Making a more accessible workplace

The impact of barriers in the workplace

Anderson says, “Barriers within the workplace can be both physical (acoustics, lighting, climate control or someone who isn’t able to navigate a stepped entry or staircase) or attitudinal, such as a coworker with an ableist viewpoint on a subject, limiting accessibility and comfort to all. Such barriers prevent someone from connecting with others and can create malaise and an unproductive and unnurturing tone in the workplace.”

The cost of accommodation

Anderson says a common misconception is that workplace accommodations will cause financial hardship for an organization; in fact, the opposite is true. A 2020 survey report from the Job Accommodation Network (JAN) for the U.S. Department of Labor’s Office of Disability Employment Policy revealed that 56 percent of accommodations for employees do not cost anything. Examples of these, offered by Accessibility.com, include options for private workspaces, flexible work-from-home accommodations, and employee communication education including topics such as empowering lip reading practices. The same report highlighted that the remaining 44 percent of accommodations usually cost about $500 to execute; this could include screen reader technology, a special desk or other assistive devices. In addition to this, some more costly accommodations qualify for tax incentives when implemented.

Research cited by the Milton Chamber of Commerce confirms that workplace accommodations make economic sense. In fact, for each dollar a company invests in a workplace accommodation, it can expect to see a return of roughly $28, thanks to an increase in employee loyalty, attendance, and retention.

Missed opportunities

Anderson says another common misconception is that people with disabilities can’t contribute to an organization. Again, the opposite is true. Anderson points to data on employment tenure and performance of people with disabilities, stating that they tend to retain their jobs and have low turnover rates, with the U.S. Department of Labor reporting that employers who supported those with disabilities have seen a 90 percent increase in employee retention rates.

Anderson says, “There is a societal cost to not having accessible spaces. There is a lost opportunity for connection and human harmony. People are being shut out of the potential to grow and evolve into their greatest selves, and this causes a ripple effect. The business owner misses out, and the great candidate misses out.”

Making documentation more accessible

Paper-based documents can pose a barrier to many people with disabilities. Committing to digitizing documentation and making content accessible via screen readers, for example, can create a more inclusive and productive environment. Think about how much easier it is to find something through a digital search function compared to rummaging through a vast paper-based system. Screen readers and accessible features like voice-to-text or captions on videos offer tremendous benefits to empower someone with a disability. Increasingly, devices and platforms, with the help of AI, provide these types of accommodations for free.

Talking the talk

Anderson speaks to how antiquated language can also cause accessibility barriers. He says that simply asking and listening is a key practice in creating meaningful change. Learning preferred terminology, using person-first language and coming from a place of openness to learn goes a long way. As an example, Anderson shared how the mention of “handicapped” parking spots makes him feel tense, compared with more empowering terminology, such as “accessible” parking spot.

Moving from theory to action

Anderson points to how things that people with disabilities have long been advocating for have now become common, such as flexible work locations, the opportunity to work from home and flexible hours. A silver lining of the pandemic was that it provided proof that we could be just as or more productive when working from home. This development in recent years has proven to benefit everyone.

With an understanding that accessible solutions can benefit everyone in the workplace, HCM professionals and other members of the leadership team can use the guiding questions below as a starting point to audit your organization’s accessibility and prioritize areas of improvement.

• Is there a system in place for staff and customers with disabilities to provide feedback on your accessibility practices?
• Are the appropriate staff trained on current and emerging provincial and Federal standards for accessibility (i.e. the Accessibility for Ontarians with Disability Act, ODA)
• Does your organization have clear and up-to-date accessibility policies?
• Do your emergency preparedness measures include practices that ensure the safety of people with disabilities?
• Does your organization perform regular accessibility audits?
• Are staff provided regular training surrounding accessibility practices and the importance of creating an inclusive workplace?
• Do leadership and staff proactively include accessible, inclusive considerations in all aspects of their work, including recruitment and interview processes? (Going beyond reactively providing accommodations upon request)
• Are online recruitment promotions and practices attractive and accessible to potential applicants, existing employees and customers with disabilities?

Creating influence from the top

Anderson acknowledges it is a vulnerable position for leaders to admit a gap in knowledge and a need to better educate themselves on a topic, no matter what it is. However, the best leaders can do so with curiosity and good intentions. He cautions, though, that it is not the responsibility of the person with a disability to provide accessibility education, although they can if they want to and feel comfortable doing so.

Anderson says, “An internal culture shift that invites people with disabilities into an organization with an honest statement from leadership outlining where they are on their learning journey concerning disabilities communicates an openness to wanting to learn.”

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