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Introduction

Inclusion and diversity laws require organizations to ensure physical accessibility of the workplace by all employees, no matter their disability. It also encompasses technological accessibility, such as in computers and files necessary for one to perform in their career. Addressing accessibility issues in the workplace is important because some disabilities may not be visible to the naked eye. This report will explore accessibility in the workplace and its impact on an organization. The areas to be covered in the report include the importance of accessibility for employees, types of disabilities and their needs, challenges faced by disabled employees and their needs, and legal requirements for accessibility in the workplace. Other areas to be covered include strategies for improving accessibility in the workplace, benefits of accessibility in the workplace, costs of accessibility in the workplace, organizational culture and attitudes towards accessibility, and the role of HR towards ensuring accessibility. Finally, the report will explore the impact of accessibility on morale and productivity, the impact of accessibility on organizational performance and reputation, and emerging trends in accessibility.

The Importance of Accessibility for Employees

In the past, many workplaces put in place measures to ensure people with visual disabilities were able to navigate through their work. However, in the recent past, companies are extending these accessibility measures to meet the needs of employees with other disabilities such as hearing impairment, learning disabilities, and others. Thus, as time goes by, organizations are tilting towards a more inclusive environment for all employees where they have access to equal opportunities and an equal chance of excelling. This thinking translates into the bottom line where companies that have made the move to be more accommodative are reaping the benefits. With advances in technology and advanced and diverse means of communication, accessibility has become a central issue in many businesses and a key area that employees pay attention to when deciding whether to work in a particular company (Jackson, 2022). It is critical to note that accessibility benefits even those with no visible or invisible disabilities.

Accessibility ensures that employees can perform allocated tasks effectively and efficiently regardless of their physical or cognitive difficulties. Without accessibility, disabled employees are poised to have numerous difficulties in the workplace including but not limited to physical, communication, and attitudinal barriers. These challenges can lead to lower productivity, increased job dissatisfaction, and lower morale which can negatively impact productivity and profitability. Another important accessibility benefit for employees is that it ensures that they can access the physical workplace. Disabled employees face difficulties in the workplace such as steps, narrow doorways, and inaccessible restrooms (Patton, 2019). These barriers prevent them from accessing certain areas in the workplace such as workstations, meeting rooms, and break areas. Consequently, the barriers make it difficult for the employee to perform their assigned work effectively. The barriers could precipitate absenteeism and lower productivity by disabled employees.

Accessibility is also important because it facilitates effective communication in the workplace. One of the keys to success in an organization is that communication with the management and with other staff is effective. However, when facilities to facilitate employees with hearing or visual difficulties are non-existent, communication with these employees will not be effective. Subsequently, they may fail to either understand instructions on a given task or misunderstand an organizations strategic direction (Lin et al., 2018). The chaos and confusion that ensue create a distraction that could negatively impact the achievement of the organizational goals and objectives. Thus, accessibility is beneficial to employees because it facilitates effective communication that allows them to understand the organizational strategic direction, goals, and objectives.

Attitudinal barriers can create difficulties for disabled employees because negative attitudes often escalate into a toxic work environment. Some disabled employees often face negative attitudes from their colleagues and supervisors who assume that they cannot perform certain tasks or that they are a burden to the organization. This attitude demoralizes them leading to high rates of turnover, dissatisfaction, and a feeling that they are not respected or valued (Graham et al., 2019). In addition, accessibility is important for employees because it creates a diverse and inclusive workplace and culture. There is no overestimating the importance of a diverse workplace. By creating a diverse workplace, an organization creates an environment where everyone feels accommodated, valued, and respected. The benefits to an organization such as that are immense ranging from financial to reputational benefits.

