1. OverviewThis guide provides information on creating an accessible workplace in relation to: Show
2. IntroductionPeople with disability have the right to work on an equal basis with others, and in a work environment that is ‘open, inclusive and accessible to persons with disabilities’.[1] While the physical accessibility of a workplace is often the starting point when considering workplace accessibility, accessibility is a much broader concept. In addition to the physical workplace, employers working to create an accessible workplace need to consider the accessibility that they provide in terms of technology, the attitudes and values of their employees, and their approach to reasonable adjustments. This guide will provide you with practical steps on how your organisation can ensure your workplace is accessible and inclusive for your employees and your customers. 3. The physical workplaceThe physical accessibility of a workplace is multi‑layered and should take into account:
When considering the physical accessibility of the workplace it is helpful to begin by considering:
Universal DesignUniversal Design is the design and composition of an environment so that it can be accessed, understood and used to the greatest extent possible by all people regardless of their age, size, ability or disability. If an environment is accessible, usable, convenient and a pleasure to use, everyone benefits. By considering the diverse needs and abilities of all throughout the design process, universal design creates products, services and environments that meet people’s needs. Simply put, universal design is good design. There are seven principles that guide Universal Design. The principles were developed in 1997 by a working group of architects, product designers, engineers and environmental design researchers, led by the late Ronald Mace at the Center for Universal Design at the North Carolina State University (NCSU).[3] The purpose of the principles is to guide the design of environments, products and communications. The seven principles are as follows:
When designing the physical environment, employers should take into account Universal Design and the seven principles. The principles can also be applied to all types of design, including the design of workplace technology. The principles can be accessed on the Center for Universal Design website. 3.1 Overall accessibilityThe following questions have been developed to assist employers assess the overall accessibility of the physical workplace:
Case study“I was perfect for the job, but I couldn’t even get into the building. Here’s why.”Courtney Free describes her experience as an Intern at a law firm in the ABC article titled “I was perfect for the job, but I couldn’t even get into the building. Here’s why”. The internship was a requirement of her law degree. Courtney uses a wheelchair and prior to her internship was assured by her employer that access to and within the building would not be an issue because it was a single level building. Upon her arrival, she found that access into the building was indeed not a barrier however the foyer was split-level so she was unable to access the legal offices. She said: “It made me an outcast, unable to learn and use this valuable experience to its fullest extent.”[4] The internal layout also meant that Courtney was unable to access the bathrooms. She stated: "I didn't go to the bathroom for several hours... the nearest accessible bathrooms were at least a five-minute drive away".[5] 3.2 Internal accessibilityThe following questions have been developed to assist employers assess the internal accessibility of the physical workplace:
While touch screen technologies used to manage room bookings and air conditioning are being used more frequently, this technology is not accessible for people who are blind or have limited dexterity. It also presents a barrier to wheelchair users or people who are of short stature because screens and control panels are often placed at an inaccessible height. 3.3 SignageThe following questions have been developed to assist employers assess the accessibility of signage associated with the physical workplace:
3.4 Waiting and reception areasThe following questions have been developed to assist employers assess the accessibility of waiting and reception areas:
Case studyDesign for Dignity GuidelinesThe ‘Design for Dignity’ Guidelines[6] cover all of the elements of a major urban renewal project including:
These guidelines were developed when Lendlease, a construction, property and infrastructure company, commenced the development of Barangaroo South. Lendlease wanted to go beyond minimum compliance and strive for a Universal Design approach. With the assistance of the Australian Network on Disability (AND) and Westpac, they developed the Design for Dignity Guidelines: Principles for ‘beyond compliance’ accessibility in urban regeneration. You can access the guidelines here . The precinct and building premises, including the Westpac workplace, have a consistent floor layout on all levels to make it easier to navigate independently. To ensure accessible and inclusive meetings, all meeting rooms should have round board room tables enabling attendees who are deaf or hard of hearing the opportunity to either lipread or use Auslan interpreters. Lendlease, Westpac and the AND won the Australian Human Rights Commission’s 2016 Business Award[7] for the accessible development of the Barangaroo office and the ‘Design for Dignity’ Guidelines. 4. Workplace attitudesAn accessible workplace is about more than just the physical accessibility of the workplace. A significant barrier to employment for people with disability, is other people’s attitudes. Harmful attitudes, such as assuming people with disability cannot do the same work as a person without disability, can have an impact on recruitment, career development and retention for people with disability.[8] All employees have the right to feel welcome, safe, and included at work. The following questions have been developed to assist employers assess workplace attitudes to disability:
Case studyThe impact of assumptionsShalilah recently graduated from university and has been hired as a graduate accountant in a large telecommunications company. She also has cerebral palsy. In the workplace, Shalilah uses eye-gaze computer navigation systems, because she has difficulty with handwriting. Her disability does not stop her performing her duties effectively and efficiently. Shalilah’s manager, Todd, has a limited understanding of cerebral palsy and has made an assumption that all people with cerebral palsy must also have a cognitive disability, but this is not so in Shalilah’s case. Only 50% of people with cerebral palsy also have an intellectual disability.[9] Because of Todd’s assumptions about what people with cerebral palsy can or cannot do, he has already decided that Shalilah cannot manage the same workload as other graduates in the team. Consequently, he gives her less responsibility and less meaningful work. As a result of her manager’s unconscious bias, Shalilah is not being afforded the same development opportunity in her graduate programs as her peers. Engage the Australian Human Rights Commission to train your workforceThe Australian Human Rights Commission (the Commission) can deliver disability training within your workplace. There are two training options available:
The Commission is able to deliver both training packages in all capital cities and regional centres. Both packages may be tailored to your organisational needs in relation to the content and duration of the package. To discuss your organisation’s training needs or to obtain a quote, please contact the Commission’s education team at . 5. Workplace technologyEnsuring equitable access to workplace technology is important so that all employees are empowered to effectively undertake their work duties independently, efficiently and with dignity. Accessible technology in the workplace goes beyond document creation software, such as Word, and includes the following:
If you do not ensure your workplace technology is accessible, you may create barriers to career progression for a person with disability. What is Assistive Technology?“Assistive devices and technologies are those whose primary purpose is to maintain or improve an individual’s functioning and independence to facilitate participation and to enhance overall well-being. They can also help prevent impairments and secondary health conditions.”[10] World Health OrganisationThere are many different technologies that people with disability use to assist them to access and use online resources. For example, people with low vision may use screen-reader software which reads out what is on the computer screen. Others may use voice-activated, dictation software to enter information into the computer if they are unable to use a keyboard or mouse. Case studyAccentureAccenture, a professional services company, has taken steps to improve technology accessibility in the workplace to support employees with disability across the globe. Accenture sought to improve each employee’s digital user experience by making Accenture’s technology accessible and compliant with the Web Content Accessibility Guidelines (WCAG) 2.1 AA. Accenture also:
Accenture aims to embed “accessibility forethought” into everyday technology and content design. Their goal is “to make 100 percent of technology interactions accessible”. More information on this case study. The following questions have been developed to assist employers assess the accessibility of their workplace technology:
6. Reasonable adjustmentsReasonable adjustments are changes to work processes, practices or environments, to ensure employees with disability can perform their job, free from barriers. The DDA makes it unlawful to discriminate against people with disability in the area of employment.[12] If a person requires reasonable adjustments in order to be treated equally or to comply with a particular employment requirement, then a failure by an employer to provide those adjustments constitutes unlawful discrimination on the basis of disability.[13] A ‘reasonable’ adjustment is one that would not impose an ‘unjustifiable hardship’ on the employer, and may include:
While these are adjustments designed to support employees with disability, often they also benefit a larger range of employees. In determining whether a particular adjustment would impose an unjustifiable hardship on an employer, all of the relevant circumstances must be taken into account, including:
The following questions have been developed to assist employers assess their approach to reasonable adjustments:
7. ResourcesThe South Australian Government has produced an Online Accessibility Toolkit (Toolkit), a free resource designed to help employers improve the accessibility and usability of their digital platforms. Access the Toolkit. This guide is part of a suite of resources developed by the Australian Human Rights Commission as part of IncludeAbility to assist:
Further resources are available at www.IncludeAbility.gov.au. |