Action 1.3A: Review and update key policies to reflect importance of universal design and accessibility, including in the areas of IT, recruitment, and communications.

Guidance

Universal Design is defined by the UN as “the design of products, environments, programmes and services to be usable by all people, to the greatest extent possible, without the need for adaptation or specialised design.”

While disability specific policies and procedures can help to ensure individualised ‘reactive’ supports are offered to disabled staff members, adopting a universal design and ‘accessibility first’ approach across the organisation can ensure we proactively design our workplaces to cater for many of the varied needs and identities of our staff.

“Taking a Universal Design approach makes a big difference so that people don’t have to stand out. Like always turning captions on, recording team meetings and making basic inclusive technologies available to all as standard.”

WIDE Consultation Participant – Disability Organisation

To realise your organisation’s commitment to universal design and accessibility, it is important to review and update key policies across various areas, including IT, recruitment, and communications. These policies should be written to reflect the principles of universal design, ensuring that they incentivise and monitor inclusivity and accessibility for all employees.

IT policies should focus on the development and implementation of accessible IT systems, inclusive technologies, and tools that are accessible to disabled employees. This includes both hardware and software solutions. Regular accessibility audits should be conducted to ensure that these technologies remain accessible and meet the needs of all users (see Action 2.1B).

Recruitment and employment policies should also incorporate accessibility and universal design principles. This includes ensuring that job advertisements, application processes, and selection procedures are accessible to all candidates. Additionally, it is important to have a diverse pool of panellists, including disabled professionals, to ensure a fair and inclusive recruitment process (see Domain 4).

Internal and external communications policies should be designed with accessibility in mind. This means mandating accessible communications practices in communications, including using clear and inclusive language, providing information in multiple formats, and ensuring that all communication channels are accessible to disabled people. Regular audits of communication practices should be conducted to maintain high standards of accessibility (see Area of Effort 2.3)

By embedding accessibility and universal design across a broad range of organisational policies and procedures, you send the message that ‘Inclusion is Everyone’s Business’ and set clear baselines for inclusive practice in a range of business areas.

“The more we can take a Universal Design approach to providing support, the better – if you know that everyone can access employee supports, then you are more likely not to fear asking for them yourself.”

WIDE Consultation Participant – Disability Organisation