Katy Talikowska: World Sight Day – Practical steps to create visual accessibility at work

Imagine a world where every workplace is designed with visual accessibility in mind, allowing millions of visually impaired and blind people to fully contribute their talents and skills without barriers. Innovating for visual accessibility is by no means a niche issue. The International Agency for the Prevention of Blindness (IAPB) tells us that visual impairment affects at least 2.2 billion people globally, including 143 million working-age individuals.

Our workplaces aren’t just missing out on this vast pool of potential talent, ideas, and perspectives – in some cases, they’re contributing to the problem. The workplace itself is the third largest cause of vision-related conditions globally, with vision impairment resulting in an annual global productivity loss of approximately US$ 411 billion. But what if we could turn that loss into an opportunity? What if, instead of a cost, we saw this as a $411 billion reason to innovate?

The economic stakes are high, and as Valuable 500 partners and companies have shown, implementing practical strategies to create a visually accessible workplace allows organisations to significantly boost their business performance, mitigate substantial productivity losses, and future-proof their operations.

Employing Disabled People

Too often, companies approach accessibility as an afterthought or a series of accommodations to be made for a hypothetical workforce. But the most successful and innovative organisations understand that true accessibility begins with the people you hire. By bringing individuals with visual impairments and other disabilities into your team, you enrich your organisation with unique perspectives, lived experiences, and problem-solving skills that can drive innovation and improve your products or services for all users.

Prioritising inclusivity means scrutinising the entire hiring process for accessibility – from job postings to interviews and onboarding. Once hired, ongoing disability awareness training for all staff fosters a culture of understanding and support.

To nurture talent and promote career growth, companies can engage in mentorship and leadership development programs specifically tailored for employees with disabilities. Initiatives like Valuable 500’s Generation Valuable programme create a pipeline of diverse, disability-confident leadership for the future.

With a strong foundation of inclusive hiring practices in place, the next step is to implement specific strategies that create a truly visually accessible workplace. These strategies should be comprehensive, addressing both the physical and digital aspects of your work environment. Remember, the goal is not just to meet minimum accessibility standards, but to create an environment where employees with visual impairments can thrive and contribute to their full potential.

Most importantly, these strategies should always be guided by the insights and experiences of staff with lived experience of the barriers you are seeking to remove. Their presence and input should inform every aspect of your accessibility efforts, from technology choices to workplace design and company policies.

Technology and Tools

One of the first steps in creating a visually accessible workplace is ensuring the availability of assistive technology and accessible hardware. This goes beyond simply providing screen readers; it involves a comprehensive approach to digital accessibility.

Google, a Valuable 500 partner, has set an exemplary standard with its Accessibility Champions program. Over 1,200 employees have been trained in accessible design, enhancing both product and workplace accessibility. This initiative ensures that accessibility is not an afterthought but an integral part of the design process.

Practical steps for your organisation:

1. Consult disabled employees about their needs.
2. Conduct an audit of your current technology infrastructure to identify gaps in accessibility.
3. Invest in assistive technologies such as screen readers, magnification software, and Braille displays.
4. Ensure all internal software and tools are compatible with assistive technologies.
5. Create an Accessibility Champions programme to embed accessibility knowledge across your organisation.

Creating a Navigable Space

A visually accessible workplace extends beyond the digital realm. Wayfinding, the process of orienting oneself and navigating spaces, is crucial for blind and visually impaired people. Effective wayfinding systems typically combine tactile elements, audio cues, visual aids, and digital assistance.

Accenture’s research into the wayfinding technologies demonstrates ongoing innovation in this field, showcasing the potential for technology to complement existing mobility aids and skills.

Steps to enhance your physical workspace:

1. Install clear, high-contrast signage.
2. Implement tactile floor indicators.
3. Ensure adjustable lighting.
4. Consider audio wayfinding systems for larger spaces.
5. Stay informed about emerging wayfinding technologies.

Training and Awareness

Creating a truly inclusive environment requires more than just physical and technological adaptations, it necessitates a shift in organisational culture. EY (Ernst & Young) offers a prime example with its comprehensive approach to diversity and inclusiveness. Their programs go beyond regular training and awareness sessions focused on accessibility needs. EY fosters an environment where all employees are valued for their differences, embedding diversity and inclusiveness in all processes from recruitment to career management. They encourage dialogue among employees to promote understanding, build an inclusive culture, and drive innovation.

Strategies to enhance training and awareness:

1. Develop comprehensive disability awareness training for all employees.
2. Offer specific training on assistive technologies.
3. Host regular sessions on different aspects of accessibility.
4. Create professional networks that provide supportive communities and build awareness of diverse attributes.

Redefining Workplace Essentials

To create a truly accessible workplace, we must shift our perspective on what constitutes essential business tools. Accessibility features should be viewed as fundamental to certain employees’ productivity, not as optional add-ons.

When employees with visual impairments have the right tools, they’re empowered to excel, innovate, and contribute unique perspectives. This support creates a ripple effect, fostering psychological safety that drives creativity, productivity, and retention.

Deloitte’s Self-Identification Programme exemplifies this forward-thinking approach. By encouraging employees to voluntarily disclose their disabilities, Deloitte gains valuable insights into the diverse needs of its workforce. This information allows them to proactively provide necessary accommodations, creating an environment where every employee can thrive.

To formalise this commitment:

1. Audit current policies to identify areas where accommodations are treated as secondary.
2. Develop an accommodation policy that positions accessibility tools as standard equipment.
3. Establish a dedicated budget for accessibility tools.
4. Create a streamlined process for requesting and implementing accommodations.
5. Implement regular training programs on accessibility and inclusion.
6. Foster open dialogue through employee resource groups and feedback sessions.
7. Showcase success stories where accommodations have enhanced performance.

By reframing accommodations as workplace essentials, we unlock the full potential of our diverse workforce, benefiting both employees and the company through increased innovation and a more inclusive culture.

Feedback and Continuous Improvement

Creating an accessible workplace is not a one-time effort but an ongoing process. Implementing regular surveys and feedback processes is crucial to continually improve digital accessibility and workplace practices.

Microsoft, a leader in accessibility, exemplifies this approach with its robust feedback loops. The company continuously improves its products and workplace accessibility by regularly soliciting and acting on feedback from employees with disabilities.

Strategies for feedback and improvement:

1. Implement regular surveys specifically focused on workplace accessibility.
2. Create an accessible feedback channel for employees to report accessibility issues or suggest improvements.
3. Establish a cross-functional team responsible for reviewing and acting on accessibility feedback.
4. Set and publicise clear goals for accessibility improvements, and report on progress regularly.

A Call to Action

As we observe World Sight Day, I challenge business leaders to view it not just as a day of awareness, but as a catalyst for action. The steps outlined here, inspired by the innovative practices of Valuable 500 companies and partners, provide a roadmap for creating a more visually accessible workplace.

Remember, true inclusion is not about making special accommodations for a few, but about creating an environment where everyone can thrive. By implementing these strategies, you’re not just supporting visually impaired employees—you’re fostering a culture of innovation, empathy, and excellence that benefits your entire organisation.

Let’s seize this opportunity to transform our workplaces, tap into the immense potential of the disability market, and create a more inclusive world for all. The journey towards full inclusion may be challenging, but the rewards—both human and economic—are immeasurable.