In today’s rapidly evolving digital landscape, technology serves as a powerful force for inclusion, empowering individuals from all walks of life to connect, create, and contribute. However, amidst the rapid advancements, it’s important to ensure that individuals with disabilities are not left behind. Disability inclusion in the tech industry is not only a matter of social responsibility but also a smart business decision. Despite advancements, barriers to accessibility still exist, hindering full participation in the tech sphere. By creating accessible and inclusive digital experiences, we can bridge the digital divide and empower individuals of all abilities to fully participate in the technological revolution. Addressing these challenges is not just a matter of equality; it’s about leveraging diverse perspectives to drive innovation and create a more inclusive future.

Understanding the Digital Divide

The digital divide refers to the gap between those who have access to digital technologies and those who do not, with disparities existing in terms of access, skills, and usage. For people with disabilities, this gap is often exacerbated by inaccessible design, limited resources, and societal stigmas. According to the World Health Organization, approximately 15% of the world’s population lives with some form of disability, making it imperative to prioritize disability inclusion in the tech sector.

Challenges Faced by Individuals with Disabilities in Tech

People with disabilities encounter various obstacles when using technology, posing significant challenges in their professional and personal lives. The following are common challenges faced by individuals with disabilities in the tech industry:

1. Physical Barriers

Traditional technology interfaces often overlook the needs of individuals with physical disabilities, such as mobility impairments or motor skill challenges. Lack of accommodations for diverse physical abilities can restrict access to and use of technological devices and platforms.

2. Digital Accessibility

Many digital platforms, websites, and software applications lack proper accessibility features, making it challenging for individuals with visual or auditory impairments to navigate them effectively.

Inadequate consideration of screen readers, alternative text for images, and other assistive technologies further compounds the issue of digital accessibility.

3. Representation in the Industry

The tech workforce often lacks representation of individuals with disabilities, leading to a limited understanding of their needs and perspectives. The absence of diverse voices hampers the development of inclusive technologies and solutions that cater to the needs of all users.

Addressing these challenges requires a concerted effort from the tech industry, policymakers, and society as a whole. By prioritizing inclusivity and accessibility, the industry can create a more equitable and supportive environment for individuals with disabilities.

The Importance of Disability Inclusion in the Tech Sector

Embracing disability inclusion in the technology sector is crucial for fostering a more innovative, accessible, and diverse industry. The benefits of prioritizing disability inclusion in tech are numerous and have far-reaching implications, impacting not only individuals with disabilities but also the industry as a whole.

1. Innovation

By incorporating diverse perspectives, including those of individuals with disabilities, technology companies can drive innovation. This diversity of thought can lead to the development of products and services that cater to a broader audience. When individuals with disabilities are involved in the design and development process, it can result in the creation of more inclusive and innovative solutions.

2. Market Expansion

Accessible technology not only benefits individuals with disabilities but also enhances the user experience for all. By designing products and services with inclusivity in mind, tech companies can expand their market reach. When technology is accessible to a wider range of users, it opens up opportunities for reaching new customer segments and tapping into previously underserved markets.

3. Talent Acquisition and Retention

Fostering an inclusive work environment attracts top talent. When companies prioritize disability inclusion, they signal to potential employees that they value diversity and are committed to creating a welcoming and supportive workplace. A diverse workforce brings together individuals with unique perspectives, ultimately leading to increased creativity and problem-solving capabilities. Moreover, cultivating a work environment where all employees feel valued and supported can contribute to higher levels of employee satisfaction and retention.

Prioritizing disability inclusion in the tech sector is not only a matter of social responsibility but also a strategic business decision. Embracing diversity and creating an inclusive environment can lead to enhanced innovation, broader market reach, and a more engaged and productive workforce. As technology continues to play an increasingly integral role in our lives, it is essential to ensure that it is developed with the needs of all individuals in mind, including those with disabilities.

Strategies for Bridging the Digital Divide

In today’s digital age, it is essential to ensure that technology is accessible to all, including individuals with disabilities. Bridging the digital divide and promoting disability inclusion in tech can be achieved through various strategies. These strategies encompass a range of approaches aimed at making digital products and experiences more inclusive and accessible for everyone.

1. Accessibility Standards

Adhering to global accessibility standards, such as the Web Content Accessibility Guidelines (WCAG), is crucial. These standards ensure that digital products are designed and developed in a way that makes them usable by individuals with disabilities. By following these guidelines, tech companies can create products that cater to a diverse range of users, regardless of their abilities.

2. Inclusive Design

Incorporating inclusive design principles from the outset of product development is key to creating technology that is accessible to everyone. By considering diverse user needs during the design phase, tech professionals can develop products that are inherently inclusive, providing a seamless experience for individuals with disabilities.

