Beyond Ramps and Rails: What True Accessibility at Work Looks Like

When most organization discuss accessibility at work, the conversation often talks about physical accommodations like ramps, lifts, and accessible bathrooms. While this is important, other forms of accessibility often go overlooked. True accessibility is about creating a workplace where every employee feels able to participate without barriers restricting them. 

Ask Employees What Would Help Them 

This is the most important place to start because basing your accessibility efforts on assumptions won’t necessarily be helpful. Involve employees with disabilities in decision-making, and centre what you do around real stories. You could do this through in-person meetings or anonymous surveys to gain insight. Make sure to include open-ended questions where possible, as this can uncover answers which might be more niche or less obvious. 

Remember to revisit this in the future, because it doesn’t have to be set in stone. Ask employees questions like how included they feel at work and how well the business supports their access needs, as this can help you decide if new changes need to be implemented. 

There isn’t a one-size-fits-all accessibility solution, which is why gaining insight from employees can be a big help. However, if you’re stuck for ideas, here are some suggestions. 

Everyone Works In Different Ways 

It’s important to remember that everyone’s mind is different, and people have varying needs and ways of doing things. 

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Work Atmosphere

Not everyone works at their best in the same type of environment. For example, a neurodivergent employee might become overwhelmed by the noise of an open-plan office and prefer to work somewhere quieter. Someone with a sensory processing condition might prefer to work in a dimly lit space. Many businesses use co-working spaces where there is a range of environments, like phone booths (which are designed with soundproofing in mind), meeting rooms, private booths and break-out areas. By using a co-working space, employees can use whichever area works best for them. When searching for a co-working space, consider looking for one with physical accommodations like accessible bathrooms, ramps and lifts. 

Accommodate Different Needs 

Through open communication, you can cater to everyone’s needs. For example, some people might find it useful to have assistive technology at work like screen readers and noise-cancelling headphones. Some employees may need their work hours adjusted to accommodate personal needs; a 9-5 isn’t always the norm anymore. 

Consider Flexibility

For workers with mental health conditions, chronic illnesses or caregiving responsibilities, flexibility can be a huge help. In fact, flexibility can be an aid for everyone. But how can you implement this? 

• Hybrid and Remote Working

  Giving people the opportunity to work from home can be helpful for many. For example, if someone has an anxiety disorder, they might find it useful to have the chance to work in their own space when they need to. If someone has a chronic illness, then working from home could provide better self-management for their condition, such as reducing the need to commute. 

• Wellness days

  Wellness days mean people can take a day off if they feel they need to, and can still be paid. Put a clear policy in place so employees know how your company’s wellness days work. For example, do they have to call in by a certain time, and what’s the limit on how many wellness days they can take each year?

Final Thoughts 

Creating a truly accessible workplace isn’t just the right thing to do; it’s essential and helps your employees feel catered for and comfortable at work. Speak to your employees today and find out what would help them best. 

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