The Irony of Inaccessible Accessibility Meetings

Thanks to the tireless efforts of self-advocates and allies, discussions about accessibility and workplace adjustments are now happening across the board. However, it is disheartening to see that some of these very discussions, meant to address accessibility, are themselves inaccessible. There is nothing more oxymoronic than insisting on face-to-face meetings about accessibility and disability inclusion, thereby replicating the same barriers we aim to dismantle, there may be some scenarios when you physically need to test accessibility of places where physical presence is needed but that should be an exception after all efforts of replicating this scenario virtually have been exhausted. This isn't just non-inclusive to disabled individuals; it also excludes those who are pregnant, have caregiving responsibilities, or live outside the geographic area etc.

When meetings and work streams on accessibility fail to be accessible, the work itself becomes incomplete and risks being perceived as mere window dressing. To genuinely advance disability and social justice, we must first ensure that our own practices reflect the inclusivity we advocate for. Here are several key points to consider:

1. Education and Training: Those involved in these work streams need to be trained on the basics of accessibility and disability. This includes understanding the social model of disability, which recognises that disability is caused by the way society is organised rather than by a person’s impairment. Learning how to organise inclusive meetings is fundamental.
2. Respect for Adjustments: If we truly want to involve disabled colleagues or customers, we need to respect their required adjustments as a minimum standard. This means considering various formats for participation, such as virtual meetings, asynchronous communication, and accessible documentation.
3. Compensation for Participation: It’s crucial to compensate disabled participants for their time and contributions. Expecting them to participate out of goodwill is not only disrespectful but also impractical, as it doesn’t address their financial needs. Acknowledging their expertise and providing fair compensation is essential.

This is a plea to all those working in Accessibility, User Research, Vulnerability, HR, and D&I. We must do better. True inclusion requires us to critically evaluate our practices and ensure that we are not perpetuating the very barriers we seek to remove.

Thank you for listening. Let’s work together to create genuinely inclusive environments where everyone can participate fully and equally.

P.S. The views expressed here are my own and doesn't reflect my employers or anyone else.

#Accessibility #Inclusion #Disability #DiversityAndInclusion #DEI #UX