Author’s Note: In this article, we use a combination of identity-first and person-first language. Identity-first language acknowledges disability as a core component of one’s identity and is now the preferred terminology for many disabled people. Yet we at Relay Resources also want to respect those in the disability community, like those with intellectual disabilities, many of whom still prefer person-first language. We have chosen to thus use both identity first and person-first interchangeably for this article.
According to the CDC, nearly 27% of people in the United States live with a disability. Unfortunately, many disabled people earn substantially less income than those without disabilities. Too often people with disabilities do not feel welcomed in the workplace, contributing to their lack of presence in the overall workforce. We at Relay Resources believe it doesn’t have to be this way.
Historically, schools and organizations segregated people with disabilities, hiding them away in the “special needs” classroom or delegating them to work hidden away and for unequal pay. Eventually society realized that wasn’t the best way to treat others with disabilities, so we began integrating and including them in daily life. But we still often failed to help disabled people reach the next state: true belonging, where people do not feel merely “included,” but like they actually belong.
Disability inclusion does not have to be challenging, expensive, or cumbersome for employers. In fact, the Job Accommodation Network notes that companies that champion people with disabilities outperform others. Here are four simple ways to create a more accessible workplace for people with disabilities. In the coming weeks, we’ll explore each area in more depth.
Many companies today are wondering how they can be a more inclusive workplace, and some are taking action. For instance, Starbucks recently announced the opening of their first fully accessible café. The implemented changes include optimized acoustics to lower background noise, softer lighting to reduce glare, power-operated doors with longer vertical push button, lower counter for point of sale transactions, inclusive equipment design for employees, and wide paths of travel for people in wheelchairs. Starbucks also offers a visual update for customers orders via a status board. The company is planning to expand these accessibility features to many of their other stores.
While the Americans with Disabilities Act (ADA) has made ramps and elevators a federal requirement for most places of business and public spaces, there are a host of other features in the workplace that can be adjusted to be more accessible for people with disabilities. Here are some of the areas you can look to make accessibility-minded improvements in your workspace, most of which are low to no cost:
Order Status Board. Photo via Starbucks.
Counters and Tables
Lowering the height of counters and/or ensuring the workplace has average table heights—as opposed to high tops or bar seating—can be a great way to ensure your business is accessible to people who use wheelchairs or have challenges standing for long periods of time. Better yet, consider adjustable-height tables where possible.
Noise
A foam sound panel. Photo by 2H Media on Unsplash
Reducing background noise or echoes can be beneficial for people who use hearing aids, hearing disabilities, or people who are on the Autism spectrum. Some simple acoustic panels can improve the sound in your workplace (they help music and meetings sound better, too!).
Lighting
Many people have a hard time with harsh lighting—think of the oppressive fluorescent bulbs in grocery stores. Is there a way to improve the overall ambient vibe in your workplace? Can you dim the artificial lighting or improve natural light? For people who live in darker climates or with long winters, therapy lamps do wonders for those struggling with depression or lack of sunlight.
Outlets
Are the outlets in your workplace accessible? Are they easy to reach and not located in the center of a table or another out-of-the-way spot? Making sure outlets and charging stations are available to all is a great place to start.
Dry Erase Boards/Presentation
Imagine this: You’re in an important company meeting and would like to draw some visuals or take some notes on the whiteboard, but when you go to use the board, you can’t reach it. Many people with disabilities face similar obstacles when trying to present or talk in spaces that haven’t been designed to be inclusive. Consider placing height-adjustable whiteboards or hanging them so the center of the board is 54 inches high from the floor—this way people who use wheelchairs can reach and write on the available boards.
A person plugs a cord into an
outlet. Photo by Kelly Sikkema
on Unsplash
2. Fostering Inclusion Through Technology
Though the “tech revolution” has reshaped our modern living, these changes have posed challenges for people with disabilities. “U.S. adults with a disability are less likely than those without a disability to say they own a desktop or laptop computer (62% vs. 81%) or a smartphone (72% vs. 88%),” notes the Pew Research Center. However, there are new and exciting ways to use technology to make your website, social media, or virtual meetings more accessible to those with visual and hearing disabilities:
Closed/Automated Captions
Microsoft Teams, Google Meet, and Zoom all offer accessibility options for virtual meetings, including live captions, closed captions, screen enlargement or magnification, live video transcriptions, “focus” option that only show presenters screen, and braille devices, some of which read the text out loud automatically so that blind readers can hear it. Designating someone to transcribe virtual meetings can also be helpful, or turning on an AI transcription to automatically transcribe the meeting for all users.
Alt-Text Descriptions
Image descriptions, also known as alt-text descriptions, are another way to include those with visual disabilities. Simply write a quick sentence or two describing the image in your post, such as, “A person is drinking a latte at a cafe outside,” or, “A person riding a bike waves hello to a person in a wheelchair on an outdoor paved trail.”
Writing such a simple description allows people with visual disabilities to understand the photographs and images you’re using in your social media, blog posts, or articles.
