Workplace Accessibility for Disabled: Why Inclusion Should Be Priority
Chelsea Feeney, Associate, Stevens & Bolton
Modern workplaces are undergoing significant changes. Technological advancements and legislative reforms have shaped how businesses function. While companies navigate through these changes, ensuring accessibility for employees with disabilities must remain a priority.
Organisations must be proactive in creating an environment that allows all employees to thrive, regardless of ability. Failure to do so can lead to expensive discrimination lawsuits, but also robs businesses of valuable perspectives, skills and contributions.
A return to office work
The Covid-19 pandemic changed the expectations of many employees. The use of remote and hybrid working became commonplace, providing greater flexibility and in some cases increased accessibility. This change was especially beneficial to disabled workers who face many barriers in traditional offices, such as inaccessible workspaces, rigid schedules, or commuting problems.
As more companies return to the office, it is important that employees with disabilities are not adversely affected by this change. Remote work is not only a convenience, but also a necessity for some employees. It allows them to fulfill their role effectively without the physical and logistics hurdles that come with an office.
Businesses should adopt a case by case approach to foster inclusivity. They must be aware that a “one size fits all” policy could inadvertently disadvantage some employees. Offering remote work, flexible working hours, and hybrid arrangements, where possible, can help to maintain the accessibility on which many workers have become reliant. This would reduce the likelihood of a disabled worker bringing a discrimination claim on the basis that the business’s policy is to force all employees to return to work.
Technology and its role
The potential of technological advances to improve workplace productivity can be a mixed blessing if they are not prioritized for accessibility. When introducing new software, communication platforms, and collaboration tools, it is important to consider all employees’ needs, including those who are disabled.
Video conferencing software that does not have automatic captioning, for example, can exclude employees with hearing impairments. Websites and applications not compatible with screen reader software can be a major obstacle for employees who are blind or visually impaired.
Businesses should evaluate whether new systems are accessible and meet the needs of workers with disabilities or impairments to ensure that they do not suffer from the introduction of new technologies.
You could, for example, ensure that all digital content is compatible and provide live captions or transcripts during video calls or presentations. Consider implementing adjustable font sizes and colour contrast settings to improve readability. Voice recognition software is another option for employees who have reading disabilities.
Businesses can create a more inclusive work environment by integrating accessibility into their digital infrastructure. It would also reduce the likelihood of employees with disabilities claiming that they were not made to feel comfortable. But, each employee should be able to discuss reasonable adjustments on a case by case basis.
Recruitment
Employers should also focus on recruitment to make sure they don’t unknowingly disadvantage certain groups of potential employees.
Employers may be more hesitant to hire an employee if they have doubts about their ability to perform the job. This is due to the impending Employment Rights Bill which will make it a “day one” right to claim unfair dismissal. An employer may be reluctant to hire an employee returning from a long-term illness. This approach can lead to businesses losing valuable talent and a less diverse workforce.
Employers must review their recruitment processes to make sure they are up to date and to identify any areas that could restrict the ability of certain groups (e.g. Employees with disabilities are encouraged to apply. Employers can take practical steps to make the application process as accessible as possible. For example, they should ensure that all job ads clearly state that accommodations are available for selected candidates. Remote interviews can be offered to employees that find it difficult to attend in person, or extra time could be allowed for the written interview task.
Employers can take action by following these simple steps
Employers should make it a priority to create a workplace that is inclusive, in order to create an environment where employees feel supported.
Here are some practical steps that employers can take.
Engage in open dialogue
Listening to employees with disabilities is a crucial step towards improving workplace accessibility. Discussions about their challenges, needs and experiences are important to identify improvement areas. It is important to create an environment that encourages employees to request adjustments in a stigma-free, open manner. This can help avoid conflicts with employees who may not feel heard otherwise.
Offer accessibility and diversity training
A lack of knowledge is the root cause of many workplace barriers. Training sessions can be beneficial for managers, especially those who are responsible for the management of people. They can educate their staff about accessibility and inclusion.
Review workplace policy and practices
Businesses should constantly evaluate their policies in order to make sure they are aligned with accessibility standards as well as the needs of employees. It is important to review office layouts and ensure they are physically accessible. HR processes should be flexible enough to accommodate different needs.
Assistive Technology
Employers should, if necessary, consider whether ergonomic office equipment, specialist software, or assistive technologies would be beneficial to their employees. Employers must be proactive to ensure employees are aware of any support they may need.
Final Thoughts
Inclusion should be a priority for businesses to avoid losing out on diverse skills and perspectives because of recruitment practices. This is important to avoid costly claims of discrimination from employees who may be disadvantaged.
The first time this post appeared was on HR News.
