Tobacco-related urinary biomarkers and lung cancer risk in women, a case-cohort analysis.

A global nursing and midwifery shortage has been declared which has led to increased focus on their recruitment and retention (; ). One proposed strategy to address this issue centers on enhancing recruitment and retention initiatives for health professionals who experience disabilities (). However, a scoping review by found that nurses and midwives with disabilities may leave the profession due to persistent symptoms, negative work environments, and a lack of workplace accommodations. Workplace accommodations involve any change in the work environment or terms of employment that enables individuals with disabilities opportunities to perform their job (). The purpose of an accommodation is to reduce or eliminate barriers for people with disabilities (). Employees with accommodations must continue to demonstrate that they are qualified to perform the essential requirements of the job (). Legislation is in place throughout most of the world to protect the rights of people with disabilities. Legislation requires that employers make reasonable accommodation to support continued employment of people with disabilities (; ). In Canada, the duty to accommodate is identified in the Canadian Human Rights Act (). This legislation mandates employers to adjust working conditions to promote inclusion of people with disabilities in the workplace (). Despite legislation, health professionals have reported difficulty accessing accommodations in their professional practice (; ; ). Misinformation regarding workplace accommodations is frequently noted in the literature. First and foremost, accommodations are often viewed as a form of favoritism that places employees at an unfair advantage to that of their colleagues (). This misconception leads to a sense of mistrust from managers and colleagues towards those who receive accommodations (). Accommodations provide employees opportunities to complete the essential duties required of the job, rather than place them at an unfair advantage (). In addition, accommodations should not cause undue hardship on the employer such as implementing shared positions or resulting in unreasonable financial burdens (; ).