An accessible workplace
In order to have a fully inclusive workplace, a work environment must be created that is physically, technologically and attitudinally accessible.
An accessible workplace will maximize productivity, by eliminating barriers, that can prevent people with disabilities from working to their potential.
Examples of each of the types are as follows:
Here are some things you should know about workplace accessibility:
- The Americans with Disabilities Act created accessibility standards for the workplace. Employers must comply with these standards to create an accessible workplace for all employees.
- There are different types of Accessibility: Physical, Technological, Electronic and Information Technology, and Attitudinal.
The accessible workplace will help your business:
- Increase productivity among workers with disabilities
- Fully utilize the talent pool of job candidates with disabilities
- Cultivate an inclusive workplace culture
- Improve and expand its customer base to people with disabilities by eliminating barriers that may prevent or deter them from accessing the services and products offered
- Your company can use Universal Design to make modifications that will encompass a wide range of disabilities and needs. Such modifications will effectively eliminate work barriers at minimal cost.
- Shop competitively when purchasing accessible services and products. There are several vendors and consultants who can help you make your workplace eliminate barriers.
Physical Accessibility
According to Title I of the ADA, it is an employer’s obligation, “to provide access for an individual applicant to participate in the job application process, and for an individual employee with a disability to perform the essential functions of his/her job, including access to a building, to the work site, to needed equipment, and to all facilities used by employees.”1
Areas in which accessibility modifications may occur include, but are not limited to:
- parking lots (handicapped parking spaces)
- entrances and exits
- fire alarms and emergency exits
- conference rooms and shared work space
- desks and personal work space
- hallways
- stairwells
- elevators
- restrooms
- cafeterias
Next Steps
- Assemble a team of individuals to dedicate time assessing, planning and implementing accessibility modifications at your workplace.
- Seek experts in accessibility to act as a consultant for your business.
- Assess needs of individuals with disabilities within your workplace.
- Assess existing conditions in your workplace and determine what changes, if any, need to be made.
Electronic and Information Technology Accessibility
Inaccessible electronic and information technology (IT) is often a significant barrier for people with disabilities in the workplace. Employers can examine the following areas to ensure accessibility to employees of all abilities:
- web-based intranet and internet information and applications
- email and other electronic correspondence
- software applications and operating systems
- telecommunications products
- video and multimedia products
- desktop and portable computers
- self-contained, closed products such as calculators, copier machines, and printers
- online job applications
Remember: Making electronic and information technology at your workplace accessible doesn’t have to be difficult or expensive. There are affordable solutions.
Next Steps
- Assess the electronic and information technology accessibility of your business. Consider immediate needs and forecast future needs for all current and prospective employees.
- Locate a resource (below) to work with that has expertise in IT accessibility. Work with them during the planning and implementation phases of needed modifications.
- Design a strategic plan for the development, implementation and follow-up activities regarding technological accessibility.
Attitudinal Accessibility
The misconceptions and attitudes that people within the workplace may have about disabilities can be the most significant employment barrier that people with disabilities face. The U.S. Department of Labor lists possible attitudinal barriers for employees with disabilities as:
- Inferiority: The employee is seen as a “second-class citizen”.
- Pity: People feel sorry for the employee and are patronizing as a result.
- Hero Worship: People consider a person with a disability living independently to be “special”.
- Ignorance: The employee is dismissed as incapable because of his or her disability.
- The Spread Effect: People assume that the employee’s disability affects his or her other senses.
- Stereotypes: People make both positive and negative generalizations about disabilities.
- Backlash: People believe the employee is being given an unfair advantage because of his or her disability.
- Denial: People may not believe that hidden disabilities are legitimate and therefore do not necessitate accommodations.
- Fear: People are afraid they will offend an employee with a disability by doing or saying the wrong thing and avoid the employee as a result.
There are tools and resources (see below) available to all employers to help break down attitudinal barriers in the workplace. By effectively engaging employees, your company can use leadership skills to create a forum for discussion regarding disability issues. In addition, you can provide training to employees to increase their understanding of disabilities and correct misconceptions and attitudes they may have about disabilities.
Helpful Communication Strategies
Next Steps
- Listen to your employees. Understand the attitudinal barriers that people with disabilities face in your workplace. Create an environment where employees feel comfortable talking to you about disability-related concerns or problems.
- Understand that Knowledge is power. Utilize tools and resources (see below) to help you understand and break down attitudinal barriers in the workplace.
- Share your knowledge with your employees.
- Continually engage your workforce to reassess disability issues in the workplace.
Resources
Physical Accessibility
- The ADA Accessibility Guidelines Homepage offers comprehensive information regarding the requirements for physical accessibility set forth by the ADA.
Electronic and IT Accessibility
- Access Board provides an extensive list of resources for accessible communication and information technology.
- The Web Accessibility Initiative promotes the design and creation of websites that are accessible to people with disabilities.
Attitudinal Accessibility
- Disability Etiquette, Tips on Interacting with People with Disabilities created by The United Spinal Association.
- Earnworks.com developed a list of disability awareness and sensitivity training resources
- Windmills is a sensitivity and awareness training that explores the fears, biases and myths that create barriers for employees with disabilities. Provides effective techniques for hiring and retaining employees with disabilities and for integrating these techniques into existing diversity programs.
1 U.S. Equal Employment Opportunity Commission; U.S. Department of Justice and Civil Rights, “Americans with Disabilities Act Questions and Answers”
