Accessibility Day, on 16 May, prompted a timely opportunity to reflect on the importance of
access and inclusion. Accessibility Day challenges us to critically evaluate our workplace
practices and determine whether we are effectively meeting the needs of the more than one
billion people worldwide living with disabilities.
For us as employers it’s a chance to assess how we can foster a more equitable and
accommodating workplace that benefits not just our employees, but also our consumers.
We need to take the time to examine whether our digital platforms are truly inclusive,
allowing everyone, irrespective of their abilities, to fully engage with our products and
services.
With extensive experience working alongside SMEs to ensure accessibility within building
environments, I’ve gathered practical insights on how businesses can create more inclusive
workplaces:
1. Invest in digital accessibility: Ensure that all your digital platforms, such as websites, applications and online tools, are accessible to people with disabilities. This includes adhering to web accessibility guidelines such as WCAG (Web Content Accessibility Guidelines), which make content usable for everyone.
2. Implement flexible work policies: Flexibility is key in a hybrid and remote setting. Tailor work policies to meet the diverse needs of your workforce, including varied working hours and the option to work from locations that suit their needs and abilities.
3. Provide accessibility training: Regular training sessions for your team on accessibility practices and disability awareness can cultivate an empathetic and inclusive culture. This training should cover both physical and digital accessibility standards.
4. Foster communication and collaboration: Use tools and platforms that are accessible to all employees. Ensure that communication channels support assistive technologies and that collaborative platforms are compatible with various devices and support services like closed captioning and screen readers.
5. Offer ergonomic support: Ergonomics is vital for creating a safe home office. Consider providing support for ergonomic assessments and equipment, which can prevent injury and increase comfort for all employees, especially those with physical disabilities.
6. Conduct accessibility assessments: Regularly assess your physical and digital workspaces to identify and rectify accessibility barriers. This could involve periodic surveys and consultations with accessibility experts to ensure compliance with the Disability Discrimination Act.
7. Establish accessibility policies: Clearly outline your commitment to accessibility in your company policies. These should detail your approach to creating an accessible workplace and the support available to staff, reinforcing your commitment to inclusion.
8. Continuously improve accessibility initiatives: Accessibility is an ongoing commitment. Keep abreast of new technologies, guidelines and practices that could enhance workplace accessibility. Encourage feedback from employees and customers to continuously refine your efforts.
Beyond compliance: the lasting benefits of workplace accessibility
For many SMEs their accessibility initiatives are driven by fear of noncompliance to related legislation such as the Disability Discrimination Act and Australian Human Rights Commission. Companies are aware that neglecting accessibility can result in legal repercussions such as fines, penalties and other legal actions, which can damage their reputation and financial stability and result in reduced employee morale and customer dissatisfaction.
While this is one way to get motivated, leaders of SMEs shouldn’t allow their accessibility initiatives to be governed by compliance alone. Accessibility should always be an operational and organisational priority. It’s not just about avoiding penalties, it’s about building a supportive and inclusive environment where all employees feel valued and supported. This commitment to accessibility enhances organisational productivity and opens up markets by catering to a more diverse consumer base. It positions businesses to operate more equitably and inclusively, fostering a culture that naturally attracts talent and loyalty.