3. Education and Awareness

Providing training on disability awareness and accessibility best practices is essential for equipping tech professionals with the knowledge and skills to create inclusive digital experiences. By fostering a deeper understanding of the challenges faced by individuals with disabilities, technology creators can proactively address accessibility issues in their products.

4. Partnerships and Advocacy

Collaborating with disability advocacy groups and organizations is a powerful way for tech companies to gain insights into the needs of individuals with disabilities. By forming partnerships and engaging in advocacy efforts, tech firms can work towards implementing inclusive policies and practices, ensuring that the voice of the disability community is heard and integrated into the development of digital solutions.

By implementing these strategies, tech companies can take significant steps towards bridging the digital divide and fostering a more inclusive digital landscape. Embracing accessibility, inclusive design, education, and advocacy not only benefits individuals with disabilities but also enriches the overall user experience for everyone, ultimately leading to a more equitable and accessible digital environment.

Conclusion

Disability inclusion in the tech industry is a crucial step towards bridging the digital divide and creating a more equitable and accessible digital landscape. In the journey toward a more inclusive digital future, addressing the digital divide faced by people with disabilities is paramount. 

By embracing inclusive practices, leveraging diverse talent, and prioritizing accessibility, we can harness the full potential of technology to empower individuals of all abilities and drive positive change in the digital realm. Prioritizing accessibility, breaking down barriers, and celebrating diversity are key steps in this journey.

Together, let’s work to ensure that no one is left behind in the digital revolution and build a tech ecosystem that leaves no one behind. With these efforts, we can bridge the gap and harness the transformative power of technology to create a world where everyone, regardless of ability, can fully participate and thrive.

Disability Inclusion in Tech: Bridging the Digital Divide
Timi

The province is set to table legislation in the spring that aims to improve accessibility for those with disabilities, but advocates say the plan misses the mark.

The legislation emphasizes what’s called “universal design,” which means everything — from buildings and the environment to individual products — is designed to be accessible to all people, regardless of their ability or disability.

Shelly Petit, of the New Brunswick Coalition of Persons with Disabilities, hopes it will be a foundational shift in the province for the growing number of people who struggle with mobility.

“Imagine this — you go home today and you’re injured and you’re in a wheelchair. Can you even get in your front door? Can you get to your toilet? Just the little things that we take for granted all the time.”

Petit recently posed those same questions to a legislative committee.

She was one of a handful of advocates asked for feedback on the province’s framework for accessibility legislation, which has been tabled in the legislature.

Based on universal design

Haley Flaro, executive director of Ability New Brunswick, was also there. She applauds the focus on universal design.

“Universal design is a design for everyone. It’s flexible, it’s perceptible, it’s easy to navigate, it doesn’t require costly modifications. It really is designed for all ages and abilities,” she said.

Haley Flaro is disappointed there’s no arm’s-length accountability for government and no ‘meaningful engagement’ of people with disabilities. (Submitted by Haley Flaro)

Under the legislation, housing, transportation and government infrastructure — along with other sectors — would be designed from the outset with accessibility in mind.

According to Statistics Canada, New Brunswick has the second-highest disability rate in the country at 35 per cent of the population. It also has the highest increase — almost nine per cent — in the disability rate over a five-year period.

Flaro said these numbers show the level of need in the province for facilities, services, policies and programs to be designed with disabilities in mind.

Legislation casts a wide net but misses the mark

The new legislation is being introduced by the Department of Post-Secondary Education, Training and Labour.

Once in effect, it will require provincial departments to start addressing everyday barriers such as reducing the height of counters and providing technology so everyone can access documents.

Both Petit and Flaro have concerns about the framework though. In particular, they want someone at arm’s length of government who will oversee the legislation and enforce it.

The tabled framework is based on a July proposal the New Brunswick Disability Executive Network, which Flaro — representing Ability N.B. — is a part of.

Included in the original proposal was a recommendation for a chief accessibility officer — a role that would, among other things, oversee compliance and enforcement.

Flaro had hoped that person could “be a leader in hiring people with disabilities and to educate departments on this.

The legislative framework proposed in July recommended a chief accessibility officer who would oversee compliance and enforcement, among other tasks. This role was absent from the tabled framework. (Submitted by Haley Flaro)

“Unfortunately none of that was in the model proposed by the select committee,” she said.

Petit, like Flaro, believes accountability should be outside government, and it should come with penalties.

While Flaro does support the legislation being in Post-Secondary Education, Training and Labour’s purview and is optimistic the department will take feedback into account, she said it’s too much power centralized under a single minister.

“Best practice shows that it should be arm’s-length from the government. You don’t want one department issuing compliance orders to another,” said Flaro.

Lived experience is key

Flaro said “meaningful engagement of people with disabilities” is also lacking in the framework.

