Beyond the Basics: The Most Overlooked Workplace Accessibility Needs

With 13.4% of the US population having one or more disability, as well as 23% of adults of working age in the UK, accessibility in the workplace has never been more important to ensuring that those employees who are differently abled are able to do their best work with the needed reasonable adjustments.

For the most part, workplace buildings have built disability access into their architecture. Elevators for wheelchair users, disabled bathrooms, access ramps – these are all examples of adjustments that are now made as second nature to ensure employees are able to access their workplace building safely.

However, while many organizations have made strides in accommodating more common disabilities, there are still a number of lesser-known accessibility needs that often go unaddressed. And when these needs are overlooked, this can unintentionally exclude these talented individuals from contributing fully in the workplace.

So, what are some of the more niche accessibility requirements that employers should be considering?

• Sensory Sensitivities – many workplaces are designed with the assumption that employees can tolerate bright lighting, background noise, and open office layouts. However, individuals with sensory processing disorders, autism, or chronic migraines may struggle in such environments, and so to help with this, employers can provide noise-cancelling headphones to minimize auditory distractions, as well as adjustable lighting options to accommodate those sensitive to fluorescent lights. Deutsche Bank might be paving the way for this, as they only last year had ‘reset and recover pods’ installed in their new offices which offer the user lighting, noise, and temperature control.
• Cognitive Accessibility – workplaces often focus on physical accessibility while neglecting cognitive accessibility, which is crucial for employees with ADHD, dyslexia, or brain injuries. To best support these employees, try to use plain language in communications and policies to avoid unnecessary complexity, as well as providing written instructions alongside verbal instructions to reinforce understanding.
• Chronic Pain and Fatigue – employees with conditions such as fibromyalgia, lupus, or multiple sclerosis may experience chronic pain and fatigue, as well as those employees who suffer with endometriosis or are going through the menopause. Employers should consider investing in ergonomic furniture to reduce strain, as well as remote or hybrid working options where available to help these employees manage their energy levels more effectively.
• Digestive and Medical Needs – for those employees who have conditions such as Crohn’s disease or diabetes, more frequent breaks and easy access to restrooms should be considered for their wellbeing. Employers should also think about introducing flexible break policies for employees who need to take medication or eat at specific times.
• Hidden Disabilities – not all disabilities are visible; employees with mental health conditions such as anxiety, depression, or PTSD may require certain adjustments (such as clear and predictable work expectations) or support (such as access to Employee Assistance Programs) to help ensure they are able to work at their best whilst having their mental wellbeing supported.

Addressing these overlooked accessibility needs requires a proactive approach rather than waiting for employees to request accommodations. Conducting regular accessibility audits, consulting with employees with disabilities, and fostering a culture of inclusion can make all the difference when it comes to creating a working environment that not only boasts inclusion but actively embeds it.

If you would like to discuss how we can help conduct an accessibility audit for your company, please get in touch with us today.