Types of Disabilities and their Needs

An organization may employ people with varied disabilities including vision impairment, hearing difficulties, mental health issues, intellectual disability, acquired brain injury, autism, and physical disability. To be effective in what they have been hired to do, companies need to provide the necessary infrastructure and support. Vision impairment describes employees who are blind or have partial vision. An organization must provide guidelines for interacting with such an employee and require that they be assisted when necessary (Percy, 2018). Further, a company should put in place measures to reduce glare and bad lighting which may exacerbate their condition. Mental health or cognitive disabilities affect an employees ability to learn new information, process information, and communicate effectively. Some of the common cognitive disabilities that an organization is likely to encounter include dyslexia, attention deficit hyperactivity disorder (ADHD), and intellectual disability (Deckoff-Jones & Duell, 2018). To ensure accessibility and support for employees with cognitive issues, written instructions may be issued to them, and additional time to complete assigned tasks, and visual aids may facilitate their productivity. Training programs may also be adjusted to fit their unique needs.

People with physical disability experience difficulties in mobility, coordination, and dexterity. Some of the common physical disabilities in the workplace include but are not limited to paralysis, amputation, arthritis, and cerebral palsy. To function as part of a team and be effective, this category of people with disabilities may require accommodations such as wheelchair ramps, accessible restrooms, and ergonomic workstations (Pérez-Garín et al., 2018). In addition, they may also require assistive technology, such as adaptive keyboards or voice recognition software to complete their assigned tasks effectively and contribute to the achievement of the organizational goals. Individuals with hearing difficulties fall under the sensory disabilities category. Sensory disabilities may also include conditions such as blindness and sensory processing disorder. The needs of these individuals vary and could include accommodations such as Braille or audio materials, sign language interpreters, or assistive technology such as screen readers or hearing aids.

The final category of people with disabilities that an organization may employ is individuals with developmental disabilities. The disability affects an individual capacity to develop and function socially, emotionally, and intellectually. Some of the common disabilities that fall in this category include autism spectrum disorder, Down syndrome, and fetal alcohol syndrome (Bishop-Fitzpatrick & Rubenstein, 2019). To function effectively in a workplace, these individuals need accommodations such as specialized training or coaching, adapted workstations, or assistive technology such as communication devices. The requirements of the laws and the need to create a reputation for being an inclusive and diverse organization means that a company will likely employ individuals with one or several of the disabilities outline here (Pérez-Garín et al., 2018). Therefore, they must understand the condition of each employee and their needs which will ensure that they get a return on their investment in the employee in terms of higher profits and increased productivity.

Challenges Faced by Disabled Employees in the Workplace

Organizations have a legal and moral duty to ensure that all their employees have the necessary accommodations to enable them effectively execute the responsibilities assigned to them. In addition, organizations must have the right culture in place to support diversity and inclusion. However, despite their best efforts, they are unable to provide all the necessary infrastructural and other support. This deficiency leads to challenges such as physical communication, and attitudinal barriers (Oud, 2019). These challenges demoralized disabled employees and could result in high turnover, lower productivity, and reduced bottom line. Some of the common challenges faced by disabled employees include physical barriers. Physical obstacles in the workplace prevent employees from accessing certain areas which limits their ability to perform assigned work. Thus, these barriers reduce the effectiveness of the disabled employee by making it difficult to access meeting areas, workstations, or equipment necessary for the performance of assigned work.

Communication is essential for the coordination and performance of the assigned task. However, disabled people often face difficulties communicating that prevent them from effectively interacting with co-workers, supervisors, and clients. These difficulties are a result of communication n barriers such as poor acoustics, insufficient lighting, and lack of assistive technology such as captioning or sign language interpreters. Communication problems make it difficult for disabled employees to participate in meetings or discussions, provide feedback or input, and understand instructions (Oud, 2019). Thus, disabled employees face communication difficulties as a result of communication barriers that affect their ability to interact with fellow employees, supervisors, and customers.

