Harnessing the combined wisdom of industry specialists, this article unfolds practical strategies for building an inclusive environment for people with disabilities at work. It zeroes in on actionable tips that are easily integrated into daily operations, ensuring workplaces are both welcoming and compliant. Uncover the transformative approaches that respect diversity and empower every team member to thrive.
- Point Out Accessibility Features
- Offer Remote Work
- Protect Silence for Accessibility
- Implement Accessible Digital Tools
- Bake Accessibility into Operations
- Design Flexible Workstations
- Ensure ADA Compliance
- Apply Universal Design Principles
- Implement Accessible Technology
- Ensure Clear Communication
- Make Practice Wheelchair-Friendly
Point Out Accessibility Features
As a disability inclusion and DEI expert, I center accessibility in all my work. One action I take is to start events, meetings, and other gatherings by pointing out the accessibility features that are and are not present. For example, at a large, in-person event, I may point out that the room is easily accessible for people who use wheelchairs and other mobility devices, that materials for an event were made available in advance, and that there are microphones in the space. I may also note that there is no ASL interpreter, different lighting options, or a ramp to the main stage.
For virtual events, such as team meetings, I could note that virtual options are accessible, there is closed captioning available, and my presentation materials and style are designed to be accessible. I also may note that there are no language or ASL interpreters, that virtual meetings require consistent Internet access, that screen readers may not be able to access chat comments, and that the presenter has background noise.
By pointing out accessibility features that are and are not present, you communicate to your team that accessibility and inclusion are top of mind, that you are open to access-related accommodation requests, and that pointing out limitations is acceptable and useful.
Jennifer C Sarrett
Founder, Director, Disruptive Inclusion
Offer Remote Work
As an HR consultant and small business owner, the most effective way that we have found to include people with disabilities in the workforce is by offering remote work to all employees. Our team employs people with mobility, vision, and other disabilities. Through employee feedback, both in our organization and the organizations that we serve, we know that offering fully remote work makes being an active, contributing member of our team, and the workforce overall, easier for some people with disabilities.
It can be especially challenging for people with disabilities to navigate the commute to work and, further, navigate a building and office setup that may or may not work for them based on their unique needs. In addition to providing remote work, inviting employees with disabilities to regularly participate in policy-setting, procedure writing and review, and other organization-level activities that impact them in the workplace ensures that their opinions are considered and their needs are reflected in the way the business is structured.
Niki Ramirez
Founder & Principal Consultant, HRAnswers(dot)org
Protect Silence for Accessibility
We’re a remote team by design, and one step we take to ensure accessibility—especially for neurodivergent individuals and people with sensory processing challenges—is surprisingly simple yet remarkably effective:
We protect silence.
This isn’t just about “not having to speak up on Zoom” kind of silence. We mean real, structured quiet time.
No meetings. No Slack pings. No expectation of instant replies. We have entire chunks of the week where it’s okay—encouraged, actually—to disappear into your work and not resurface until you’re ready.
Why? Because modern work culture subtly punishes silence. There’s an ambient pressure to be constantly visible, constantly responsive, constantly on. However, for many people—especially those with ADHD, autism, anxiety disorders, or even chronic fatigue—that noise is exhausting. It’s not that they can’t do great work. It’s that the pace and interruptions hinder them from demonstrating what they’re truly capable of.
What we’ve observed is that by intentionally incorporating “silent hours” into our team rhythms, we’re not just more accessible—we’re more effective. People actually get time to think. Focused individuals do deeper work. Quiet contributors feel more confident chiming in on their own terms. And nobody feels like they’re falling behind because they don’t want to jump into a group brainstorm at 10 a.m. sharp.
It’s not flashy. But honestly, it’s one of the best accessibility practices we’ve stumbled upon.
Sometimes inclusion isn’t about adding more. It’s about eliminating the noise.
Derek Pankaew
CEO & Founder, Listening(dot)com
Implement Accessible Digital Tools
Creating a workplace where everyone feels valued, supported, and empowered to contribute their best work is fundamental to building a thriving organizational culture. A crucial aspect of this is ensuring accessibility and inclusivity for people with disabilities. While a comprehensive strategy involves multiple facets, one pivotal step we prioritize is the rigorous evaluation and implementation of accessible digital tools and communication platforms across our entire infrastructure. This step isn’t merely about compliance; it’s about embedding universal design principles into the technological fabric of our daily operations, ensuring that the tools meant to enhance productivity don’t inadvertently create barriers.