“It’s really nothing without us … what that ensures is that people in ivory towers aren’t designing legislation, programs and policies that they don’t have any real experience with,” she said.

“These are the individuals that are living these roadblocks and barriers every day — roadblocks to going to post-secondary, getting jobs, accessing services to be independent. This is a very often isolated population. So it’s really critical that there be meaningful engagement.”

CBC News reached out to the Department of Post-Secondary Education, Training and Labour, but no one was available for an interview. In an emailed statement, a spokesperson said all feedback on the legislation is being considered.

“It is the department’s intention to ensure people with lived experience are at the centre of this important work,” wrote department spokesperson Paul Bradley.

“That’s why the tabled framework included an advisory body composed of people with lived experience that would support the development of accessibility standards, advise on accessibility plans and assist with education, awareness, compliance and enforcement.”

Source: yahoo! news

Advocates say N.B.’s plan for improving accessibility misses the mark
Timi

Disability culture is something you are a part of — not something that is happening to you
Timi

We are diving deep into the crucial topic of creating an inclusive hiring process for candidates with disabilities. As organizations around the world strive to foster diversity and equity, it’s imperative that we address the unique challenges faced by this talented group of individuals.

Breaking Barriers: Why Inclusive Hiring Matters

In today’s fast-paced and interconnected world, the value of diverse perspectives and experiences cannot be overstated. An inclusive hiring process ensures that the workforce is representative of the broader community and harnesses a wide range of talents. By actively seeking candidates with disabilities, companies not only embrace a more comprehensive talent pool but also foster a culture of empathy, understanding, and innovation.

Steps to Building an Inclusive Hiring Process:

1. Awareness and Education

Before embarking on this journey, it’s crucial to cultivate awareness about various disabilities and the challenges candidates might face. Providing education and resources for your hiring team can help dispel myths and biases. Remember, creating an inclusive process begins with understanding.

2. Accessible Job Listings

Start by ensuring that your job listings are accessible to all. Use plain language, avoid jargon, and provide clear instructions. Additionally, offer alternative formats such as audio or easy-to-read versions to accommodate different needs.

3. Thoughtful Application Process

Simplify your application process. Avoid unnecessary hurdles that might discourage candidates. Ensure that your online forms are compatible with screen readers and that they’re navigable using keyboard shortcuts.

4. Flexible Interview Formats

Recognize that disabilities can vary greatly, so be prepared to offer a range of interview formats. Some candidates might prefer in-person interviews, while others might feel more comfortable with virtual options. Always ask candidates about their preferences and needs in advance.

5. Focus on Abilities and Accommodations

During interviews, shift the focus from the disability to the candidate’s skills and abilities. Inquire about any accommodations they might need to perform at their best. Be open to providing these accommodations, whether it’s assistive technology, extended time, or other adjustments.

6. Inclusive Language and Attitude

Train your hiring team to use inclusive language and adopt an open-minded attitude. This not only reflects positively on your company culture but also encourages candidates to express themselves freely.

7. Collaborate with Disability Organizations

Forge partnerships with disability organizations and advocacy groups. Their expertise can provide valuable insights and guidance on creating an inclusive process. Moreover, they might help you tap into a wider pool of talented candidates.

8. Feedback and Continuous Improvement

After the hiring process, gather feedback from both successful and unsuccessful candidates. This feedback loop can highlight areas where improvements are needed and can help refine your approach over time.

9. Celebrate Diversity

When you hire candidates with disabilities, celebrate their achievements and contributions openly. This not only fosters an inclusive work environment but also sends a powerful message about your commitment to diversity.

10. Ongoing Support

Remember that inclusivity doesn’t end with the hiring process. Ensure that your workplace is equipped to support employees with disabilities throughout their journey. This could involve accessible workspaces, ongoing training, and a supportive network.

The Power of Representation

When candidates with disabilities see themselves represented in an organization, it sends a powerful message of inclusion and acceptance. It fosters an environment where everyone can bring their authentic selves to work and contribute to their fullest potential. As leaders, it’s our responsibility to champion these efforts and shape a future where diversity isn’t just a buzzword but a living reality.

Conclusion

An inclusive hiring process for candidates with disabilities isn’t just about compliance, it’s about embracing the richness that diversity brings to our workplaces. By making deliberate efforts to accommodate and value the contributions of all individuals, we’re not only creating a more equitable society but also unlocking new realms of innovation and creativity.

If you have any questions or would like to share your thoughts and experiences with disability inclusion, please feel free to plan some time with me at BookTrish.com

Building an Inclusive Hiring Process for Candidates with Disabilities
Timi

In today’s diverse and dynamic professional landscape, creating an inclusive work environment is not just a moral imperative but also a strategic advantage. By embracing diversity and making necessary adjustments to accommodate everyone, companies can unlock the full potential of their teams and drive innovation. Let’s explore two key pillars of workplace inclusivity: reasonable accommodations and universal design.

