Building Inclusive Workplaces: A Conversation with Erica Carson-Sami
At Whimble, we’re about building bridges — between people who need care and those who provide it. That’s why we were thrilled to kick off our Whimble Webinar Series last month with Erica Carson-Sami, founder of CARCO Disability Strategies.
CARCO supports employers and industry leaders in creating stronger disability inclusion practices and helps employees advocate for the tools they need to thrive. Erica brings not only deep expertise but also a refreshing practicality to the conversation — making her an ideal partner in our mission to make inclusion real.
Myth-Busting: Accommodations Aren’t That Expensive
One of the first things Erica addressed? The persistent myth that accommodating employees with disabilities is costly.
“Research shows the majority of accommodations cost under $500,” she said. “Many cost nothing at all — they just require creative thinking.”
Another common misconception is that employees with disabilities take more sick days. In reality, Erica shared, attendance tends to be higher among this group than among their non-disabled peers.
As Emma, the founder of Whimble, joked during the chat, "If you’ve ever seen my husband during a ‘man cold’, you’ll know that illness isn’t exclusive to one group—and we all need support sometimes."
Erica highlighted that accommodations don’t just benefit the individual; they improve the working environment for everyone. Think of flexible work hours, quiet spaces, and adjustable desks. These solutions are great for those who need them, and helpful for everyone else, too.
Why Hiring People with Disabilities Benefits Everyone
Hiring inclusively isn’t just the right thing to do — it’s smart for business. Erica pointed out that people with disabilities are:
Adaptable,
Creative problem solvers, and
Often deeply loyal to workplaces that support them.
They’ve spent a lifetime navigating systems not built for them, which makes them resilient and innovative. When they find a workplace that meets their needs, they stay, reducing costly turnover and adding to the organization’s long-term strength.
A 2020 study by Accenture, in partnership with Disability: IN and the American Association of People with Disabilities (AAPD), found that companies that champion disability inclusion outperform their peers in revenue, net income, and economic profit margins.
Inclusive workplaces also create more inclusive products and services — which means reaching more people. As Erica said: “We also wear clothes. We also brush our teeth.” People with disabilities are also consumers and deserve to be part of your audience.
It’s About Culture, Not Just Compliance
Many organizations start their inclusion journey to meet legal requirements like the Accessibility for Ontarians with Disabilities Act (AODA) in Canada or the Americans with Disabilities Act (ADA) in the U.S. While these laws are essential, they are just the starting point.
Erica reminded us that real inclusion requires a cultural shift. Compliance can get someone through the door, but what makes them stay is how they are treated once they’re in the room. This means ongoing learning, open communication, and a willingness to adapt. It means being proactive, not reactive.
Accessible websites, meeting captioning, and inclusive hiring practices are great, but they’re even better when paired with a workplace that values feedback and grows from it.
From Accessible to Inclusive: The Culture Shift
Accessibility is about removing barriers. Inclusion goes further — it’s about how people are treated once they’re in the room.
Erica emphasized:
Ongoing check-ins to ensure accommodations are working,
Thoughtful planning that includes people with disabilities,
Avoiding alienating language, and
Creating social and collaborative opportunities for everyone.
She encouraged organizations to move beyond a "do-this-one-thing" checklist. Inclusion means making it easier for all employees to participate fully and equally. It's about offering multiple meeting formats, valuing diverse communication styles, and fostering environments where everyone is empowered to contribute.
Accommodations Aren’t One-Size-Fits-All
Post-pandemic, many workplaces are quick to offer remote work as a default accommodation — but that doesn’t work for everyone. Some employees thrive in collaborative spaces or feel isolated working from home.
The key, Erica shared, is flexibility. Ask what people need. Listen to the answer. Respond with care and creativity. Every person is different. It’s essential to create space for dialogue so accommodations are truly supportive.
The Role of Employee Resource Groups (ERGs)
ERGs can be powerful — but only if they move beyond social connection. Erica encouraged companies to ensure their ERGs:
Include leadership and allies
Have resources and decision-making power
Drive awareness and action
Otherwise, they risk becoming spaces where people vent — but nothing changes.
Successful ERGs often operate as advisory groups within the organization. They can audit policies, create learning resources, and co-develop recruitment strategies. Most importantly, they should have a seat at the table when decisions are made.
Erica also emphasized the value of intersectionality in ERGs. Disability isn’t experienced in a vacuum — it intersects with race, gender, socioeconomic background, and more. The most effective groups keep this complexity in view.
Getting Started: Tips for Small Businesses
You don’t need a big budget or a large HR team to start building an inclusive workplace. Erica offered several tips for small businesses:
Ask for feedback regularly. Create anonymous ways for people to share what they need.
Review your hiring process. Are your job postings inclusive? Is your interview format flexible?
Add accessibility statements to your website and job descriptions. This shows that you welcome applicants and customers with disabilities.
Start small, stay consistent. One change at a time adds up.
Remember: inclusion is a journey, not a destination.
The Bottom Line
Inclusion isn’t a checklist. It’s a culture. And when we build workplaces where everyone can thrive, everyone benefits.
We’re so grateful to Erica Carson-Sami for kicking off our series with wisdom, warmth, and so many practical tips.
Her message is clear: real inclusion doesn’t come from one-time training or box-ticking. It comes from curiosity, commitment, and compassion.
Let’s keep showing up. Let’s keep listening. Let’s keep building better.
Want to Keep the Conversation Going?
We’ll be continuing the Whimble Webinar Series with more experts and changemakers — so stay tuned.
And if you’re building a workplace or product and want to get serious about inclusion, we’d love to connect.
👉 Learn more about Whimble
👉 Learn more about CARCO Disability Strategies
👉 Connect with Erica on LinkedIn