Some people in organizations with a toxic work environment may perceive disabled people as a burden or not deserving of the position they occupy. Consequently, they show them a negative attitude which creates a hostile work environment (Graham et al., 2019). These challenges can negatively affect disabled employees by impacting their self-worth, morale, turnover, and job satisfaction. Another challenge that disabled people encounter is a lack of accommodations. Disabled people more often than not require special accommodations in their workplace to perform their duties. However, due to limited funds or ignorance, some organizations are hesitant to provide these accommodations that include assistive technology, modified workstations, flexible schedules, or additional training. An organization may also not be aware of the specific needs of its disabled employee leading to the non-provision of vital accommodation (Oud, 2019). The lack of infrastructure and other support negatively impacts the performance and mobility of disabled employees.

The last challenge faced by disabled employees is unconscious bias. This bias occurs when people hold implicit stereotypes and attitudes towards a certain group of people. This bias may escalate into discrimination or the intentional or unintentional exclusion of disabled people. Some employees may think that their gestures are well-meaning, but they are offensive to disabled people because in most cases, they only require the necessary accommodation to accomplish any task (Graham et al., 2019). In addition, excluding disabled people from certain tasks may make them feel left out and out of place which is bad for team cohesion and productivity. Thus, unconscious bias is another challenge that disabled employees face in the workplace.

Legal Requirements for Accessibility in the Workplace

Unlike in the past when disabled people were left to their devices concerning their rights in the workplace, governments around the world have stepped up legal protections for them. In particular, specific laws have been enacted for accessibility in the workplace. For example, the Americans with Disabilities Act (ADA), Rehabilitation Act, Architectural Barriers Act, Fair Labor Standards Act, and Air Carrier Access Act in the US mandate accessibility in the workplace for individuals with disabilities. In China, four pieces of legislation mandate employers to provide employees with disabilities with accommodative facilities to enable their work. One of these laws is the Law of the Peoples Republic of China on the Protection of People with Disabilities. This law was enacted in 1980 and amended to match present-day realities in 2008 (Lin et al., 2018). It provides the framework for the protection of the rights of people with disabilities in China. It also obligates employers to provide reasonable accommodation for employees with disability. In particular, it requires that employers modify the physical environment and provide assistive technology and equipment.

Another law that requires accessibility for people with disabilities is the Employment Promotion Law of the Peoples Republic of China. This 2007 law prohibits employers from discriminating against people with disabilities when recruiting in their organizations. Instead, employers are required to provide equal employment opportunities and make reasonable accommodations to ensure that people with disabilities have access to employment and training. China has also instituted other measures for the protection of the rights of people with disabilities. One such measure is the measure for the implementation of the Law of the Republic of China on the Protection of Persons with Disabilities. These guidelines were issued following the passage of the Law of the Peoples Republic of China on the Protection of People with Disabilities in 1980 and 2007 (Lin et al., 2018). They provide specific guidelines that an organization should follow in its bid to provide the necessary accommodation for employees with disabilities. Finally, Chinas Ministry of Housing and Urban-Rural Development issued the National Standards for Barrier-Free Access Design guidelines that among other things mandate the construction of accessible buildings, facilities, and transportation infrastructure. In particular, they must include requirements such as ramps, elevators, and accessible parking spaces (Lin et al., 2018). In addition to these laws, there are several initiatives by the government to encourage the provision of a reasonable accommodation to people with disability in the workplace.

Strategies for Improving Accessibility in the Workplace

Despite the existence of laws that mandate the improvement of workplace accessibility, some organizations still lag or have implemented measures inconsistent with their staff needs. Improving accessibility in the workplace requires coordination and commitment by employers, employees, and other stakeholders. An organization can adopt one or several strategies discussed here to improve accessibility. The first strategy involves conducting an accessibility audit. An accessibility audit reveals barriers and areas that need immediate intervention (Zhu et al., 2018). The findings of the audit can include physical barriers and barriers related to communication and technology. An organization can outsource the audit to a team of professionals or people with disabilities. The second strategy is the provision of reasonable accommodation. Once the barriers have been removed, an employer should take steps to eliminate them by providing reasonable accommodation to ensure equal access for employees with disabilities. Reasonable accommodation can entail the modification of the physical environment, provision of assistive technology and equipment, and modifying schedules and duties assigned to people with disabilities.