Understanding Reasonable Accommodations

Reasonable accommodations are tailored adjustments made to the workplace to ensure equal opportunities for individuals with disabilities. These modifications aim to level the playing field, allowing employees to perform their duties effectively. Whether it’s adapting work hours, providing assistive technologies, or making physical spaces accessible, embracing reasonable accommodations fosters inclusivity and supports the diverse needs of all team members.

Best Practices for Reasonable Accommodations

1. Understanding the Need:

The first step is recognizing the importance of individual differences and acknowledging that some employees may require adjustments to perform their duties effectively. This could be due to visible or invisible disabilities, neurodiversity, religious beliefs, or other personal circumstances.

2. Open Communication Channels:

Establish open and transparent channels for employees to communicate their needs. Encourage a culture where individuals feel comfortable expressing their requirements without fear of judgment. This can be achieved through regular check-ins, anonymous feedback mechanisms, and accessible HR resources.

3. Individualized Solutions:

Recognize that each employee is unique, and their needs may vary. Work with individuals to create personalized solutions that address their specific requirements. Whether it’s modifying work hours, providing assistive technologies, or redesigning physical spaces, tailoring accommodations can make a significant difference.

4. Collaborative Process:

Work closely with the employee to determine the most effective accommodation. This ensures that the solution is tailored to their specific needs and promotes ownership of the process.

Embracing Universal Design

Universal Design is an inclusive approach to creating products, environments, and systems that are accessible and usable by everyone, regardless of age, ability, or background. The concept emphasizes designing for diversity from the outset, ensuring that spaces and products are inherently accommodating to a wide range of users. Embracing Universal Design principles, we not only enhance accessibility for individuals with disabilities but also create environments that benefit everyone, promoting inclusivity and equal opportunities.

Best Practices for Universal Design

1. Accessible Workspaces:

Design physical workspaces with accessibility in mind. Ensure that all areas are wheelchair accessible, have proper lighting, and incorporate ergonomic furniture. Accessibility benefits not only employees with disabilities but also enhances the overall work environment for everyone.

2. Tech Accessibility:

Invest in technology that is universally accessible. From websites to internal software, make sure that digital platforms are navigable for individuals with different abilities. This includes providing alternatives for visual or auditory information and ensuring compatibility with assistive technologies.

3. Inclusive Policies and Practices:

Develop and implement policies that reflect an inclusive mindset. From recruitment processes to performance evaluations, ensure that your company’s policies are designed to accommodate a diverse range of talents and abilities. Promote flexibility and a culture that values diverse perspectives.

4. Training and Awareness:

Educate employees about the importance of inclusivity and universal design. Train them on how to recognize and address accessibility barriers and create a culture of respect and support for diverse colleagues

Conclusion

Inclusivity in the workplace requires a conscious effort to understand the diversity of human experiences and needs. By integrating reasonable accommodations and universal design principles, employers can foster a supportive, productive, and truly inclusive workplace. Remember that inclusivity is not a destination but a journey that evolves with our understanding of diversity.

As we navigate the ever-evolving professional landscape, let’s steadfastly commit to constructing workplaces that not only celebrate diversity but also empower every individual to contribute their best.

If you have any questions or would like to share your thoughts and experiences with disability inclusion, please feel free to plan some time with me at BookTrish.com

Navigating Inclusivity: Best Practices for Reasonable Accommodations and Universal Design in the Workplace
Timi

In today’s dynamic and interconnected world, businesses are awakening to the realization that inclusive marketing is not merely a strategic choice but an imperative. As our societies become more diverse and globalized, organizations are recognizing the transformative power of embracing inclusivity, especially in the context of disability. The evolution from traditional marketing to inclusive marketing is not just about broadening the customer base; it’s about weaving a tapestry that resonates with people of all backgrounds, abilities, and characteristics.

Understanding Inclusive Marketing

Inclusive marketing is all about ensuring that your marketing efforts resonate with a diverse audience, regardless of their backgrounds, abilities, or characteristics. In the context of disability inclusion, this means creating campaigns that are accessible to everyone. It is about extending the welcome mat to people of all abilities and making them feel seen, heard, and valued. The power of inclusive marketing lies in its potential to reach a broader audience and foster a more inclusive society.

To truly understand inclusive marketing, let’s break it down into key components:

1. Accessibility

Ensuring that your marketing materials are accessible to individuals with disabilities is a foundational step. This includes using alt text for images to provide descriptions for those who have visual impairments, providing captioning for videos to assist those who are deaf or hard of hearing, and creating websites that are easy to navigate using assistive technologies such as screen readers.

