Making workspaces more accessible

Adjustments need to reflect diverse disabilities

As the number of disabled people in work increases, employers need to know how they can make their workspaces more accessible. Recent figures show that 18% of working age adults have a disability, and 3.5 million disabled people are in employment today, compared to 2.9 million in 2013. This growth is expected to continue.

Employers must make reasonable adjustments

As outlined in a previous article on employer responsibilities, organisations need to understand their legal obligation to ensure that disabled workers aren’t disadvantaged at work. Making reasonable adjustments can often be a quick cost effective solution.

Understanding different disabilities

There are many types of disability, and employers need to consider how they will accommodate disabled employees as well as disabled visitors. Although not all disabilities can be easily categorised, using these four broad categories provide a helpful starting point:

1. Mobility impairments
2. Visual impairments
3. Hearing impairments
4. Cognitive impairments.

1. Mobility impairments

People whose disability affects their mobility may use wheelchairs, scooters, walkers, crutches, or canes. Others have hidden mobility impairments that may impede their ability to move quickly, climb stairs, or walk more than a short distance.

2. Visual impairments

People with visual impairments are either blind or have limited vision. People with no vision will have different needs to those with limited vision, so it is important for employers to think about what adjustments each individual might need.

3. Hearing impairments

Hearing impairments can be temporary or permanent and can mean someone is totally deaf or hard of hearing.

4. Cognitive impairments

Cognitive impairments, often referred to as hidden impairments, generally relate to learning or developmental disabilities, for example someone with dyslexia. Cognitive impairments are common, and employers may not always be aware when an employee has one.

Employers can proactively promote equality through better disability management. The examples given above illustrate how reasonable adjustments can make workspaces more accessible. They generally relate to a specific category of disability, and employers will often only consider making such adjustments when there is a need to do so.

Working in an environment that is inclusive and more accessible benefits everyone, not just disabled employees or visitors. The best way to identify what reasonable adjustments may be needed as part of your disability management strategy, is to consult your disabled employees: they will most likely know what help they need. And if an employee becomes disabled, then it is important to consider what needs to change to enable them to continue to do their job.

Use an access audit

Another proactive step would be to complete an access audit. This evaluates a building and it’s features, as well as an employer’s management arrangements for accessibility and disability, against specific standards. It helps you establish how accessible a building, workspaces and management arrangements are to accommodate a wide range of users, including people with mobility, sensory and cognitive impairments.

Take action: make workspaces more accessible

Disabled people are underrepresented at work, while employers are missing out on talent. Employers can help address this by making workspaces more accessible – the time to take action is now!