To entrench accessibility as one of the key tenets of the organizational culture, the third strategy should be the adoption of accessibility training. An organization should provide regular training and awareness campaigns on how to interact with disabled colleagues. Training and awareness should especially focus on communication strategies, assistive technology, and how to make accommodations. The fourth strategy is the establishment of an accessibility policy by a company. The policy should emphasize the organizations commitment to accessibility and inclusion and set forth guidelines for resolving accessibility issues. The policy should be regularly reviewed and communicated to all employees (Zhu et al., 2018). The fifth strategy that an organization can adopt to improve accessibility in the workplace is to involve employees with disability. Employees with disability are best placed to know all issues affecting them. Consequently, an organization should use this knowledge by involving them in accessibility planning and implementation processes.

The sixth strategy is the forming of partnerships with disability organizations. Employers should pursue partnerships with disability organizations to learn more about the best practices and receive support and resources to improve accessibility. Such partnerships could be with local disability advocacy groups, national disability organizations, or disability-focusses employment organizations. Finally, employers should have a system that monitors accessibility. Regularly monitoring and evaluating accessibility would allow an employer to identify gaps and make necessary adjustments if needed (Lindqvist & Lamichhane, 2019). The monitoring process can include conducting surveys involving disabled employees, receiving accessibility policies and procedures, and tracking accommodation requests and resolutions.

Benefits of Accessibility in the Workplace

Providing accessibility for people with disabilities in the workplace is beneficial to an organization and the people working there. In particular, it leads to increased diversity and inclusion. Removing barriers means that an employer is free to hire qualified people no matter their mental or physical limitations. This freedom leads to the creation of a welcoming and supportive environment that can allow an organization to attract and retain highly qualified staff (Percy, 2018). In addition, accessibility leads to high and improved employee morale and job satisfaction. When disabled employees can participate without any barriers, they feel valued and supported. In turn, these feelings lead to an improvement in morale and job satisfaction which ultimately leads to higher productivity and retention rates.

Inclusivity and diversity are possible through the provision of accessibility in the workplace leading to enhanced creativity and innovation. By having all types of employees productively engaged, a company has access to diverse perspectives which breeds innovative solutions to problems experienced by the company. Diversity also leads to creative problem-solving as perspectives from different people are considered. Another benefit of providing access to employees in compliance with legal requirements. By providing reasonable accommodations to disabled employees, a company complies with the law. This compliance protects a company from legal liability and damage to its reputation.

Improving accessibility is also likely to lead to increased customer satisfaction and improved reputation. Employers who prioritize accessibility in their workplace are likely to curry favor with customers who see them as inclusive and mindful of the welfare of all stakeholders. The community is also likely to respond positively which can further enhance the organizations reputation and brand which ultimately leads to increased customer satisfaction and loyalty. Finally, providing accessibility increases productivity and profitability. Accessibility allows disabled employees to focus all their energy on the achievement of organizational goals. Further, organizations with reasonable accommodations for their disabled staff have little absenteeism, and turnover which leads to increased productivity, efficiency, effectiveness, productivity, and profitability.

Cost of Accessibility in the Workplace

While providing accessibility in the workplace is generally profitable for a company, it also involves incurring huge one-offs and regular costs. Some of the most obvious costs that an organization incurs are the costs associated with the modification of the physical environment. Most physical environment modifications are done once but they are costly to an organization. For example, installing ramps or elevators requires a significant initial outlay whose return is not guaranteed. After making the necessary adjustments, further maintenance will be incurred regularly to keep the organization compliant with accessibility rules and laws. Another cost that an organization incurs is the purchase of assistive technology and equipment. Screen readers and special keyboards are a significant expense for most organizations. The type of complexity of the assistive technology also means that the price varies significantly.

