The Power of "A": How Accessibility Strengthens Your DEI Efforts

Catarina Rivera, MSEd, MPH, CPACC , a LinkedIn Top Voice in Disability Advocacy suggests that we should use IDEA instead of DEI because people with disability are often left out. She referenced a Harvard Business Review article only 4% of companies that prioritise diversity, consider disability in their initiatives. This is a great conversation topic and organisations that have the right maturity and appetite for DEI should think about getting from DEI to IDEA.

[Read up on “Do Your D&I Efforts Include People with Disabilities? ” by HBR]

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Getting definitions out of the way

Let’s start with definitions; whilst diversity, equity, inclusion (DEI) can and should be considered alongside accessibility, they are distinct concepts that address different aspects of inclusivity:

• Diversity: Refers to the presence of differences within a given setting, such as race, gender, ethnicity, sexual orientation, age, disability status, etc.
• Equity: Focuses on creating fair treatment, access, opportunity, and advancement for all individuals, while striving to identify and eliminate barriers that have prevented full participation of some groups.
• Inclusion: Involves creating a culture where all individuals feel welcomed, respected, supported, and valued, and where diversity is actively embraced and leveraged.
• Accessibility: Refers to the design of products, devices, services, or environments that are usable by people. It ensures that people with diverse backgrounds can perceive, understand, navigate, and interact with the workplace environment effectively.

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Is accessibility exclusively for people with disability?

Accessibility focuses specifically on removing barriers—whether physical, digital, or communicative. Naturally, it’d come to mind that it is about what prevents individuals with disabilities from fully participating in activities, accessing information, or utilizing facilities on an equal basis with others.

However, when an organization is less accessible, various groups can be disproportionately affected:

1.?????? People with Disabilities: This includes individuals with mobility impairments, sensory disabilities (blindness, deafness), cognitive disabilities, and other disabilities that may require accommodations for physical access, communication, or technology use.

2.?????? Elderly Employees: Aging populations may experience reduced mobility or sensory capabilities, making accessibility enhancements beneficial for their continued participation in the workforce.

3.?????? Parents and Caregivers: Accessible facilities and flexible work arrangements can support parents with strollers, caregivers of elderly family members, or those balancing work responsibilities with caregiving duties.

4.?????? Pregnant Employees: Accessibility considerations can accommodate the needs of pregnant individuals, such as accessible restrooms, seating options, and reduced physical exertion requirements.

5.?????? Temporary Disabilities: Employees recovering from injuries, surgeries, or temporary health conditions may require temporary accommodations that support their ability to work effectively during recovery.

6.?????? Neurodiverse Individuals: People with neurodivergent conditions (e.g., autism, ADHD) may benefit from workspace design, recruitment and communication practices that reduce sensory overload and promote focus.

7.?????? Cultural and Linguistic Minorities: Language barriers or cultural differences may create accessibility challenges in understanding workplace communications, policies, or procedures.

8.?????? Remote Workers: Ensuring digital accessibility for remote employees allows them to access information, participate in meetings, and contribute to projects on an equal footing with on-site colleagues.

9.?????? Visitors and Clients: Accessibility impacts not only employees but also visitors and clients who may interact with the organization's facilities or digital platforms.

10.? Job Applicants: Ensuring accessibility in the recruitment process—including accessible job postings, application forms, and interview accommodations—supports equitable access to employment opportunities.

11.? LGBTQIA+ community: Challenges faced include lack of inclusive facilities, policies protecting against discrimination, benefits that exclude same sex-partners (or transgender individuals), exclusionary dress codes, and others.

Considering these diverse groups in accessibility planning helps organizations create inclusive environments where all individuals can participate fully and contribute effectively to the organization's goals.

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Steps to Increase Accessibility

ONE - Conduct Accessibility Audits:

An accessibility audit should include:

1. Physical and Environmental Inaccessibility – does your organisation provide inclusive facilities?
2. Cultural and Social Inaccessibility Work environment: are there adequate policies to protect the safety and wellbeing of diverse people? A Policies & procedures: are there adequate policies to protect the safety and wellbeing of diverse people? Policies to protect against discrimination? Procedures to address discrimination/ harassment?
3. Organizational and Structural Inaccessibility Supportive Benefits: inclusive insurance coverage for LGBTQIA individuals or diverse family structures Inclusive dress codes: don’t enforce gender binaries and accommodates non-binary or gender non-conforming individuals.
4. Psychological and Emotional Inaccessibility Mental Health Support: are there mental health resources tailored to the needs of diverse people e.g. LGBTIQ people? Support Networks: is there a presence of employee resource groups (ERGs) or affinity groups AND mentorship programs that include diverse mentors
5. Digital and Communication Inaccessibility Inclusive Language and Imagery: doe the organisation use of inclusive language in company communications that considers and reflects the diversity of sexual orientations and gender identities?

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TWO - Implement Universal Design: Apply universal design principles to create environments usable by all people. Ensure buildings, workspaces, and technology are accessible to individuals with various disabilities, diverse cultural backgrounds, elderly, neurodiverse and other identities.

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THREE - Provide Accommodations: Offer reasonable accommodations tailored to individual needs (e.g., ergonomic furniture, assistive technology). Develop flexible work policies that allow for remote work, flexible hours, and leave options for caregivers and those with temporary disabilities.

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FOUR - Enhance Digital Accessibility: Ensure websites, intranets, and digital tools are accessible to people with disabilities. Use accessible design practices in all digital content creation.

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FIVE - Train Employees: Provide training on accessibility and inclusion to all employees. Develop awareness programs about the needs of different groups, such as people with disabilities, neurodiverse individuals, and cultural minorities.

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SIX - Foster an Inclusive Culture: Promote a culture of inclusion and respect for diversity. Encourage open communication and provide platforms for employees to voice accessibility concerns.

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SEVEN - Review Policies and Procedures: Ensure recruitment processes are inclusive and accessible. Develop policies that support accessibility, such as clear communication strategies and inclusive meeting practices

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EIGHT - Leverage Technology: Utilize assistive technologies and software that support accessibility (e.g., screen readers, speech-to-text software). Ensure compatibility of digital platforms with various assistive devices.

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In conclusion

Today, we discovered that accessibility benefits a wider range of employees than initially thought. Therefore, we need to include accessibility as part of the conversation and design to help our organisation unlock the full potential of a diverse workforce.

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Ready to take action?? Learn the steps to increase accessibility in your organization and? #MakeInclusionWork for everyone!