Some of the most talented people in the world have disabilities or impairments. But if a business can’t offer an accessible workplace, there is little chance of attracting these people to the company. Accessibility comes in many different shapes and sizes, and below are a number of ways companies and HR managers can enhance their workplace’s accessibility.
Physical Accessibility
The first thing to consider, and probably the most obvious, is how easy it is to physically access your place of work. If there are physical barriers preventing certain people from accessing your workplace, the accessibility of your actual office becomes irrelevant. While physically able-bodied people take for granted how easy it is to walk up a flight of stairs, this is a huge obstacle to physically disabled people, especially wheelchair users.
Start by mapping out all the different routes in and out of your workplace and consider anything that may impact physically disabled people. Do you have to take any stairs to enter or exit the building? If so, is there an option to use a ramp? Does your building need a lift to help with accessibility? Is there a clear path without any lawn or artificial grass?
If you are catering to wheelchair users, you’ll also need to ensure your workplace is fitted with wide doorways, adjustable desks, and low surfaces. Finally, make sure you have a suitable exit plan for physically impaired staff members or visitors in the event of a fire.
Digital Accessibility
While physical accessibility is arguably the most important consideration, most jobs today can’t be performed without some form of digital assistance. While digital technology has proven to be a great aid to the vast majority of us, it does throw up some barriers for those with visual, hearing, or physical impairments.
Consider the technology that an employee will need to use to perform their role. Considering all the different forms of disabilities, ask yourself if anyone would be able to use these devices and tools.
Fortunately, today there are various extensions and tools that make life easier for those with impairments. Screen readers help blind or visually impaired users by converting digital content into audio. Joysticks and hands-free mice are also helpful innovations for those who have difficulty grabbing a regular mouse due to physical disabilities.
Even something as simple as a company presentation or team meeting now relies on digital, which again throws up considerations, especially if you have team members who are deaf or hard of hearing. Simple efforts such as adding captions to company presentations will increase the accessibility of your workplace.
Communication Accessibility
No work team can function effectively or efficiently without communicating with one another. Again, this is something many of us take for granted – a conversation about project performance, feedback on a task, or employee reviews all help a team to function correctly. But these conversations, whether verbal or digital, aren’t as simple for some people.
The best way to improve your workplace accessibility from a communication perspective is to provide communication in a variety of forms, including written, verbal, and visual. For hearing-impaired employees, you may even want to use sign language to deliver important information. Not only can this improve the accuracy of the communication, but it may also help your employee to feel like you’re taking the extra step for them.
Going above and beyond in this area isn’t just the right thing to do, it should also greatly benefit your team in terms of performance. Even simple efforts, such as providing meeting information beforehand, can allow those with sensory impairments to digest information in their own time at their own pace.
Inclusive Culture
One of the best ways to enhance workplace accessibility is to simply promote a more inclusive culture that makes all employees feel comfortable regardless of disability or impairment. While this may sound like standard practice, studies show that the majority of conversations around disabilities and workplace accessibility have to be initiated by the employee rather than the employer. These findings highlight the fact that many workplaces, despite being a physically accessible workplace, aren’t creating a comfortable space for disabled employees.
Instead of relying on staff members to speak up at work, ask all employees if they have any special requirements during the hiring process and make these adjustments ahead of their start date. Regularly check in with staff too, to see if there are any further adjustments that need to be made for a more accessible workplace.
It can also be good to offer training to all staff on dealing with disabilities and impairments. This will help to reduce the stigma around discussing disabilities and naturally promote a more inclusive, open workplace.
Ongoing Improvements
Finally, don’t just make adjustments and think your hard work is done. It’s important to make constant, ongoing improvements in line with laws and also innovation. Your workplace accessibility adjustments can quickly become outdated, so it’s important to stay on top of technological advancements. For example, a simple lift modernisation could be needed or newer digital technology could be available.
It’s also important to consider how general culture changes. Working from home is now far more accepted and even expected by some employees. Allowing workers to work from the comfort of their own home, where they are likely already set up in terms of accessibility, could be the best way to offer workplace accessibility.
Inclusivity in the workplace is also becoming a more acknowledged subject in general, and making the necessary adjustments for all employees will likely mean that your company is able to access a wider pool of talent.
Final Thoughts
Creating an accessible workplace was once challenging, but there really is no excuse in the 21st century. Technology has developed at an alarming rate, providing the necessary tools for disabled employees to perform their roles effectively. But alongside removing physical and technological barriers, it’s imperative that you create an inclusive culture where employees feel they can talk openly and make requests for further improvements.
