Today I wish to discuss a critical issue—the enduring pay gaps experienced by different genders and equity-seeking groups among faculty at Canadian universities—and I want to specifically emphasize researchers with disabilities.
The recent Statistics Canada report “Reports on Disability and Accessibility in Canada: Earnings pay gap among persons with and without disabilities, 2019” reveals that individuals with disabilities age 16 and older “earn 21.4% less than [those] without disabilities”. This gap widens for individuals with cognitive disabilities, who earn up to 46.6% less, and the gap also widens over time as persons with disabilities who are 40 years of age earn significantly less in comparison to their peers living without disabilities than those who are in their twenties. These gaps present significant obstacles to inclusion, diversity, equity and accessibility—IDEA—in the workplace.
In the sciences, researchers with disabilities often bear the burden of advocating for their own workplace adjustments or accommodations while grappling with systemic biases. This cognitive load or access work can hinder their career progression and well-being. Furthermore, the health impacts of continual stress, often referred to as weathering; the additional living costs associated with living with a disability; the barriers to publishing; the lack of accessible spaces within research, such as meetings, conferences, classrooms, seminars and laboratories; and the prevalent biases in hiring and promotion processes—among others—present substantial barriers for researchers with disabilities. These barriers further exacerbate the experienced pay gap. Additionally, these affect not just the financial security but also the mental health of researchers with disabilities. The stress of navigating existing systemic barriers, advocating for accommodations and dealing with pay inequity can significantly impact mental health, affecting productivity and career progression.
In research environments, one of the most significant challenges in addressing long-term pay gaps is the lack of comprehensive demographic data about researchers with disabilities in academia and outside of academia. Without this data, ethically sourced and carefully handled, we cannot fully grasp the breadth and depth of this issue. We must remember that disability is not a monolith. It is, in fact, a spectrum of unique experiences shaped by intersecting identities, including but not limited to gender, race and career trajectory, thereby creating unique experiences and challenges. Recognizing these nuances is critical for understanding the current existing barriers and pay gaps.
One nuance in particular that must be very clearly acknowledged is that of a person's age when they first identify as living with disabilities. A faculty member who is a full professor when they first experience disability will have a very different career trajectory, career quality and, hence, resulting pay-equity gap than a person born with a disability who experiences ableism and many significant barriers, both personal and systemic, as they work to become and stay faculty.
In addressing these issues, the role of policy cannot be understated. Policies that enforce pay equity, promote accessibility and ensure inclusive representation within academic spaces are vital. However, they are not enough on their own. We also need a cultural shift that values diversity, champions inclusivity and acknowledges the significant contributions of researchers with disabilities.
Universities, research institutions and granting agencies play an imperative role in either perpetuating or mitigating these pay gaps. It is their responsibility to take proactive steps to understand and address existing pay gaps, promote pay equity and create supportive and inclusive environments for all researchers, regardless of their identities.
That being stated, it is also imperative to acknowledge that there is a substantial lack of appropriate training and understanding of accessibility specific to research environments, and this knowledge gap perpetuates the barriers that are faced by researchers with disabilities. As such, there is an urgent need for systemic change in perception and attitudes towards disability in academia.
Finally, it is important to highlight the benefits of IDEA in research. IDEA leads to better outcomes and innovation. By addressing pay gaps and promoting pay equity, we can create an environment where all researchers thrive, leading to a more robust, innovative and inclusive research community.
Understanding and addressing pay equity is not just an issue of fairness, it is a issue of quality, innovation and excellence in research.
We must act now to ensure that all researchers, including those with disabilities, have an equitable opportunity to contribute to the advancement of knowledge in Canada.