2. Representation

Authentic representation is at the heart of inclusive marketing. Feature individuals with disabilities in your advertising campaigns. This not only showcases a commitment to diversity but also creates relatable content for a broader audience. Remember, representation should be respectful, accurate, and reflective of real-life experiences.

3. Inclusive Language

Be mindful of the language you use in your marketing. Avoid stigmatizing or exclusionary terms and stereotypes. Instead, opt for a person-first language that prioritizes the person over their disability. Use positive and empowering language that respects the dignity and capabilities of individuals with disabilities.

Best Practices in Inclusive Marketing for Disability Inclusion

So, how can businesses effectively integrate these principles of inclusive marketing into their strategies, particularly in the context of disability inclusion? Let’s examine these best practices in more detail.

1. Accessibility

Accessibility is the cornerstone of inclusive marketing. It’s about creating content that can be accessed and understood by all, regardless of their abilities.

Here are some key considerations:

Alt Text:

When sharing images, provide descriptive alt text to convey the content and context of the image. This makes your visual content accessible to individuals using screen readers.

Video Captioning:

Ensure that videos are accompanied by accurate and synchronized captions. This not only helps those who are deaf or hard of hearing but also benefits individuals in noisy environments or non-native speakers.

Accessible Websites:

Your online presence matters. Ensure your website is designed with accessibility in mind. Use clear headings and readable fonts, and provide options for adjusting text size and contrast. Make navigation intuitive for keyboard users and screen reader users.

2. Representation:

Authentic representation is a core element of inclusive marketing, especially in the context of disability inclusion. When crafting your marketing campaigns, consider the following:

Diverse Models:

Include individuals with disabilities as models and actors in your advertisements. Authenticity goes a long way in connecting with your audience and portraying a commitment to inclusivity.

Storytelling:

Share real stories of individuals with disabilities. Highlight their achievements, experiences, and contributions. These narratives humanize disabilities and challenge stereotypes.

Collaboration:

Partner with disability advocacy organizations and individuals with disabilities to ensure your campaigns are respectful, inclusive, and accurate.

3. Inclusive Language

Language matters

The words you choose can either empower or stigmatize. Here are some guidelines for using inclusive language in your marketing efforts:

Person-First Language

Put the person before the disability. For example, say “a person with a disability” rather than “a disabled person.” This emphasizes the individual’s humanity over their condition.

Avoid Stereotypes

Refrain from using stereotypes or clichés in your marketing. People with disabilities are a diverse group, and their experiences are varied. Avoid overgeneralizing or making assumptions.

Use Positive Terminology

Use positive and empowering language. Highlight the abilities and strengths of individuals with disabilities rather than dwelling on limitations.

Real-life Case Studies

The most impactful way to grasp the potential of inclusive marketing is to examine real-life case studies. Let’s take a closer look at organizations that have made significant strides in inclusive marketing, particularly in relation to disability inclusion.

1. Procter & Gamble’s #ChooseToInclude Campaign

Procter & Gamble’s #ChooseToInclude campaign is a testament to the positive impact of inclusive marketing. The campaign features Paralympic athletes and highlights their journeys, achievements, and dreams. It not only garnered attention but also demonstrated a profound commitment to inclusion. By featuring athletes with disabilities, P&G showcased their support for inclusivity, breaking down barriers, and embracing diversity.

2. Microsoft’s Super Bowl Commercial

Microsoft’s Super Bowl commercial featuring a young gamer with a disability, Owen Simmons, is another powerful example of inclusive marketing. The commercial touched hearts and demonstrated the power of authentic representation. It followed Owen’s journey as he used adaptive technology to play video games with his friends. The heartwarming story illustrated that disability is not a barrier to connection and achievement.

In these case studies, we see that inclusive marketing is not just about reaching a broader audience; it’s about making a positive impact on society. These organizations recognized that embracing inclusivity goes hand in hand with making their brand more accessible, relatable, and influential.

Leveraging social media for Inclusive Marketing

In today’s digital age, social media is a primary platform for marketing. Leveraging these platforms for inclusive marketing is crucial. Here are some strategies for ensuring your marketing content on social media is inclusive:

Image Descriptions

Platforms like Twitter allow you to add image descriptions. When sharing images, take a moment to provide a brief description so that those using screen readers can understand the content.

Alt Text on Instagram

On Instagram, you can add alt text to your images. This ensures that individuals with visual impairments can access and enjoy your visual content.

Accessible Videos

Videos are a powerful tool for engagement. Ensure that your videos have accurate and engaging captions. Captions not only benefit individuals who are deaf or hard of hearing but also provide value in noisy environments or for non-native speakers.

Engage with Diverse Communities

Actively engage with diverse communities on social media. Seek out feedback and insights from individuals with disabilities to improve your content. Inclusion isn’t just about representation; it’s about listening and learning from diverse voices.

