Action 1.1A: Explicitly state and publicly communicate evidence of your company's commitment to disability inclusion and universal design, recognising intersectionality.

Guidance

To effectively communicate your organisation’s commitment to disability inclusion and universal design, clearly define this commitment and highlight it in a range of key strategic documents/locations such as:

• Your organisation’s strategic plan and other documents outlining organisational goals and objectives.
• The section of your website showcasing the company’s objectives, values, and mission.
• Your organisation’s Equity, Diversity, and Inclusion (EDI) Strategy, if applicable.

“Make sure your workplace is reflective of society”.

WIDE Consultation Participant – Disability Organisation

Using the term “disability” explicitly in strategic commitments acknowledges the specific needs and rights of disabled people, as outlined in Irish law and the UNCRPD. This signals to potential and current disabled employees that their talents are explicitly and intentionally welcomed and valued. Employing language that reflects the social model of disability, which focuses on eliminating societal and workplace barriers for disabled staff, promotes a more inclusive environment.

“It’s vital to create an environment where future employees feel valued for their unique contributions, rather than viewing their disability as a challenge for the company to accept. By emphasising the positive impact that diverse perspectives bring to the organisation, employers can foster inclusivity and accessibility in the recruitment process, ultimately benefiting the entire workplace.”

WIDE Consultation Participant – Disabled Person

When integrating this commitment into your wider EDI strategy, balance disability-specific language with broader EDI goals. Recognising intersectionality is crucial, as disabled people may belong to other marginalised communities and face multiple forms of discrimination. Addressing structural inequalities and prioritising inclusive policies and practices will strengthen your overall commitment to diversity and inclusion.

Adopt Universal Design within your organisational strategy as a guiding approach for developing policies and strategies across the organisation (see Action 1.3D for further info). This ensures environments, products, and services are designed to be accessible to all people to the greatest extent possible without the need for specialised adaptations. By embedding Universal Design principles into your practices, you demonstrate a proactive commitment to creating an inclusive workplace that values and supports all employees.

Pairing commitments to Universal Design with targeted disability inclusion efforts recognises the value of disabled employees and their intersectional identities. Publicly communicating your commitment through strategic channels will reinforce your dedication to disability inclusion and build confidence among stakeholders.

“The key is making inclusion a business priority.”

WIDE Consultation Participant – Employer