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This constitutes not only significant harm to the worker but also to the company that might otherwise have benefited from their unique skill sets and important contributions. Conversely, when you prioritize accessibility for all employees, you are not only helping to build a more inclusive and diverse work environment, but you are also increasing access and accommodation for a broader client base. You are building a company committed to and capable of supporting and serving all, staff and clients alike, regardless of their particular needs.
Consider the Physical Environment
One of the first and most obvious places to begin when addressing workplace accessibility is the physical environment of the workplace. Employees with mobility impairments may be unable to navigate stairs or walk long distances.
Providing ramps, wheelchairs, and scooters can open access both for employees and clients who may be non-ambulatory or who are unable to stand or walk for long distances. In addition, offering employees disability insurance that covers the cost of durable medical equipment can help ensure that employees have the tools they need to make their home and workplace more navigable.
Consider Sensory Accommodations
Though mobility challenges and other physical impairments may be the first thing to come to mind when you think of workplace accessibility, these are by no means the only accessibility challenges your employees may face.
Large segments of the adult population experience sensory impairments, and the likelihood of experiencing hearing or vision loss increases with age. Assistive technology such as screen readers, Braille keyboards, and closed captioning for cell phones and video devices are imperative if employees with visual or hearing impairments are to experience true workplace inclusivity.
But accessibility is not only about the work equipment provided to the employee. It’s also about the built environment. Tools such as Braille signage, 3D maps, and alarms with strobe lights can help deaf and blind employees navigate the workplace safely and independently.
Consider Cognitive and Mental Health Needs
In addition to creating a highly navigable physical environment and providing mobility aids and assistive technologies, it’s also important to address the needs of staff with cognitive and mental health challenges.
Employees with dyslexia, for instance, may require work products provided in graphical or aural rather than textual form. Those who are on the autism spectrum, on the other hand, may require sound mitigation, such as noise-blocking headphones, soft lighting, or quiet rooms to avoid overstimulation.
On top of the material and environmental needs of employers with cognitive or mental health challenges, you may also need to address work processes. Staff with a history of anxiety and depression, for instance, may struggle in a fully remote work environment and may require a hybrid schedule.
And flexible schedules that include “mental health” days can help staff who are facing physical and mental health challenges, increasing the likelihood that they will be able to remain in the workforce without jeopardizing their well-being.
The Takeaway
In the modern workplace, accessibility is not a luxury — it’s a necessity. Prioritizing workplace accessibility for all employees not only increases your company’s access to a broad and often overlooked talent pool, but also helps to ensure that your workplace manifests the ideals of inclusivity and diversity so many companies proclaim. The key is to consider the myriad needs of your employees. This should include prioritizing accessibility for those with cognitive, mental health, and sensory needs, as well as those with physical and mobility impairments.
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