Conclusion

Inclusive marketing is not just a trend; it’s a fundamental shift in how businesses engage with their audience. As we wrap up this newsletter, remember that inclusive marketing is a journey, not a destination. By adopting these practices, you’re not only expanding your reach but also contributing to a more inclusive world.

We encourage you to put these principles into action, and we thank you for joining us in this exploration of inclusive marketing and its role in disability inclusion. Let’s engage in a conversation about inclusive marketing and disability inclusion. We appreciate your support and commitment to fostering an inclusive society.

If you have any questions or would like to share your thoughts and experiences with disability inclusion, please feel free to plan some time with me at BookTrish.com

Embracing Inclusive Marketing: A Pathway to Disability Inclusion
Timi

In a world striving for inclusivity, it’s imperative to recognize and address the barriers that prevent individuals with disabilities from fully participating in society. Accessible infrastructure goes beyond physical accommodations; it’s about fostering a culture of equality and ensuring that everyone has the opportunity to navigate the world independently and with dignity.

Imagine living in a city where you can easily move around, access public services, and participate in social and economic activities, regardless of your physical or mental condition. Sounds like a dream, right? Well, for millions of people with disabilities around the world, this is not only a dream, it is a human right that is being withheld.

According to the World Health Organization, more than one billion people, or 15% of the world’s population, live with some form of disability. Disability is a diverse and complex phenomenon and can result from various factors, such as accidents, diseases, ageing, or environmental conditions. People with disabilities face many barriers and challenges in their daily lives, such as discrimination, stigma, poverty, and exclusion. These barriers are often exacerbated by the lack of accessible and inclusive infrastructure, which prevents them from enjoying their full potential and dignity.

Understanding Accessible Infrastructure

Accessible infrastructure refers to the physical and digital environments that are designed and built to accommodate the needs and preferences of people with different abilities and impairments. This includes public spaces, such as parks, sidewalks, and markets; transport systems, such as buses, trains, and taxis; and buildings, such as schools, hospitals, and offices. Accessible infrastructure enables people with disabilities to access essential services, such as health, education, and employment; to exercise their rights and responsibilities, such as voting, banking, and legal aid; and to engage in social and cultural activities, such as sports, arts, and entertainment.

Benefits of Providing Accessible Infrastructure

Accessible infrastructure is not only beneficial for people with disabilities but for the whole society and economy. It can improve the quality of life, well-being, and happiness of all citizens, especially the elderly, pregnant women, children, and people with temporary impairments. It can also increase the productivity, innovation, and competitiveness of businesses and organizations, by creating more opportunities and markets for people with diverse skills and talents. Moreover, it can contribute to the achievement of the United Nations’ Sustainable Development Goals (SDGs), which aim to end poverty, protect the planet, and ensure peace and prosperity for all by 2030.

Why Accessible Infrastructure Matters

Accessible infrastructure goes beyond physical accommodations; it encompasses a mindset of inclusivity and a commitment to removing barriers. It involves creating environments that are usable by all individuals, regardless of their physical abilities. This includes accessible public transportation, buildings, sidewalks, parks, and recreational facilities, among other aspects of community infrastructure.

Key Components of Accessible Infrastructure

1. Physical Accessibility:

This involves the removal of physical barriers such as steps, narrow doorways, and inaccessible restrooms. Ramps, elevators, and wide doorways are crucial for ensuring that individuals with mobility impairments can navigate public spaces with ease.

2. Sensory Accessibility:

People with sensory disabilities benefit from infrastructure that takes into account their needs. This can include visual signage for individuals with low vision, auditory signals for individuals with hearing impairment, and quiet room for someone with neurodiversity challenges.

3. Technological Accessibility:

In today’s digital age, it is essential to ensure that technology and online platforms are accessible to individuals with disabilities. This includes websites, apps, and digital interfaces that are compatible with screen readers and other assistive technologies.

Challenges of Accessible Infrastructure

Many challenges and barriers need to be overcomed, such as:

1. Lack of awareness:

Many people, including policy makers, planners, designers, and developers, are not aware of the needs and preferences of people with disabilities, and the benefits of accessible infrastructure. They may have stereotypes, prejudices, or misconceptions about people with disabilities, and their abilities and contributions. They may also lack the knowledge and skills to create and implement accessible and inclusive solutions.

2. Lack of funding:

Many projects and initiatives that aim to improve the accessibility and inclusion of people with disabilities may face financial constraints and difficulties. They may not have enough resources, or they may not be able to access the available funds, due to bureaucratic hurdles, complex procedures, competing priorities, or the lack of awareness we spoke about above. They may also face challenges in measuring and demonstrating the impact and value of their interventions, and in attracting and retaining investors and partners.

