Accessibility in the New Normal: Rethinking RTO Policies for All Employees

In a bustling city, the corporate headquarters of Prestine Solutions was abuzz with excitement. After two years of remote work due to the pandemic, the company's leadership announced a return to office (RTO) policy, emphasizing the need to restore in-person collaboration and maintain traditional workplace culture. The decision was made by the company's executive team, a group of well-resourced, neurotypical individuals without carer responsibilities.

Emma, a brilliant data analyst at Prestine Solutions, had thrived while working remotely. Emma was neurodivergent and had a mobility impairment that made commuting difficult. The remote work setup allowed her to manage her condition comfortably and contribute her best work without the physical strain of traveling to the office.

Despite Emma's outstanding performance, the RTO policy did not consider the challenges she faced. The executive team, unfamiliar with the realities of living with disabilities or neurodivergent conditions, assumed that everyone would welcome a return to the office. They believed it would strengthen team bonds and foster creativity, overlooking the unique needs of employees like Emma.

Emma's commute involved navigating public transportation, which was often crowded and stressful. Additionally, the office building lacked adequate accessibility features, making her daily routine even more challenging. The RTO policy mandated full-time office attendance, with no flexibility for those who struggled with the transition.

As the RTO date approached, Emma's anxiety grew. She voiced her concerns to HR, but her pleas were met with limited understanding. The policy had been set, and there was little room for exceptions. Emma felt marginalized and unheard, her needs overshadowed by the company's drive to return to "normalcy."

On her first day back at the office, Emma encountered numerous obstacles. The building's entrance had a steep ramp, difficult to navigate with her mobility aid. Inside, the noise and bustling activity overwhelmed her, making it hard to concentrate. Her productivity plummeted, and the stress began to take a toll on her health.

Emma wasn't alone in her struggle. Another colleague, Mark, who had been balancing work with caring for his elderly mother, found the rigid RTO policy impossible to manage. The lack of carer responsibilities among the decision-makers meant that Mark's situation wasn't even considered. He had to make a tough choice between his job and his caregiving duties.

The story of Emma and Mark is a stark reminder that without inclusive planning, policies can inadvertently marginalize those with diverse needs. Prestine Solutions' RTO policy, driven by privileged perspectives, failed to accommodate employees with disabilities, neurodivergent conditions, and carer responsibilities. The return to office work, intended to unify and strengthen the team, instead created barriers and exacerbated inequities.

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Emma and Mark's experiences highlight the importance of inclusive decision-making. By involving diverse voices and considering the unique challenges faced by all employees, organizations can create policies that truly support everyone, ensuring a more equitable and productive workplace.

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Many organizations are still navigating to find the right formula for return to office (RTO), aiming to restore in-person collaboration and maintain traditional workplace culture. However, these initiatives often do not consider the challenges faced by diverse groups, such as individuals with disabilities and neurodivergent conditions. Decisions are typically made by those with privilege, who may not have carer responsibilities, disabilities, or neurodivergent conditions, and who often have more resources. As a result, the lack of inclusive planning has led to policies that overlook the unique needs of these marginalized groups, making the transition back to office work significantly more difficult for them.

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Why Current Return-to-Office Initiatives Aren't Inclusive:

• Focus on Physical Accessibility Only: Current plans primarily address physical limitations (ramps, elevators), neglecting other accessibility needs.
• One-Size-Fits-All Approach: They assume everyone has the same ability to commute, manage time, and focus in an office environment.

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Groups Impacted by Return to Office Decisions

ONE - People with Physical Disabilities:

At the 2024 Workplace DE&I Conference, Akii Ngo (they/them/theirs) shared the following perspectives:

• When we require a person on a wheelchair to go into office each day, we put them under a lot of strain.
• Did you know that only 1 out of 7 buses that she could take, has a ramp for people on wheelchair?
• Did you know that requires her to be up super early to have the chance of catching that random bus that has it?
• Did you know that it'd increase the wait time up to 4 times of a normal person? And that'd be for both return trips?
• Did you know that on some days, people like her only get back past 930pm? And that itself does not include the stress of rushing to catch trains or buses or planes?

That also does not include severe weather conditions that increase the commute and stress that comes from it.

