Photo by Jakub Pabis on Unsplash
With remote working finding its place in the long list of permanent fixtures within many industries, it has opened new opportunities for people with disabilities to contribute professionally, unfettered from conventional office settings.
Equally, however, remote work does raise new challenges, not least over digital accessibility, and most firms are still on a journey to create an inclusive virtual workspace that will allow all employees to be productive, whatever their physical or cognitive abilities. If businesses can understand and address these challenges, they will take care of making sure each of their team members has what they need to succeed.
This blog will help create a digital work environment that values and empowers individuals with disabilities.
Investing in digital accessibility is essential for compliance and inclusion. Numerous U.S. laws, including the Americans with Disabilities Act (ADA), protect the rights of individuals with disabilities. ADA mandates that your website be accessible to all, prohibiting discrimination in public accommodations. Whereas originally, the ADA focused on physical barriers, the battle for access has taken a new turn: accessible digital spaces.
Regulations like Section 508 of the Rehabilitation Act and the 21st Century Communications and Video Accessibility Act (CVAA) reinforce these protections.
Equally important is creating an inclusive work culture where everyone can thrive, especially groups like people with disabilities. For example, inclusive companies are twice as likely to meet or exceed financial goals, three times more likely to do better, and eight times more likely to have positive business outcomes.
Disabled workers in a remote employment model face various challenges that often prevent them from interacting with mission-critical resources and collaborating seamlessly with their coworkers.
According to the Job Accommodation Network (JAN), 56% of companies reported employee productivity gains from assistive technologies (ATs) like text-to-speech software and adaptive communication devices.
However, the World Health Organization’s (WHO) and United Nations Children’s Fund’s (UNICEF) Global Report on Assistive Technology (2022) revealed that only 3% of individuals in low-income countries can access such products. Conversely, 90% of individuals in high-income countries do.
Many users raised concerns about the costs and inadequate accessibility features of ATs.
Capterra’s 2023 Tech Accessibility Survey found that 82% of disabled workers rely on software to effectively do their jobs.
While 93% rated employer-provided accommodations as good or excellent, 38% rated accessibility features in software as fair or poor, this rose to 46% among those with blindness or low vision. Over half of those with intellectual or learning disabilities also rated features similarly.
Visually impaired employees want their fonts to be adjustable, while physically disabled employees prefer to use keyboard shortcuts and better navigation of applications using software.
Inaccessible digital content presents hurdles for employees with disabilities. Websites with font sizes too small or no alt text, and documents not having clear and consistent head nominal and subheadings will make these users access the sites and search for key information.
Remote work can leave employees with disabilities feeling isolated due to communication barriers.
Deaf individuals may miss key points in virtual meetings without sign language interpreters or captions. Those with visual impairments often struggle with documents or software lacking screen reader compatibility.
Additionally, mobility challenges can make typing in chat applications difficult. Language and cultural differences further complicate communication.
You can break down barriers to accessibility and foster an inclusive workplace where employees with disabilities feel valued and empowered.
Adopting these thoughtful solutions enables your teams to tackle their tasks easily and confidently, whether working at home or anywhere else.
Creating accessible documents is important for your remote team’s digital accessibility. This helps people with disabilities navigate, read, and edit documents easily, including those using screen readers or Braille devices. This includes individuals who are blind, have low vision, or have dyslexia.
As per the National Federation of the Blind (NFB), 67% of PDFs that users encounter are inaccessible, emphasizing the need for document remediation.
Text-only emails boost accessibility by working seamlessly with screen readers and eliminating the need for complex coding or design.
In contrast, Unlayer noted that image-only emails load slowly, don’t work well on mobile, and are harder to edit. For more accessible and engaging emails, stick to the 60/40 rule—60% text and 40% images.
Offer a range of ATs (assistive technologies) to support diverse disabilities. For instance, screen readers aid visually impaired individuals, while screen magnifiers enable effective text size control.
Text readers read text aloud to assist those with learning difficulties or eye fatigue. Additionally, speech input software allows verbal commands, and tools like head pointers, motion trackers, and vertical monitors address specific needs, including vestibular dysfunction.
Create virtual presentations with accessibility features to ensure disabled employees can fully engage in online meetings, brainstorming sessions, and collaborations.
Incorporate real-time transcription to provide live text for spoken content. Plus, send accessible materials in advance and share recorded sessions afterward to allow everyone to access the information at their convenience.
Using accessible links in pages and documents is essential for employees with disabilities. Inaccessible links disrupt the user experience and make disabled users hesitant to click. Based on research conducted by AudioEye, 64% of web pages feature unclear links.
Instead of generic phrases like “Click Here,” use descriptive text like “View Company Policies” to clarify the link's purpose and destination.
Making video content accessible helps employees with disabilities smoothly interact with training, meetings, and work-related content.
First, avoid flashing content or adhere to the three-flashes-or-below rule, which limits flashes to three per second to prevent seizures. Moreover, captions, transcripts, and audio descriptions should be incorporated to support individuals who are deaf, hard of hearing, or visually impaired.
Conducting accessibility surveys with your HR team allows disabled employees to securely and privately share about their conditions. This information enables your company to provide necessary assistance and make employees feel valued.
Ensure that only HR has access to these sensitive details while addressing technical challenges and the accommodations required for a more inclusive workplace.
Deliver digital accessibility training to all of your employees. Such training empowers them to support colleagues with disabilities while helping those with disabilities overcome challenges.
Implement self-paced courses, webinars, and workshops. Employees should learn about disabilities, assistive devices, the WCAG (Web Content Accessibility Guidelines), and common accessibility issues.
As a collaborative approach, embracing feedback ensures that all voices are heard, fosters a sense of belonging, and leads to reliable solutions that support diverse needs. Actively solicit input on website and software usability, document formats, or communication tools.
The disability rights movement gained momentum on July 26, 1990, with the signing of the ADA (Americans with Disabilities Act) in Washington. At its heart is the undeniable truth that inaccessibility is a form of discrimination.
When environments and experiences fail to support physical, cognitive, or mental needs, they silence voices and stifle opportunities for individuals with disabilities. This exclusion is just as discriminating as outright denying them opportunities.
By simply adjusting documents, adding captions to videos, or using affordable yet accessible software, you can create an inclusive remote workspace that guarantees everyone has an equal chance to thrive and contribute.
Author: David Gevorkian - Founder and CEO of Be Accessible Inc.