3. Lack of data:

Many decisions and actions that affect the accessibility and inclusion of people with disabilities are based on insufficient or not well-researched data. There is a minimal amount of reliable data on the number, characteristics, and conditions of people with disabilities, and their access and use of infrastructure. There is also minimal data on the costs and benefits of accessible and inclusive infrastructure, and the best practices and lessons learned from different contexts and experiences. The following is a very reliable recent source of data and

4. Lack of standards:

Many solutions and systems that are designed and built to improve the accessibility and inclusion of people with disabilities are not consistent or compatible with each other. There is a lack of common and universal standards and guidelines that define and ensure the quality and usability of accessible and inclusive infrastructure. There is also a lack of mechanisms and tools that monitor and evaluate the compliance and performance of accessible and inclusive infrastructure, and that provide feedback and improvement suggestions.

5. Lack of participation:

Many people with disabilities are not involved or consulted in the planning and development of infrastructure that affects their lives. They may not have the opportunity or the means to express their opinions and preferences, or to influence the decisions and actions that are taken. They may also not have the access or the support to use and benefit from the infrastructure that is available and intended for them.

Strategies for Addressing Challenges in Achieving Accessible Infrastructure

These challenges and barriers are not insurmountable and can be addressed and overcome with some practical and actionable recommendations

1. Raise awareness:

Educate and inform the public and the stakeholders about the needs and preferences of people with disabilities, and the benefits of accessible and inclusive infrastructure. Use various channels and methods, such as media, campaigns, events, and training, to reach and engage different audiences and sectors. Use stories, testimonials, and examples to illustrate and inspire the change and impact that can be achieved with accessible and inclusive infrastructure.

2. Increase Funding:

Let’s focus on channelling more resources into making our infrastructure more accessible and welcoming for everyone. By tapping into creative funding options like social impact bonds and crowdfunding, we can expand our financial base. It’s important to use solid evidence to show the positive impact of these investments, which will help draw in and keep the support of investors and partners.

3. Enhancing Data Quality:

To serve the needs of people with disabilities better, we must improve how we collect and analyze data. We should utilize the latest technologies, such as artificial intelligence and big data, to efficiently gather diverse information. This data will guide us in designing and implementing infrastructures that are truly accessible and effective

4. Creating Universal Standards:

We should work together to set and follow standards that ensure our infrastructure is high-quality and usable for all. These standards need to be developed with input from people with disabilities, experts, and other stakeholders. Regular checks and validations, like audits and certifications, will help us stay on track and make ongoing improvements.

5. Enhance participation:

Involve and consult people with disabilities in the planning and development of infrastructure that affects their lives. Use inclusive and accessible methods and tools, such as surveys, focus groups, and online platforms, to collect and analyze their input and feedback. Use co-creation and co-delivery approaches, such as hackathons, labs, and workshops, to design and implement solutions with and for people with disabilities. Use recognition and reward schemes, such as awards, grants, and scholarships, to acknowledge and support the achievements and talents of people with disabilities.

Conclusion

Accessible infrastructure is not only a matter of justice and dignity for people with disabilities but also a matter of opportunity and prosperity for the whole society and economy. By breaking down the barriers and challenges that prevent people with disabilities from accessing and using infrastructure, we can create more inclusive and sustainable cities that benefit everyone. I hope this post has given you some insights and inspiration on how to improve disability accessibility in your community.

If you have any questions or would like to share your thoughts and experiences with disability inclusion, please feel free to plan some time with me at BookTrish.com

Breaking Down Barriers: Accessible Infrastructure for People with Disabilities
Timi

We’re excited to introduce you to the always interesting and insightful Trish Robichaud. We hope you’ll enjoy our conversation with Trish below.

Trish, looking forward to hearing all of your stories today. Let’s jump right into how you came up with the idea?

I filed a human rights campaign against my employer while I was still working there. The human rights commission told me that it would be illegal for them to crank up the harassment because of the lawsuit, but that didn’t stop them. And so, I just kept going to work everyday because if I quit, I knew that would compromise my case. Mercifully, 3 months later, they let me go which solidified my case. 2 years later, they had to pay me 6-month salary for the discrimination and harassment I had been subjected to. My husband and I used the money for a down payment of the house.

From that experience, my lessons were two-fold. First, I learned about the need for self-advocacy but I also knew that many people with disabilities don’t have the emotional fortitude to tackle the battle that I did. So, I became a life coach for people with disabilities.

The second lesson was that “IT DIDN’T HAVE TO GO DOWN LIKE THAT!” The truth of the matter is that they responded in ignorance and fear. Ignorance being a lack of knowledge about how to deal with disability in the workplace, and fear, as in the fear of what it might cost them to accommodate me. So, I became a trainer of disability inclusion for businesses.

Trish, love having you share your insights with us. Before we ask you more questions, maybe you can take a moment to introduce yourself to our readers who might have missed our earlier conversations?