Impact: Individuals who use wheelchairs face significant barriers in commuting due to just the limited availability of accessible public transportation. This does not even yet include intersectional considerations e.g. race, neurodivergence, etc.

TWO - People with ADHD and Other Neurodivergent Conditions:

We also need to learn from the lived experience of Leanne Maskell , a advocate and voice for people with ADHD:

• Did you know that navigating the commute to the office after an early morning start can trigger overwhelming confusion and stress for someone with ADHD?
• Did you know that using public transportation and navigating busy transit stations can be incredibly challenging for individuals with ADHD, often leading to disorientation and anxiety?
• Did you know that losing essential items like keys or ID cards can severely hinder a person with ADHD from smoothly accessing the office, exacerbating their travel difficulties?
• Did you know that missing important notifications or directions can cause a person with ADHD to feel lost and frantic, especially when they are trying to adhere to a specific schedule?
• Did you know that being unable to find the correct office or floor in a large building can induce panic attacks for someone with ADHD, making them feel helpless and overwhelmed?

Impact: Commuting can be a source of overwhelming confusion and stress. Leanne notes that navigating busy transit stations and dealing with lost items like keys or ID cards can severely hinder a smooth commute, leading to heightened anxiety and panic attacks.

THREE - People with Chronic Illnesses:

• Did you know that commuting can be physically exhausting for individuals with chronic illnesses, often exacerbating their symptoms and reducing their overall productivity and well-being?
• Did you know that the stress and physical strain of commuting can lead to flare-ups of chronic illness symptoms, making it challenging for individuals to maintain consistent attendance at work?
• Did you know that long and unpredictable commutes can significantly impact the health of people with chronic illnesses, often requiring them to rest more frequently and take additional recovery time?
• Did you know that the lack of accessible and comfortable commuting options can make it difficult for individuals with chronic illnesses to travel to work, leading to increased fatigue and stress?
• Did you know that exposure to crowded and poorly ventilated public transportation systems can be particularly harmful for individuals with chronic illnesses, increasing their risk of infections and exacerbating their condition?
• Did you know that rigid return-to-office policies can disproportionately affect employees with chronic illnesses, as they may struggle to cope with the physical demands of daily commuting and the inflexibility of traditional work schedules?

Impact: Commuting can be physically exhausting, exacerbating symptoms of chronic illnesses and reducing overall productivity and well-being.

FOUR - People with Carer Responsibilities:

• Did you know that commuting to work can significantly disrupt the schedules of employees with caregiving responsibilities, making it difficult for them to provide timely care for children, elderly parents, or relatives with disabilities?
• Did you know that rigid return-to-office policies often conflict with the need for flexible hours among caregivers, who require adaptable schedules to manage their caregiving duties effectively?
• Did you know that the time spent commuting can reduce the available hours caregivers have to attend to their responsibilities, leading to increased stress and potential burnout?
• Did you know that the additional travel time can limit caregivers' ability to respond to emergencies at home, creating anxiety and potentially compromising the care provided to their dependents?
• Did you know that caregivers often face significant logistical challenges in arranging transportation and care for their dependents while they commute, further complicating their daily routines and increasing their overall workload?
• Did you know that without remote work options, caregivers may struggle to balance their professional and personal responsibilities, impacting their job performance and overall well-being?

Impact: Employees with caregiving responsibilities for children, elderly parents, or relatives with disabilities face significant scheduling challenges. The rigid structure of RTO policies can conflict with their need for flexible hours and remote work options to manage caregiving duties effectively.

FIVE - People from Lower Socioeconomic Backgrounds:

• Did you know that increased commuting costs can place a significant financial burden on individuals from lower socioeconomic backgrounds, making it harder for them to manage essential expenses?
• Did you know that longer commute times can reduce the available time individuals from lower socioeconomic backgrounds have to spend with their families, impacting their personal well-being and family relationships?
• Did you know that unreliable public transportation options often mean that individuals from lower socioeconomic backgrounds have to spend more time and money on their daily commutes, exacerbating their financial and time constraints?
• Did you know that the stress of long and expensive commutes can affect the mental and physical health of workers from lower socioeconomic backgrounds, reducing their overall productivity and job satisfaction?
• Did you know that individuals from lower socioeconomic backgrounds may face additional challenges in accessing affordable and convenient childcare due to their longer and less predictable commute times?
• Did you know that the lack of affordable housing near employment centers often forces individuals from lower socioeconomic backgrounds to live farther away, resulting in longer commutes and increased transportation costs?