An organization that is keen to develop an inclusive and diverse culture where everyone is accommodated incurs training costs. Training on disability and accessibility involves material costs and the instructors time. This also includes indirect costs for employees when they have to attend training outside of their workstations. Other costs include accommodations and legal costs. Providing reasonable accommodation for disabled employees requires costs to be incurred. In addition, hiring temporary or permanent replacements is costly in terms of training and supervision. Finally, organizations incur legal costs related to the provision of accessibility in the workplace. In particular, if an organization fails to meet some legal requirements, it may face legal consequences such as fines. Legal costs can mount if an employer is non-compliant even after initial warnings.

Organizational Culture and Attitude towards Accessibility

A companys organizational culture and attitude towards accessibility can have a strong impact on whether the accessibility strategies adopted succeed. For example, a company;s leadership sets the tone for the rest of the organization. If the senior executives are non-committal on accessibility issues for disabled employees, the chances of success of any intervention are extremely low. On the other hand, leaders who set the tone by being accommodative to inclusion and accessibility issues inspire the employees to create a culture that supports these issues. Further, an organizational culture that prioritizes training and awareness of inclusion and accessibility issues is more receptive to issues faced by disabled employees. Such an organizational culture has inclusivity and support as its basic tenets.

Open and clear communication about an organizations policies and procedures towards inclusion and accessibility ensures that employees are appraised of their contribution to the creation of an accessible workplace. Such communication also helps address concerns and issues that may arise. A culture of accountability ensures that progress is made and accessibility issues are prioritized. For example, when an organization sets specific goals and objectives regarding inclusivity and accessibility, accountable individuals would allow accurate reporting of progress to enable adjustments to be made on time where there are issues that need to be corrected. Further, an organizational culture built on accountability can help hold individuals accountable for fulfilling specific goals.

An organizational culture that pays attention to the feedback given by its employees is likely to promote accessibility issues. Soliciting feedback from disabled employees is the first step in creating a workplace culture that is responsive to the needs of its disabled employees. Additionally, feedback can help organizations identify barriers early and take steps to eliminate them. Feedback can also inform the repeal of accessibility policies by an organization. Finally, embedding accessibility as a core value in an organization can help create an inclusive and diverse organizational culture. Further, such inclusion would allow for the prioritization of accessibility in all issues and its integration into the workplace. Embedding accessibility in the organizational culture can include developing accessibility policies and procedures, as well as regularly reviewing and updating these policies to reflect changing needs and priorities.

The Role of HR in Ensuring Accessibility in the Workplace

The human resource department of any organization is concerned with the welfare of all employees in the organization. Consequently, inclusion and accessibility issues are within the mandate of HR as it plays the central role in ensuring there is diversity and inclusion in the organization. One of how HR contributes to ensuring accessibility in the workplace is through the development of policies and procedures. HR is responsible for the development of these policies that guide an organization on how to accommodate employees with disabilities. The policies also guide the accessibility of the companys documents and other resources for disabled employees. Training and awareness are other roles of HR in ensuring accessibility in the workplace. HR trains managers, leaders, and employees to enable them to understand the significance of accessibility and how they can create it in the workplace.

The HR manager can also contribute to accessibility in the workplace during the hiring process. It is the role of HR to ensure that materials are accessible to everyone. Further, they have the responsibility of making accommodations for candidates with disabilities during the recruitment and hiring process. Once a disabled employee has been hired by the organization; it is the role of the HR to provide reasonable accommodation to the new hire. In particular, they should modify the physical environment and provide assistive technology and equipment to disabled new employees. The HR is also responsible for ensuring compliance with the laws, regulations, and guidelines by the government and its agencies as related to reasonable accommodation and other issues affecting disabled employees. Finally, HR contributes to accessibility in the workplace by collecting feedback and solving problems that emerge. Feedback can sometimes raise concerns that the organization is not doing everything to address accessibility issues. HR has to resolve these issues and update concerned stakeholders on the steps taken to address the accessibility gaps.