Trish Robichaud is a Work-Life Inclusion Coach, Accessibility Compliance Expert, and Motivational Speaker who lives with multiple sclerosis and bipolar . She has been providing life & business coaching to entrepreneurs living with chronic illness or disability for well over two decades. Trained in adult education, support counseling, self-advocacy, social action, and life skills, Trish is a tech junkie at heart. She’s passionate about helping her clients automate their business processes to conserve energy and save them from entrepreneurial overwhelm so that they can finally earn what they’re worth. TrishRobichaud.com Trish also works with forward-thinking business owners who are looking to expand their staff and customer base to include the 25-60% of our population who happen to live with a disability. She’s been providing disability inclusion training and accessibility consulting for organizations in the public and private sectors for over 15 years. By becoming accessible to people of all abilities, they are inviting and welcoming the largest untapped market on the planet. ChangingPaces.com

Can you share a story from your journey that illustrates your resilience?

Being that I have multiple sclerosis, advanced heart disease, and bipolar, I have been forced to shut down my business for a year or more at a time for 4 times in 20 years. The most difficult thing about returning to work after such a long break is resurrecting your enthusiasm and momentum. For example, I was off work for 2 years when my life went off the rails, resulting in my bipolar diagnosis. Picking yourself up by the bootstraps and pushing forward multiple times is only possible if you have an inner drive and faith in a higher power. The most important thing necessary for resilience is self-forgiveness. Having this allowed me to have a safe space to start and begin again.
When you’ve been to the bottom of the well multiple times and each time, managed to find a way to claw your way out, you inevitably build a knowing that you can do it again. And when your target market is people you care deeply about, in my case people with disabilities, the motivation to keep going takes care of itself.

What’s been the most effective strategy for growing your clientele?

The most effective method is Search Engine Optimization (SEO). We’ve found in the last year at least 5 times return investment for what we spent on SEO. A lot of my leads have told me they found me on Google and it surprises me how effective this method has been. And, the second most active lead generation is on LinkedIn. We started a LinkedIn newsletter about 6 months ago, and our subscribers are over 2,200 now. I think that’s amazing, in my opinion. As a result, we are getting far more engagement and direct messaging than we ever have. I even have appointments showing up on my calendar!

Contact Info:

• Website: https://trishrobichaud.com & https://changingpaces.com/
• Instagram: https://www.instagram.com/trish.robichaud/
• Facebook: www.facebook.com/groups/ewdisabilities/
• Linkedin: https://www.linkedin.com/in/ewdisabilities/ https://www.linkedin.com/groups/12369751/
• Twitter: https://twitter.com/ewdisabilities
• Other: [email protected]

Source: CanvasRebel

Our CEO Interview with Canvas Rebel Magazine!
Timi

Airline provided $300 and loaner wheelchair, but family says transferring man in and out of chair not safe.

A Brantford, Ont., man has been stranded in Chile without his custom wheelchair after his stepdaughter says Air Canada lost it.

Jim Hamilton and his wife Kathie embarked on a trip to Santiago, the Chilean capital, with Air Canada on Sunday. It’s the first trip they’ve taken since Hamilton, 63, suffered a stroke that left him using a wheelchair in 2021.

But when they arrived, they say they were told the wheelchair hadn’t made the trip with them.

Hamilton’s stepdaughter, Wendy Elliott, has been trying to help them as much as possible from Toronto. She told CBC Toronto the situation has left her feeling helpless and angry.

“A wheelchair is not a piece of luggage. It’s not a piece of sports equipment. It’s not an accessory,” she said. “He relies on it to move, for his life. It’s just so unacceptable.”

Airline provided voucher and loaner wheelchair

After searching the Santiago airport for his wheelchair — worth anywhere from $5000-$7,500, according to the family —Air Canada representatives provided Hamilton with a $300 voucher and a loaner wheelchair, said Elliott.

But Elliott says Hamilton’s wife is unable to safely transfer him in and out of the replacement chair because it doesn’t have the same removable arms as his own, is too low for Hamilton and one of the foot rests is broken.

The couple was told Air Canada would contact them the next morning, but two days later, Elliott said the airline has yet to reach out.

The airline told CBC Toronto in an email the wheelchair would be flown to Santiago late Tuesday evening, adding, “We fully appreciate the importance of mobility devices to their customers and have processes in place to ensure they travel safely with their owners, and we are reviewing why that did not occur in this case.”

‘A systemic issue,’ advocate says

But Hamilton’s situation is far from an isolated incident, said Maayan Ziv, a disability advocate and the CEO of accessibility app AccessNow.

Air Canada lost her stepdad’s custom wheelchair. One advocate says it’s ‘not a one-off’
Timi

The concept is still in early stages but would be a major advancement for passengers with disabilities.

Delta unveils first wheelchair-friendly seat
Timi