Impact: Increased commute costs and time can disproportionately affect individuals from lower socioeconomic backgrounds, adding financial strain and reducing time available for family and personal well-being.

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Rethinking Accessibility

Imagine a company named TechFuture Solutions, renowned for its innovative projects and diverse workforce. Among its employees is Sarah, a talented software developer with a physical disability. Each day, Sarah navigates significant obstacles commuting to the office, often arriving exhausted and stressed. Despite her dedication, the physical and mental toll of her commute affects her productivity and well-being. One day, Sarah's manager notices her struggles and initiates a company-wide accessibility audit. The results prompt the company to implement flexible work arrangements, allowing Sarah to work remotely. Additionally, TechFuture Solutions enhances its office environment with assistive technologies and accessible transportation options. These changes not only transform Sarah's work experience but also benefit many other employees facing similar challenges.

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As workplaces evolve, the importance of inclusive and accessible environments becomes increasingly apparent. Accessibility is not just about physical spaces but also about creating flexible and supportive work arrangements that cater to the diverse needs of all employees. By rethinking accessibility, organizations can foster a more inclusive culture, enhance productivity, and ensure that everyone has the opportunity to thrive.

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1. Conduct Comprehensive Accessibility Audits: Evaluate the needs of all employees through surveys and consultations, ensuring that accessibility challenges are identified and addressed.
2. Implement Flexible Work Arrangements: Offer hybrid or fully remote work options to accommodate employees facing significant barriers in commuting. This flexibility can help balance work and personal responsibilities.
3. Enhance Workplace Accessibility: Ensure that office environments are equipped with necessary accommodations, such as assistive technologies, quiet spaces, and clear signage, to support all employees, including those with disabilities and neurodivergent conditions.
4. Provide Transportation Support: Explore options for providing accessible transportation or transportation allowances to ease the commute for employees with physical disabilities and other challenges.

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Privilege derails Inclusion and Accessibility

Imagine Publishing Powerhouse, a renowned publishing company known for its progressive approach. At the helm sits Charles, the Editor-in-Chief, who thrives on the energy of in-person brainstorming sessions. However, Amelia, a talented editor with dyslexia, finds these sessions overwhelming and struggles to keep up with the rapid pace. Her challenges remain invisible until a colleague raises concerns with Charles. This realization prompts Charles to re-evaluate the company's collaboration methods, incorporating asynchronous brainstorming tools and offering flexible work arrangements. By embracing diverse perspectives, Charles fosters a more inclusive environment where Amelia's talents can truly flourish.

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In today's rapidly evolving work environment, it's crucial to recognize how privilege influences decision-making processes, particularly in return-to-office policies.

Leaders who haven't experienced significant accessibility challenges may inadvertently overlook the needs of employees with disabilities or neurodivergent conditions. This gap in understanding can lead to policies that perpetuate inequities and marginalization, rather than fostering a truly inclusive workplace.

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Call to Action

1. Active Consultation: Involve employees from diverse backgrounds in the planning and implementation stages of return-to-office policies to ensure their needs are met.
2. Advocacy and Education: Educate leadership and staff about the challenges faced by colleagues with disabilities and neurodivergent conditions. Promote a culture of empathy and support.
3. Policy Reformation: Re-evaluate current policies and make necessary adjustments to accommodate all employees, ensuring that accessibility is a priority rather than an afterthought.

By recognizing and addressing these issues, organizations can foster a more inclusive, supportive, and productive work environment for everyone.

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Conclusion

Creating an inclusive workplace goes beyond physical accessibility; it requires a comprehensive approach that considers the diverse needs of all employees. By rethinking accessibility, conducting thorough audits, implementing flexible work arrangements, enhancing workplace accommodations, and providing transportation support, organizations can build a more supportive and productive environment. It is essential for leaders to recognize the role of privilege in decision-making and actively involve diverse voices to foster true inclusivity. Through these efforts, companies can ensure that everyone has the opportunity to thrive, leading to a more equitable and dynamic workplace.

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