Creating an inclusive workplace is not a one-time project: it is a continuous journey of growth and improvement. To ensure that accessibility remains a priority, employers must embed it into their ongoing processes, communications and culture. This final tool provides strategies for maintaining and enhancing accessibility over time, seeking employee feedback and sharing your commitment with all stakeholders.

Maintaining and Improving AccessibilityAccessibility is an ever-evolving target as new technologies emerge, employees’ needs change and best practices advance. To stay at the forefront of inclusion, consider these solutions:

• Use artwork, sculptures or themed displays at key decision points.
• Conduct annual accessibility audits to identify areas for improvement.
• Establish an accessibility committee with diverse representation to guide initiatives.
• Allocate budget and resources for ongoing enhancements to spaces, technologies and programs.
• Provide regular training for all staff on accessibility best practices and new features.
• Partner with a local service provider for guidance and support.
• Celebrate accessibility milestones and share success stories to maintain momentum.

Seeking Employee FeedbackYour employees are the experts on their own accessibility needs and experiences. Regularly seeking their input will help you to target high-impact improvements and foster a culture of inclusion. Strategies include:

• Conducting anonymous surveys to gather candid feedback on accessibility “pain points” and wish list items.
• Hosting focus groups or listening sessions to dive deeper into employees’ experiences.
• Providing multiple channels for employees to share accessibility concerns or suggestions, such as an online portal, suggestion box or a dedicated email address.
• Encouraging open dialogue about accessibility in team meetings, performance reviews and company forums.
• Acting on employee feedback and communicating progress to demonstrate your commitment.
• Recognizing and rewarding employees who champion accessibility and propose innovative solutions.

Communicating your CommitmentAccessibility is a powerful differentiator for employers. Showcasing your commitment to inclusion can help you to attract top talent, build brand loyalty and position your organization as a leader. Ways to spread the word include:

• Prominently featuring accessibility information on your website and job postings, including details on accommodations and assistive technologies.
• Highlighting accessibility features and employee stories in recruitment materials and at job fairs.
• Sharing accessibility initiatives and impact metrics in company newsletters, social media and annual reports.
• Pursuing accessibility certifications and awards to validate your efforts.
• Partnering with disability advocacy groups to amplify your message and inspire other employers.
• Encouraging employees to share their experiences with accessibility at industry events and in their professional networks.

Case Study: Building a Culture of AccessibilityA mid-sized financial services firm made a commitment to weave accessibility into its organizational fabric. In addition to conducting an audit and implementing physical upgrades, it took the following steps to drive ongoing progress:

1. Established an Accessibility Champions program, with representatives from each department who receive in-depth training and lead initiatives within their teams.
2. Launched an accessibility innovation fund and provided grants to employees with ideas for enhancing inclusion, such as a sign language learning program and a neurodiversity hiring initiative.
3. Instituted quarterly pulse surveys and meetings to gather employee feedback and share progress updates.
4. Developed an accessibility scorecard with key metrics to track year-over-year progress and hold leaders accountable.
5. Created an online Accessibility Resource Centre with training materials, best practices and employee stories.
6. Spotlighted accessibility in company communications, including an annual inclusion report and executive thought leadership.

By treating accessibility as an ongoing priority, this firm embedded inclusion into its employer brand and empowered all employees to take an active role in creating a more equitable workplace. However, it’s also essential to note that this case study is only meant as an example. It’s important to get started in terms of accessibility and the built environment, but employers don’t have to do it all right away!

Don’t Stop Now, You’re Just Getting Started!Embracing accessibility as an ongoing commitment is key to driving meaningful, lasting inclusion. By continuously improving your efforts, seeking employee input and sharing your journey, you can create a workplace in which everyone can thrive.