Fonts
Using bold fonts with a stark color contrast can help readers with dyslexia or low vision read your content. If fonts are too blurry, ornate, or too small, can cause reading difficulty. Some of the best fonts to use are Arial, Calibri, Helvetica, and Bebas Neue. The minimum a font should be is size 12, but 14 is even more ideal.
3. Instituting an Inclusive Hiring Policy
Another important part of disability inclusion in the workplace is making sure the hiring process itself is inclusive. A couple of ways to foster an inclusive hiring process:
Transparency
Be transparent and communicative about hiring throughout the process. Let candidates know what will be involved in the application process, and in the training and interview stages. Having an application process that allows for applications to be done in person or with audio/physical/virtual accommodations in place will expand your candidate pool.
Accommodations
Make sure the worksite or HR office is physically accessible, but as the Office of Disability Employment Policy notes, “Remember that accessibility pertains not only to a physical environment. Application forms and other relevant information should be available in alternative formats for people with visual or cognitive disabilities.”
For many people these days, the ability to work remotely, or to work remotely at least partially, is also a major benefit. The onus of asking for accommodations shouldn’t be on the individual, but on the company. Make potential hiring candidates feel comfortable and accepted in disclosing a disability. Candidates will feel more comfortable disclosing their disability if they see the word “disability” in a diversity statement, or if there are pictures of workers who have disabilities on a company website. It’s even better if candidates are made aware of positive outcomes or examples of employees who work there with disabilities. Show them what you have to offer!
A disability is just one identity an individual might have. People will also have a specific gender, race, or class to take into consideration as well. These all “intersect” to create our unique, personal identities in the sociological and analytical framework known as intersectionality. First coined by professor Kimberle Crenshaw in 1989, intersectionality acknowledges each individual has multiple identities and can be subject to multiple forms of oppression. A person who identifies as disabled might also be black, indigenous, or a woman, thereby increasing the amount of oppression they experience.
So how do you make sure people feel welcome regardless of their race, class, gender, religion, sex, or disability? While the U.S. Equal Employment Opportunity Commission requires businesses to not discriminate against anyone for any of the above, it takes more than simply not discriminating to create a truly inclusive culture. As Relay Resources Chief Disability Inclusion Officer Wally Tablit says, inclusion is now the bare minimum, our thinking eventually needs to shift from integration, to inclusion and belonging.
Here are some tips for creating a desirable culture in your workplace for everyone:
Recognize Unconscious Bias
Creating an inclusive culture starts with recognizing we all have unconscious bias. We might like to think we don’t see a person’s skin color or wouldn’t discriminate against those of a different gender or religion or ability level, but we often do—unconsciously, even—and it’s important to acknowledge this bias.
Inclusive Leadership
For an organization to implement progressive equity, diversity, and inclusion goals, leadership has to take the helm (and be held accountable). If those who are leading do not believe in the benefits of an inclusive environment, it will be more challenging to get others on board. Also, DEI programs can help the entire organization; as the Harvard Business Review notes, “In our research, we found organizations that adopted inclusion initiatives, such as those listed above, reported a 26% increase in productivity.”
Two women in a meeting amidst cozy office furniture. Photo
by Toa Heftiba on Unsplash
Rather than person centered planning around a specific person with a disability, companies should build inclusive systems and processes. This means creating a company wide framework and ideology that is a part of the workplace culture. “Disability inclusion can’t be treated like this extra ‘thing’ to do,” says Tablit, it needs to be worked into the entire company culture to create true inclusion and belonging.
Get Rid of Ableist Language
Language is constantly evolving, and as a result, certain phrases and words that were once acceptable become outdated and must change. Twenty years ago, the phrase “mentally retardated” was still in use; now it’s preferred to say a person has an “intellectual disability.” In the disabled community, we’re seeing words and phrases such as “crazy,” “lame,” “crippled,” “blindspot,” “falling on deaf ears,” and “bipolar” retired from usage. It is also important not to use sugarcoated language to talk about people with disabilities, referring to them as either “victims” or “sufferers” from a condition they must “live with,” “conquer,” “defeat,” or “overcome.” Using these terms might seem like the “nice” thing to do for people without disabilities, but it can be rather condescending to imply a person with a disability lives in a constant state of misery.
To avoid ableist language, it’s best to use inclusive language that is simple and straightforward rather than seemingly “nice” terms like “impairment,” “special needs,” “handi-capable,” “able-bodied,” etc.
Even common acronyms can often include language that is hurtful to people with disabilities. For example, “K.I.S.S.,” which stands for “Keep it Simple Stupid,” might seem harmless to people without an intellectual disability, but for those with a learning or intellectual disability, the word “stupid” can be particularly triggering. Tablit suggests using the same acronyms but altering them slightly, like “Keep It Sweet and Simple.”
In the end, disability inclusion is too important not to do. “It’s not political,” says Tablit, “it’s about justice and equity.’
Relay Resources offers employment and business solutions for and with people with disabilities; our mission is to cultivate meaningful work for people with disabilities. Learn more about what Relay Resources does here, along with how you can support inclusive workplaces or find employment.