for communicating with and about persons with disabilities 
• Best Practices for Inclusive Disability Language

Want help building more inclusive workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.