Accessibility and Inclusivity in the Workplace – What You Can Learn at Workhuman Live

Workplaces should work for everyone. That means designing physical, digital, and cultural environments where all employees – including people with disabilities – can fully participate. But accessibility isn’t just about ramps and captions; it’s about creating a workplace culture where everyone feels valued and included.

HR professionals play a critical role in making accessibility a reality. From ensuring equal access to career opportunities to integrating inclusive design principles into technology and physical spaces, HR leaders can help organizations move beyond compliance to truly inclusive and accessible design.

Over the past 10 years we’ve learned a ton from Workhuman Live speakers – and also our attendees – about accessibility. There are so many different ways HR practitioners implement inclusive practices, and Workhuman Live is committed to being an accessible, inclusive event.

Every year, we learn more from our attendees about how we can do better.  Here’s a little of what we’ve picked up and continue to incorporate into our conference design.

What does accessibility mean in the workplace?

For many, accessibility may bring to mind things like wheelchair ramps, automatic doors, and screen readers. While these are absolutely critical components, accessibility in the workplace is way more than that. It’s also ensuring that all employees, regardless of ability, have equal opportunities to contribute, grow, and thrive. Inclusivity takes accessibility a step further by creating access, yes, but also a culture where all employees feel they belong.

At its heart, accessibility is about removing barriers, both visible and invisible. A workplace that prioritizes accessibility and inclusivity creates systems, policies, and environments that work for everyone, not just the majority.

Key elements of workplace accessibility:

• Physical accessibility – Ensuring that offices, meeting spaces, and events accommodate individuals with mobility challenges through ramps, elevators, adjustable desks, and ergonomic seating, or incorporating large print or braille in key areas.
  
• Digital accessibility – Making sure websites, software, and workplace technology are usable by everyone, including individuals who rely on assistive tools such as screen readers or voice controls.
  
• Cultural accessibility – Fostering a workplace where employees feel comfortable disclosing disabilities and requesting accommodations without fear of stigma.

When workplaces consider accessibility from all angles, they create an environment where every employee can bring their full self to work.

The different ways HR leaders think about inclusive accessibility

HR leaders are at the forefront of accessibility efforts, often balancing physical accommodations, digital accessibility, and cultural inclusivity to ensure workplaces are truly inclusive. 

Let’s break down how these three areas come into play.

Physical accessibility: making workplaces inclusive for people with disabilities

When most people think of accessibility, physical access is often the first thing that comes to mind. But true accessibility goes beyond just meeting legal requirements – it’s about proactively designing workspaces that remove barriers before they even become an issue.

Some of the key ways HR professionals are driving physical accessibility include:

• Universal design principles – Creating workspaces with accessibility in mind from the start, such as ensuring that doorways, hallways and workstations are wheelchair-friendly, or that reserved seating is available so that all employees can fully engage.
  
• Compliance with ADA and global accessibility laws – Meeting (and exceeding) legal standards to ensure that no employee or visitor is excluded from participating fully in the workplace.
  
• Accessible meetings and events – Offering services for the deaf and hard of hearing, such as CART captioning or assistive listening devices. In fact, often these personalized solutions are considered superior to live American Sign Language (ASL) translation, which may not work for international attendees, and can feel performative.

A workplace that prioritizes physical accessibility is one where all employees feel welcome and able to contribute without limitations.

Digital accessibility: why accessible design in technology matters

A truly accessible workplace with good design isn’t only about the physical environment or keyboard accessibility – it also includes workplace technology. With so much of our work happening on digital platforms, HR professionals must ensure that assistive technologies and digital content are designed for everyone.

Key considerations for digital accessibility in the workplace:

• Ensuring software and platforms meet WCAG 2.1 standards – This means that HR systems, employee portals, and internal platforms are built with accessibility in mind, ensuring compatibility with screen readers, voice controls, and alternative navigation methods.
  
• Providing alternative content formats – Offering closed captions for videos, alt text for images, and keyboard-friendly navigation to accommodate different accessibility needs.
  
• Advocating for usability testing – Ensuring that employees with disabilities test web accessibility, (including color-blind users, blind users, and users with low vision) test workplace technologies before implementation to identify accessibility gaps.

Digital accessibility is a fundamental requirement for ensuring that employees with disabilities can do their jobs effectively and everyone can access the same experience at work.

Cultural accessibility: fostering a workplace where employees feel seen and supported

Even with physical and digital accessibility in place, culture plays a crucial role in making workplaces truly inclusive. A workplace that is accessible on paper but doesn’t create psychological safety for employees with disabilities isn’t truly inclusive.

HR leaders can create cultural accessibility by:

• Encouraging open conversations about accommodations – Ensuring that employees feel safe disclosing disabilities and requesting the support they need.
  
• Providing training on accessibility and inclusivity – Educating managers and employees on inclusive language, bias awareness, and accessibility best practices.
  
• Partnering with Employee Resource Groups (ERGs) – Supporting ERGs focused on disability inclusion to help identify gaps and drive meaningful accessibility improvements.
  

When accessibility is embedded in culture, employees with disabilities don’t just have access to work– they have equal opportunities to thrive.

What we’ve learned about the principles of accessibility at Workhuman Live

Accessibility means creating environments where everyone can contribute their best work. Over the years, Workhuman Live has featured thought leaders who have challenged organizations to think more holistically about inclusivity, ensuring that workplace accessibility extends beyond physical accommodations to encompass digital and cultural inclusivity as well.

Adam Grant: designing work for everyone

Organizational psychologist Adam Grant, a repeat favorite keynote at Workhuman Live and 2025 keynote speaker, has long emphasized the importance of workplace design that empowers all employees to contribute fully. His research highlights the ways in which workplace structures, policies, and leadership practices shape employee engagement and performance – including for employees with disabilities.

