In an exclusive interview with CanadianSME Small Business Magazine, Lindsey Mazza—former lawyer, leadership wellness expert, and disability advocate—shares her powerful insights on accessibility, inclusion, and resilient leadership. As a founding partner of a multi-city law firm, Lindsey defied expectations in a profession that often overlooks accessibility. Born with Holt-Oram Syndrome, she has spent her life challenging limitations and reshaping perceptions of disability in the workplace. Now, through her advocacy and consulting, she helps businesses go beyond compliance to build truly inclusive environments that drive innovation and success.
Lindsey Mazza is a former lawyer, leadership wellness expert, and disability advocate who helps people break past self-doubt and step into their full potential. As a founding partner of a multi-city law firm with over 10 years of experience, she defied expectations in an industry where accessibility is often overlooked. Born with Holt-Oram Syndrome, a rare genetic condition affecting her limbs and heart, she spent years pushing past limitations—both real and imposed—before embracing her disability as a strength. After losing her father, a Superior Court Judge and lifelong advocate for equality, Lindsey shifted her focus to empowering others through resilient leadership, self-advocacy, and workplace inclusion. She speaks on breaking barriers, redefining success, and making the world more accessible—not just compliant. Lindsey’s message is clear: success isn’t about fitting in—it’s about owning who you are. She’s been featured on AMI TV, The Millionaire Woman Show, and Women Thrive Magazine. @TheLindseyMazza
As both a lawyer and a disability advocate, you’ve seen firsthand how inaccessible many workplaces can be. What’s one big myth about workplace accessibility that companies still believe, and how can they overcome it?
Companies believe that modeling their accessibility efforts after government recommendations makes them accessible. It categorically does not. Government standards are bare minimum, they do not create true accessibility. For example, people believe that by having an automatic button for the door of an accessible washroom makes it accessible. Have you ever stopped to look at the height and placement of the sink, soap and paper towel dispenser in one of these washrooms? 9 times out of 10, they are not reachable for people in a wheelchair. Companies can overcome these shortcomings by hiring consultants with the expertise in creating true inclusivity. Inclusion is not a box that we can fit everyone in. It requires an individualized approach, which evolves along with the needs of employees.
You’ve mentioned that accessibility should be a core business strategy, not just a compliance issue. Can you elaborate on how prioritizing accessibility can actually drive business success and innovation?
We have an aging population. Disability and/or the need for an accessible world is something that can impact every single person. Through age, illness or injury, all of us can find ourselves in a position where we require an accessible world. Designing your business in a way that promotes the hiring of people with disabilities through proactive accessibility efforts will keep your business evolving to include the entire population. It’s also really important to remember that those requiring accommodations due to disabilities are not a burden to your business. Individuals forced to navigate a world that was not built for them add value to your company through their unmatched problem solving skills, work ethic and determination. And bonus…they’re helping you keep your business ahead of the curve.
The pandemic forced many industries to adopt virtual practices, which inadvertently increased accessibility. As we move forward, how can businesses maintain these accessibility gains while balancing the desire for in-person interactions?
Employees should be part of the conversation. In many circumstances, in-person is not necessary for the job. In my experience, many employers and organizations insisted on returning to pre-pandemic methods mostly out of habit and antiquated ideas of what employment looked like. We need to evolve and understand the individual needs of each employee and work with them to accommodate the best situations for them to be the most productive in their job.
Your journey from law to leadership consulting is inspiring. How has your experience as a lawyer with a disability influenced your approach to leadership wellness and inclusion?
Candidly, the legal profession is not inclusive. It is very privileged and designed to create competition between lawyers. It is very much a one size fits all survival of the fittest mentality with many lawyers looking to take advantage of colleagues based on perceived weakness. The focus on wellness and work life balance is considered lazy. I worked harder and had to create my own “work around” methods in order to have a successful career. For example, the courthouse I litigated at for over a decade was not accessible. Despite my efforts to change the courthouse by sitting on committees, nothing changed. My individual needs were not considered to the extent I needed them to be at any point in my career. This is what motivated me to help change the landscape for others. What I have learned through my lived experience is that proactive conversations need to be had in order to make change. Education is key and those in the decision making roles need to stop putting the onus on those with accessibility needs to speak up. Additionally, those in leadership roles can only be great leaders if they are valuing their own wellness and exemplifying inclusive efforts. It starts at the top.
As we conclude, what’s one actionable step that small and medium-sized businesses can take today to make their workplace more welcoming and accessible for everyone, regardless of ability?
Clearly communicate in some way that you are an ally. This means signage and social media and website advertising. No one is going to get it right, all the time. We are all human. The most important thing you can do is operate from a place of being willing to make change. There needs to be a collaborative dialogue between the employers, employees and potential employees. If you are not considering accessibility prior to the interview stage, then you are not creating an opportunity to bring all people into the business.