This commitment involves carefully selecting software and systems that are inherently designed with accessibility in mind, supporting compatibility with assistive technologies like screen readers, voice recognition software, and alternative input devices. When procuring new technology or updating existing systems, accessibility features are a key evaluation criterion, placed alongside functionality, security, and cost-effectiveness. For instance, our internal communication platforms and collaboration suites are chosen for their robust support for features like closed captioning, adjustable text sizes, and keyboard navigation. Furthermore, we dedicate resources to ensure our internally developed applications and resources adhere to recognized accessibility standards, like WCAG (Web Content Accessibility Guidelines), making digital information and workflows navigable for everyone.
The positive difference stemming from this focused effort has been profound and multifaceted. Firstly, it has significantly enhanced productivity and engagement for employees with disabilities, providing them with equitable access to information and the tools needed to perform their roles effectively without facing unnecessary friction. This enhancement fosters a greater sense of belonging and autonomy. Secondly, it has benefited all employees by promoting more transparent communication and versatile tools—features like captions aid comprehension in noisy environments or for non-native speakers. At the same time, well-structured digital content is more straightforward for everyone to navigate. Critically, this proactive stance on digital accessibility signals a broader organizational commitment to inclusivity.
Steve Fleurant
CEO, Clair Services
Bake Accessibility into Operations
We built “accessibility-by-default” into both our digital systems and team operations–meaning inclusion isn’t something we bolt on later, it’s baked in from the start.
When we revamped our onboarding process and digital toolset, we made a commitment: every platform, meeting, and internal system needed to work seamlessly for people with visual, auditory, mobility, or cognitive differences.
Here’s how we did it:
- Digital Workspace Inclusion: We enabled keyboard-only navigation, screen reader compatibility, and voice commands across tools like Notion, Slack, and our project management software. This ensured visually impaired and neurodivergent team members could collaborate in real time without extra hurdles.
- Captions & Transcripts by Default: Every internal video—whether Zoom, Loom, or async updates—comes with AI-generated closed captions and downloadable transcripts. It supports deaf and hard-of-hearing colleagues and helps ESL speakers keep up without stress.
- Accessibility Stipends: We provide team members with a dedicated allowance to purchase ergonomic or adaptive tech—like split keyboards, magnifiers, or noise-canceling headphones—based on their personal needs.
- End-User Accessibility Audits: We ran both ADA and WCAG 2.1 compliance audits on our customer portal, plus real-world testing with users who rely on assistive tech. The feedback loop led to smarter design decisions that reduced navigation issues and improved conversion.
The Impact:
- Inclusion-related employee satisfaction rose from 76% to 94%.
- Time-to-onboard for teammates using assistive tech dropped from 3.7 to 2.1 days.
- Accessibility-related support tickets dropped 42%.
- Bounce rate in mobile accessibility mode dropped from 41% to 24%.
- UGC from differently-abled users rose by over 500%.
As someone who works remotely while traveling every few months, I’ve seen firsthand how geo-agnostic, async-first communication empowers teammates—especially those with neurodivergence or mobility limitations—to contribute on their own terms. Tools like AI-generated summaries and captioned video briefings help everyone stay in sync without real-time pressure.
Accessibility isn’t a perk. It’s a form of respect. And when it’s embedded into design, policy, and communication from day one, the results are clear: stronger teams, better products, and a culture where no one has to ask for basic access—they already have it.
Murray Seaton
Founder and CEO of Hypervibe / Health & Fitness Entrepreneur, Hypervibe (Vibration Plates)
Design Flexible Workstations
One strategy that has worked well for us is designing workstations with flexibility in mind. For example, we added height-adjustable desks and ensured the office layout was easy to navigate for individuals using mobility aids. We also provide software tools like screen readers and voice-to-text options and integrate them into daily workflows. One of our team members shared how these changes made their tasks not just doable but more efficient, which reinforced the value of thoughtful adjustments.
Beyond physical and tech accommodations, we focus on open communication. We regularly gather feedback, including through an anonymous quarterly survey, to identify needs we might overlook. Recently, this helped us implement noise-canceling headphones for employees with sensory sensitivities.
Accessibility isn’t about one big change. It’s about continuous, practical adjustments that make the workplace inclusive for everyone.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Ensure ADA Compliance
One step we take is to ensure our office environment is fully compliant with ADA guidelines and embraces universal design principles. This includes installing wheelchair-accessible entrances, adjustable workstations, and adaptive technologies, as well as offering training to all employees on accessibility best practices. We also regularly review our workspace and digital platforms to identify and address any potential barriers, ensuring that every employee has the tools they need to succeed.
This proactive approach has made a significant positive difference: it not only fosters a more inclusive and welcoming environment but also boosts employee morale and productivity. By creating a workplace where people with disabilities feel genuinely supported and valued, we’ve seen enhanced collaboration, greater innovation, and a stronger overall culture of diversity and inclusion.
Shehar Yar
CEO, Software House
Apply Universal Design Principles
One effective strategy for creating a more accessible work environment is to implement universal design principles in the workplace.
How it works:
- Ensure physical spaces are accessible, with ramps, elevators, and adjustable workstations.
- Incorporate assistive technologies like screen readers, voice recognition software, and hearing aids.
- Provide flexible working options, such as remote work or adjustable hours, to accommodate diverse needs.
Why it matters:
- Universal design benefits everyone, not just individuals with disabilities. For example, ramps help those with mobility challenges and employees carrying heavy loads.
- It fosters an inclusive culture where everyone feels valued and empowered to contribute.
Collaborate with employees to understand their unique needs and involve them in accessibility planning. Tailoring solutions ensures a supportive and productive environment for all team members.
Patrick Regan
Senior Recruitment Consultant, Enlighten Supply Pool
Implement Accessible Technology
One way our business has created an inclusive environment and removed barriers for people with disabilities is by implementing accessible technology and tools across all platforms. We have ensured that our website, internal systems, and communication tools were designed with accessibility in mind, following WCAG (Web Content Accessibility Guidelines) to ensure that people with visual, auditory, or mobility impairments could easily navigate and interact with our content.
For instance, we integrated screen reader compatibility, added alternative text for images, ensured keyboard navigability, and provided captioning for all video content. Additionally, we trained our staff on inclusive practices, such as creating accessible documents and being mindful of diverse communication needs.
This approach not only ensured equal access to our digital platforms but also fostered a culture of inclusion, where everyone feels valued and can contribute fully, regardless of their abilities. It has allowed us to attract and retain talented individuals by providing an environment where everyone has equal access to opportunities and tools to succeed.
Aviad Faruz
CEO, FARUZO
Ensure Clear Communication
Accessibility isn’t just about ramps; it’s about making sure everyone can contribute. One simple step we take is ensuring all communication is clear and easy to access. Captions in meetings, screen reader-friendly documents, and structured notes remove barriers so everyone stays engaged. When people can fully participate, teamwork and productivity improve. Small changes, like better visuals and alternative formats, make a big impact. We’ve seen firsthand how inclusion boosts morale and innovation. Accessibility isn’t an extra; it’s essential. Simple adjustments create a workplace where everyone thrives, and that benefits us all.
Justin Abrams
Founder & CEO, Aryo Consulting Group
Make Practice Wheelchair-Friendly
We prioritize accessibility for all patients, including those with disabilities. We’ve made our practice wheelchair-friendly with accessible pathways and treatment rooms, ensuring comfort and ease for everyone. Our team is trained to offer personalized care, making each visit stress-free and inclusive.
This commitment has made a huge impact. Patients with mobility challenges have shared how much more confident they feel about their dental visits. One patient said, “Lumiere Dental Spa made me feel cared for and comfortable in a way I’ve never experienced before.” I believe that dental care should be accessible and luxurious for all. Our inclusive approach ensures that every patient enjoys a personalized, comfortable experience that enhances both their smile and confidence.
Neda Hovaizi
Business Owner & Dentist, Lumiere Dental Spa