Accessibility: A Core Pillar of Workplace Inclusion

Geoff Cook

Accessibility: A Core Pillar of Workplace Inclusion

Disability Pride Month serves as an essential yearly reminder about accessibility, which some experts call one of the earliest forms of inclusion. With the 35th anniversary of the Americans with Disabilities Act (ADA) also approaching, this is an excellent time for workplaces to reflect on how inclusive they truly are for employees with disabilities.

The push for accessibility has a long history, dating back to legislation like the Rehabilitation Act of 1973. That act helped support individuals, including veterans, in rejoining the workforce after becoming disabled. Today, accessibility is a key part of creating a truly inclusive work environment and culture. Disability Pride Month encourages us to acknowledge and celebrate individuals with disabilities, recognizing that disabilities come in many forms, both visible and invisible. Think about everything under the "disability umbrella," from physical impairments to conditions like anxiety.

The ADA, passed in 1990, set the stage for workplace protections, defining disability and requiring accommodations. This means employers might need to adjust facilities, modify job duties, change schedules, or provide interpreters for individuals who can perform their essential job functions. While the ADA provides a baseline for protections, many organizations are looking to go beyond the minimum. To truly foster cultural change, it starts from the top. Leaders need to support inclusion initiatives visibly. Training is also vital, as it helps managers and teams work together to address accessibility. This ensures no one feels unwelcome or is denied necessary accommodations.

It's encouraging to see positive trends in workforce participation for individuals with disabilities. The shift to remote work during the pandemic, for example, highlighted how enhanced accessibility can create more equitable opportunities. This kind of flexibility, once seen as challenging, actually leveled the playing field for many. There's real hope for continued progress in making workplaces more accessible and inclusive for everyone.

You can read more about this topic in the article here: Accessibility Work, Disability Pride Month, Inclusion.

What steps do you think workplaces can take to create an even more inclusive environment for people with disabilities?

Sarah Tuberty

Great reflection!! I appreciate your comment on work places creating more accessible work set ups during the pandemic. I think that was very supportive in inclusive efforts for the disability community.

1. Remote work:

I was disheartened when the mayor of the City of Philadelphia in the US recalled all state and federal workers back to the office full-time this summer. It was a very quick decision without a lot of prep (especially for parents who did not plan on having to arrange summer care for their kids). I just kept thinking that decisions that are big and sweeping like this are less helpful- especially when some may be allowed to continue working from home due to ADA accommodations does this just create animosity for the others who were required to come back?

I find that remote work options are beyond helpful for the disability community. I work as a teaching assistant for a graduate level professional educational program for 1 mega lecture class that is completely online. Part of my role is to ensure that the student DSS accommodations are set up in the student profiles. These students are also taking in person classes, and for many of the accommodations the students have- they do not apply in the online environment. Such as - needing to secure a quiet place to take a test, or having electronic access to materials- all of those are naturally given to all students due to the structure of the online class!

2. flexible hours and minimal mandatory meetings.

I am currently reading a book "the art of gathering: How we meet and why it matters" by Priya Parker and there are really interesting notes on being very intentional with our meeting requirements- and how ti effectively use our time together. She challenges us to reflect on our meetings and really think critically about whether this meeting needs to happen in with everyone in attendance or if this is better communicated via emails/ bulletins.

we have a long way to go but I think we can do it!

Geoff Cook

I feel all of this. I have no way to prove this, but anecdotal, yeah, I feel like I'm seeing less and less. Truly remote jobs are more of it, but you have to be in a particular geographic area. Or straight-up on-site positions.