Why isn't accessibility included in DEIB efforts? A Q&A with Sam Chandrashekar

For employees with disabilities or health needs, remote work can be more manageable – but is that considered when making RTO policies? Accessibility is an important factor when organizations make decisions and policies.

Dr. Sam Chandrashekar, Global Accessibility Lead at D2L believes accessibility must be included in organizations’ DEI efforts and strategies, especially when accessibility is often overlooked in these decisions.

Why is disability inclusion often overlooked in workplace DEI efforts?

When it comes to addressing disability in the workplace, many people worry they’ll do or say the wrong thing and tend to avoid the conversation altogether. It’s easier to accommodate other differences over disability which often results in disability underrepresentation within workplace DEI initiatives.

Why is it important for organizations to include disability initiatives in DEI efforts and how does omitting these perspectives impact overall company success?

Equal access for all employees, including those with disabilities ensures that everyone can perform at their best, contributing their diverse perspectives and talents to the organization’s success. In turn, organizations that recognize disability inclusion can unlock access to more diverse perspectives and experience greater employee retention, leading naturally to enhancing the organization’s reputation.

If leaders do not prioritize accommodations and accessibility arrangements in their DEI efforts, they risk achieving long-term success and lose out on a significant opportunity to minimize talent shortages. When employees with disabilities are unable to fully participate in their roles and organizations, they feel a diminished sense of contribution that directly impacts their morale and productivity – and, ultimately, the organization’s reputation. After all, this kind of exclusion goes against the principles of equity, fairness and social responsibility that are essential to modern companies and which are highly valued by all employees and other stakeholders.

How can organizations ensure that disability becomes a core part of diversity initiatives?

Here are three key actions organizations should consider for promoting disability inclusion in the workplace.

Shift from DEI to IDEA

Consider rearranging the letters of DEI and adding the “A” to form IDEA: Inclusion, Diversity, Equity and Accessibility. This shift to IDEA ensures that employees with disabilities are included in diversity efforts and the addition can also double to mean “allyship”. Part of this allyship initiative can include the creation of employee interest groups where employees can share experiences and ideas, which creates a sense of community in the workplace.

Leadership needs an all-encompassing vision of diversity

Leadership needs a vision for their organizations that addresses the wide spectrum of human diversity. Diversity includes a range of categories outside of just race, gender and sexual orientation and shouldn’t be limited to these in DEI efforts. Forward-thinking organizations look beyond boundaries and incorporate accessibility into their vision, mission statement and every area of the business.

Choose technology with accessibility in mind

There’s no such thing as achieving 100% accessibility. People’s needs change and so should the technology they use. Partnering with vendors and other organizations who continue to keep accessibility at the forefront of their work will allow your technology to evolve alongside your needs.

What is leadership’s role in creating an all-encompassing vision for diversity in their organization?

As visionaries for how they want their organizations to function in every aspect, leadership has a crucial role in implementing the practices and initiatives that foster a more inclusive environment for all employees, including those with disabilities.

Related: DEI initiatives are essential, not just the right thing to do

Leadership and HR teams should work together to intentionally recruit individuals with disabilities to unlock a wide range of perspectives and drive innovation. They should also embrace inclusive design principles and ensure that products, services and workspaces are created with accessibility and usability in mind to contribute significantly to a more inclusive and productive environment.

How can organizations incorporate more inclusive practices and technologies to achieve true equity?

Organizations should seek out vendors that go by the spirit of the accessibility laws and offer products that remain functionally accessible. When evaluating corporate technology solutions, identify vendors that view themselves as jointly responsible for barrier-free use of their technology by your employees. It is important to partner with vendors that provide ongoing partnership and support. This ensures every member of your organization can fully engage with the digital tools at their disposal and feel supported, even as technology needs and use evolve.