Impact of Accessibility on Employee Productivity and Morale

A conducive working environment does not only benefit the employees but also benefits the company. In an inclusive and diverse workplace, a conducive work environment means that all reasonable accommodations are available and employees contribute to the achievement of the organizational goals with no barriers. When accessibility is provided to disabled employees, it impacts morale and productivity. Specifically, by providing employees with the accommodations such as ergonomic workstations or assistive technology, employers contribute to improved physical and cognitive comfort because of less physical strain and mental fatigue (Lindsay et al., 2018). Such actions help reduce absenteeism and improve morale among employees which is key to the achievement of organizational goals.

Employees are most likely to be productive when they feel they can fully participate in work activities and engage with colleagues. Accommodation and accessibility are prioritized inaccessible workplaces. Such an environment helps employees with disability feel valued and engaged in the achievement of organizational goals which increases productivity and morale. Disabled employees who must constantly overcome barriers to perform their assigned jobs are often stressed and anxious. Such feelings impact productivity and lead to higher rates of absenteeism and turnover (Lindsay et al., 2018). It could also exacerbate mental health issues among disabled employees who feel that their contribution is underappreciated and not respected. Thus, by removing barriers and providing accommodations, an organization can reduce the stress and anxiety experienced by disabled employees which would improve their morale and productivity.

Employees who feel supported and valued by their employer are more likely to feel satisfied with their job. Accessible workplaces prioritize inclusion and accommodation which help employees with disabilities feel more satisfied with their work environment and their job duties, which then contribute to improved productivity and morale. Finally, having some members of a team stressed and anxious at work is likely to lead to ineffective teamwork (Begasse de Dhaem et al., 2020). However, when employees feel valued and part of the team, they collaborate more. In addition, accessible workplaces prioritize inclusion which builds a culture of collaboration and teamwork. All these lead to an increase in motivation and employee productivity.

Impact of Accessibility on Organizational Performance and Reputation

The performance and reputation of an organization are dependent on internal and external factors. An organization can control internal factors but it cannot control external factors because they are beyond its reach. Accessibility for disabled employees is an internal factor meaning that a company may control it if it wishes. A company that is keen to offer an accommodative working environment does its best to provide reasonable accommodation to disabled employees. In turn, a conducive working environment allows employees to contribute all their efforts to the achievement of a companys goals and objectives (Elkhwesky et al., 2021). Consequently, organizational performance improves in terms of profitability and other key performance indicators.

In the age of social media, a companys reputation may improve or be damaged in an instant. Consequently, companies are often cautious in their operations on engagements of social media. In this regard, companies comply with legal requirements especially as they relate to the treatment and accommodation of employees with disability. The few companies that have had the unfortunate experience of being labeled as hostile to people with disability have had their reputations tarnished online. In addition, increasing accessibility for disabled employees reduces an organizations legal risks (Elkhwesky et al., 2021). The laws in place oblige companies to provide reasonable accommodations to their disabled staff failure which attracts government ire. This fury could be in the form of fines or closure until reasonable accommodations are provided. Thus, other than advantages to an organizations reputation and performance, improving accessibility safeguards an organization from legal liability.

Future Directions and Emerging Trends in Accessibility in the Workplace

As advances in technology and society continue to emerge, the field of accessibility in the workplace continues to evolve with them. Some of these advances that will likely be seen soon include advancements in assistive technology. As technology continues to evolve new and more complex assistive technology will likely emerge (Holland, 2021). These devices will help disabled employees do their jobs more effectively (Schur et al., 2020). For example, wearables and smart assistants will help individuals with mobility or visual impairment to navigate anywhere in the workplace while speech recognition devices will help employees with communication or hearing impa

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