As we continue to discover the world we live in, we realise that it is more diverse than we once imagined. A growing number of adults, who are aware of their diversity, are joining the workforce, and adults currently in the workplace are now gaining access to assistance that was not previously available. In light of this change in both the awareness and composition of working adults who identify as having a neurotypical diversity, it is critical for organisations to create an inclusive work environment where all employees feel seen, valued, respected, and supported. In effect, it is essential for organisations to focus on accessibility throughout their development, with reference to both organisational culture and their physical presence.
Accessibility, in this context, refers to the design and implementation of workplace practices, policies, and physical spaces that are easily accessible to all employees, regardless of their abilities and experience. By considering the diverse needs and abilities of all, we can cultivate an environment that is accessible, usable, convenient, and a pleasure to use, and this benefits everyone. When employees advocate for accessibility, they support the creation of a more inclusive work environment that meets the needs of all employees, including those with disabilities. This can lead to a better working environment for everyone, higher employee morale, and greater productivity.
As Maya Angelou said, ‘Each time a woman stands up for herself, without knowing it possibly, without claiming it, she stands up for all women.’ The same could be said for accessibility. Each time we advocate for accessibility, those that follow will enter a more accessible world.
What is Employee Advocacy for Accessibility?
When Hannah was little, I would tell people that the buck stopped with me in terms of her ability to access what she needed to fully participate in a given situation. However, now that she has grown to be her own independent individual, I’ve realised that the buck now stops with her—how well her needs are met in terms of accessibility now depends on her. So, what do I do? How do I use my experience of advocating for her throughout her younger years to empower her to stand up for herself? By creating an enabling environment for Hannah to advocate for what she needs. This includes what she will need when she enters the world of work. This definitely sounds much easier than it has been for me. However, regardless of my struggles throughout this process, I am so proud of the strong, young woman she has become and cannot wait to see what she does with her time on this mortal coil.
Similar to the way that I needed to advocate for Hannah when she was younger, employee advocacy for accessibility means that employees are proactively supporting and promoting accessibility in the workplace for themselves and for others. This involves employees taking an active role in creating an inclusive work environment that caters to the needs of all employees. To achieve this, employees can raise awareness and educate their colleagues and management about accessibility issues that may be impacting their work. This can include educating others about the types of barriers that exist in the workplace, such as physical barriers or digital barriers, and how they can be addressed.
Employees can also advocate for changes that will benefit all employees. This could involve suggesting changes to physical or digital spaces, such as the installation of ramps or the implementation of screen-reader software, audio control, and timing adjustments. Employees should work with management to develop policies and practices that promote accessibility and inclusivity, such as providing reasonable accommodations, flexible working arrangements, or training programs for employees and managers. Reasonable accommodations include any changes made to the application or hiring process, to the job itself, to the way the job is carried out, or to the work environment to accommodate an individual with a disability who is adequately qualified for the position to ensure they can perform the essential functions of that job and enjoy equal employment opportunities.
By advocating for accessibility in the workplace, employees can help create a culture of inclusion where everyone can feel seen, valued, and respected. This can lead to increased employee engagement, productivity, and job satisfaction, as well as attracting and retaining diverse talent. Ultimately, employee advocacy for accessibility benefits everyone.
How can employees advocate for accessibility in the workplace?
Sharing their Own Experiences
Firstly, employees can raise awareness about accessibility by sharing their own experiences and challenges faced due to a lack of accessibility. This can help their colleagues and management better understand the importance of accessibility and the impact it has on employees’ daily lives. When employees share their experiences and challenges faced due to a lack of accessibility, it can help create a deeper understanding of the impact of inaccessibility in the workplace. For example, an employee with a visual impairment may share their experience of struggling to navigate the office without adequate lighting or clear signage. By sharing personal stories, employees can raise awareness among their colleagues and management, which can help create a more inclusive workplace environment.
Education About Assistive Technologies
Secondly, employees can educate their colleagues and management on the various assistive technologies and accommodations available for employees with disabilities. Often, individuals without disabilities may not be aware of the tools and technologies available to assist those with disabilities, leading to exclusion and a lack of support for disabled employees. Examples of assistive technologies and accommodations that can be discussed include screen readers, magnifiers, speech recognition software, adjustable desks and chairs, and accessible communication tools. By educating others about these tools, employees with disabilities can help break down stereotypes and misconceptions surrounding disabilities and encourage a more inclusive and supportive workplace.
Striving for Continuous Improvement in Accessibility
Lastly, employees can use their voices to bring attention to specific areas in the workplace where accessibility is lacking or could be improved and push for changes in policies or procedures that may create barriers for individuals with disabilities. Employees can also initiate accessibility audits to identify areas that need improvement. These audits can be conducted internally or by bringing in external experts. The results of these audits can be used to develop an action plan for improving accessibility, which could include changes to physical spaces, policies, and procedures.
The Role of HR and Management in Promoting Accessibility
In addition to the important role that employees have, HR and management also play a crucial role in promoting accessibility within an organisation. They can support and encourage employee-led accessibility initiatives by providing necessary resources, training, and support. This support can include providing employees with information about the various assistive technologies and accommodations available, as well as providing them with the necessary resources and tools to educate their colleagues and management on accessibility.
HR and management can also ensure that accessibility is integrated into the company’s values and mission. This can be achieved by including accessibility in the company’s code of conduct, employee training, and recruitment processes. By doing so, employees will be more aware of the importance of accessibility, and it will become a core part of the company’s culture.
Moreover, HR and management can ensure that accessibility policies are regularly reviewed and updated. They can seek feedback from employees with disabilities and make adjustments as necessary. Regularly reviewing and updating accessibility policies can help ensure that the company stays current with the latest assistive technologies and accommodations available and that employees with disabilities have equal access to job opportunities and resources.
Real-life Advocacy Success Story
Microsoft’s “Disability Answer Desk” is an example of a successful employee-led accessibility initiative that provides technical support to customers with disabilities. The initiative was launched in 2015 with the aim of providing specialised support to customers who have disabilities and face challenges using Microsoft products.
The Disability Answer Desk is staffed by a team of trained experts who are knowledgeable about accessibility and disability-related issues. Customers with disabilities can contact the desk via phone, email, or chat and receive assistance with a wide range of issues, including setting up and configuring accessibility features, troubleshooting technical issues, and learning how to use Microsoft products.
One of the unique features of the Disability Answer Desk is that it is staffed entirely by people with disabilities or who have experience with disability-related issues. This ensures that customers receive support from people who understand their needs and can provide relevant and practical advice.
The Disability Answer Desk has been highly successful in promoting accessibility and improving the customer experience for people with disabilities. It has received positive feedback from customers, disability advocates, and accessibility experts and has won several awards for its innovative approach to customer support. By providing specialised support to customers with disabilities, Microsoft has demonstrated its commitment to accessibility and inclusion and has set an example for other companies to follow.
Conclusion
Employee advocacy for accessibility is a vital component of creating a diverse and inclusive workplace that caters to the needs of all employees, including those with disabilities. By taking an active role in promoting and advocating for accessibility, employees can help raise awareness, educate their colleagues and management, and initiate changes that will benefit employees with disabilities. HR and management can support these efforts by providing the necessary resources, training, and support, and by integrating accessibility into the company’s values and mission. With the help of employee advocacy and the support of HR and management, we can create a more inclusive and accessible workplace for all employees, and help future employees, like Hannah, reach their full potential and find joy in what they do for a living.