One of Grant’s key takeaways is that accessibility shouldn’t be an afterthought – it should be built into the foundation of workplace design. By proactively addressing barriers to inclusion, companies can ensure that employees of all abilities have equal access to opportunities for growth, collaboration, and leadership.

Erin Meyer: how cultural intelligence intersects with accessibility

In her research on inclusive communication, Workhuman Live speaker Erin Meyer often explores how companies can adapt workplace interactions to meet the needs of a culturally diverse workforce. Her work highlights how cultural intelligence (CQ) is crucial not just for global teams, but also for fostering inclusive workplaces where employees with different cognitive and communication abilities feel heard and valued.

For HR professionals, this means ensuring that accessibility isn’t just for physical accommodations but also about how information is communicated. This can include:

• Using multiple formats (text, video, audio) to accommodate different learning styles and abilities.
  
• Training leaders on active listening and inclusive dialogue practices to make sure all employees feel included in conversations.
  
• Creating clear and flexible communication pathways for employees who may need alternative ways to participate in discussions or decision-making.
  

Cy Wakeman: removing workplace barriers

2025 Workhuman Live speaker Cy Wakeman, is an expert on leadership and workplace dynamics, and has spoken at past Workhuman Live conferences about the importance of removing unnecessary obstacles that prevent employees from doing their best work. While this often refers to bureaucratic hurdles and outdated policies, it also applies directly to accessibility barriers – both physical and cultural.

Her philosophy aligns with the idea that good work environments are ones where employees can focus on contributing their skills and talents – not on struggling to overcome avoidable obstacles. When HR leaders take a proactive approach to identifying and eliminating barriers, they create workplaces where accessibility and inclusion are fundamental values.

At Workhuman Live, we’ve had the privilege of learning from speakers like Adam, Erin, Cy, and many others who have championed more inclusive, accessible work environments. Their insights continue to shape how we think about accessibility – not just as something we “fix,” but as something we embed into the fabric of our workplaces.

How Workhuman Live prioritizes inclusive design

At Workhuman Live, accessibility is also part of how we design the experience, and every year we think hard about our accessibility options. From the physical setup of our venues to the digital tools we provide, we take a holistic approach to ensuring inclusivity for all. 

Our conference venues are carefully chosen to ensure that all attendees – regardless of mobility needs – can navigate the space with ease. Key features include:

• Real-time captioning – To accommodate attendees who may be deaf or hard of hearing, or just prefer a text interface, we use CART services that turn video and audio into text captions.
  
• ADA-compliant venues – Our locations prioritize accessibility, including wheelchair access, elevators, ramps, and barrier-free navigation.
  
• Reserved seating – Designated seating areas ensure that attendees with mobility needs can comfortably participate in sessions.
  
• Quiet rooms and sensory-friendly spaces – Recognizing that large conferences can be overwhelming, we provide low-stimulation areas for attendees who need a break from noise, crowds, or sensory input.
  
• Nursing rooms – We offer private, comfortable spaces for parents who need a quiet place to pump or nurse.
  

• A diverse speaker lineup – We ensure that the voices on our stage reflect the diversity of the workforce, including experts from underrepresented communities.
  
• Inclusive language – Small but meaningful details like pronoun stickers or inclusive language can help create a space where all identities are respected.
  
• Dietary accommodations – We provide food options that take allergies, dietary needs, and religious restrictions into account, ensuring that every attendee has an enjoyable refreshment experience.
  
• Friends of Bill meeting space – Workhuman features a dedicated, discreet space for those in recovery who wish to get support or connect with others during the event. Watch our video.

Accessible and inclusive design is one of our guiding principles. We want every attendee to feel seen, heard, and empowered to participate fully, and it informs everything from our web design and digital products to accessibility standards at the event itself. 

Why accessibility and inclusivity must be a business priority

In the past, accessibility was often treated as a compliance issue at work – something to be addressed only when a legal requirement arises. But leading organizations are shifting this mindset, recognizing that accessibility isn’t just about compliance – but creating a workplace where everyone can contribute and participate.

HR professionals and business leaders have a responsibility to make accessibility a core pillar of their organizations, embedding it into everything from hiring practices to workplace design and digital tools. By doing so, companies not only meet their ethical and legal obligations but also unlock significant business advantages.

The business case for accessibility

Companies that prioritize inclusivity and accessibility see measurable improvements across multiple areas of their business. Employees perform better when their diverse needs are met, and they are fully included and empowered to contribute.

Organizations that invest in improving accessibility also experience stronger engagement and retention, as employees are more likely to stay in workplaces that accommodate their needs and foster belonging. A commitment to accessibility enhances an organization’s employer brand and talent attraction, helping companies draw from a wider, more diverse talent pool and gain a competitive edge in hiring. 

Beyond workforce benefits, businesses that proactively address accessibility reduce legal risks, protecting themselves from compliance violations and reputational damage. Inclusive design fuels greater innovation and market reach, as products and services designed with accessibility in mind often improve usability for all customers and employees, not just those with disabilities.

TL;DR: Key takeaways for universal design

• Inclusion and accessibility can’t just be for compliance. Your accessibility principles will define your workplace, your user experiences, and your culture.
  
• HR leaders play a key role in making accessibility a priority. That means leading the way through workplace design, technology, and leadership training.
  
• Physical, digital, and cultural accessibility must work together. Use them all to create truly inclusive workplaces.
  

Join us at Workhuman Live 2025 in Denver, and build your own movement toward a truly inclusive workplace.

About Darcy Jacobsen

Darcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman Live Blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master’s in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude.