Accessibility: Moving beyond one-size-fits-all solutions
As we mark the International Day of Persons with Disabilities, we reflect on a truth that resonates deeply with many HR and people function leaders: inclusivity is more than a moral imperative—it’s also a key driver of organizational success.
For us, attracting and retaining the most distinctive talent requires creating a workplace that is accessible and welcoming to everyone, regardless of their individual needs. By being clear about the essential functions of each role and thoughtfully addressing barriers, we empower individuals to bring their best to the table. Inclusive work environments not only ensure compliance with important regulations but, more importantly, foster a culture where everyone has the opportunity to thrive.
The numbers underscore this opportunity: according to the 2023 Global Survey on Persons with Disabilities and Disasters report on disability by UN Office for Disaster Risk Reduction (UNDRR), about 16 percent of the global population lives with at least one disability. This is a significant and often overlooked demographic. Forward-thinking organizations recognize that embracing accessibility benefits everyone—not just those with disabilities. The focus is shifting toward proactively eliminating barriers rather than reacting to challenges as they arise.
Guiding questions
Although these questions may not be new to HR and diversity and inclusion teams, it’s important to regularly revisit them to ensure we’re on track:
- Are we leading or lagging in accessibility? When we look at the world around us, does it feel like we’ve done everything we could?
- Do we have a clearly defined ambition for accessibility? What does success look like for our organization?
- Are we investing in the right areas to create the greatest impact? Are our resources aligned with the needs of our colleagues?
Accommodations and accessibility
The terms “accommodations” and “accessibility” may seem similar, but they address different needs. Accommodations involve personalized adjustments to help an individual perform their role effectively and accessibility takes a broader approach, aiming to eliminate systemic barriers so that everyone can fully participate and feel valued.
Both are critical, and one isn’t more important than the other. Organizations must ensure compliance with accommodations requirements while also prioritizing what’s urgent and important to establish a solid foundation for inclusivity.
Accommodations are essential and required by law, but accessibility goes beyond compliance; it also applies to creating processes, environments, and practices that work for everyone, reducing the need for individual adjustments and fostering a more inclusive workplace for all.
Challenges to opportunities
Creating accessible workplaces may seem complex, but the rewards far outweigh the effort. Accessibility serves as the foundation of an inclusive culture, fostering an environment where innovation thrives and benefits extend to everyone—not just individuals with disabilities. For instance, adopting universally accessible tools and designing inclusive spaces can eliminate the need for multiple, one-off solutions while elevating the overall workplace experience.
We have found solutions for creating accessible workplaces address key areas such as digital tools, physical workspaces, and accessibility beyond the workplace. These efforts go beyond mere compliance—they establish a higher standard of excellence.
- Digital tools. In the realm of digital tools, accessibility starts with ensuring that everyone can use the technology they need to succeed. This might include integrating assistive technologies, offering accessible tech support options, or Engaging disability employee resource groups (ERGs) to test and support software and hardware solutions.
- Physical workplace. The physical workspace is another area of focus. Workplaces should be navigable and inclusive for all employees, whether they have visible or nonvisible disabilities. Engaging disability ERGs to identify barriers and propose improvements can enhance inclusivity throughout the employee life cycle.
- Moving around the workplace. Travel and events present additional opportunities to prioritize accessibility. Inclusive travel and event policies ensure that everyone can participate fully in work-related activities. This includes selecting venues with accessibility in mind, forming partnerships with vendors that prioritize inclusivity, and offering tailored support for employees during business travel.
By focusing on the opportunities accessibility creates, HR leaders can design workplaces that are both inclusive and efficient, setting a standard for practical inclusivity and workplace effectiveness.
Our role as HR leaders extends beyond policy implementation and compliance. We must foster cultures where all employees have the support they need to succeed. By adopting universal design principles and addressing accessibility proactively, organizations create environments where they contribute to each individual’s success—and where every individual can, in turn, contribute to the organization’s overall success.
Acknowledgments
It takes a village to curate materials designed to guide discussions about accessibility in the workplace. We extend our gratitude to our McKinsey colleagues—Abby Crotteau, Aida Sadr, Andrea Pagola, Anne Lally, Camielle Headlam, Carla The, Christopher Hand, Elle Kang, Danit Fleischman, Hilary Galant, Idil Tandogan, Katie Carlon, Laysia Reis, Nicole Novellino, Petra Ghicu, and Xin Wen—for their invaluable contributions in preparing these materials and reflecting on potential actions for companies striving to enhance accessibility. Special thanks also go to our Access McKinsey, Professional Development, Digital, Real Estate, and Events teams for their continued support.