Diversity, equity, and inclusion ― but what about accessibility?

Based on a study by the U.S. Bureau of Labor Statistics (https://bit.ly/3B5E6By), 17.9 percent of U.S. workers in 2020 identified as an individual with a disability. Yet most employers focus their diversity, equity, and inclusion (DE&I) efforts exclusively on attracting, promoting, and advancing employees of color and women. While those efforts are critically important and long overdue, true inclusivity is not possible if almost 18 percent of the workforce is left out of the equation.

Accessibility, within the broader DEI&A context, goes beyond compliance with the legal obligation to provide reasonable accommodations. The "A" in DEI&A focuses on creating a workplace that permits individuals with disabilities to participate fully in career-developing opportunities. The COVID-19 pandemic forced employers to reimagine how work can be done. That experience can inform efforts to make the workplace more accessible for individuals with disabilities.

Below are recommendations for creating and maintaining a fully accessible workforce.

Implement a strategic plan. Identify short-term and long-term initiatives aimed at creating a more accessible workplace. Implement a strategic plan for increasing representation of individuals with disabilities in the workforce at all levels and creating an environment in which individuals with disabilities can be successful.