The pandemic has shown that workplaces can be almost anywhere. People who previously experienced physical barriers to workplaces found working online from home a blessing. But that doesn’t mean employers and managers don’t have to worry about accessibility and inclusion any more. Hybrid working where some staff are onsite and others online is where there are a few problems to solve. G3ict has some workplace lessons from the pandemic to share.
Creating an inclusive workplace means catering for equity and accessibility in physical and virtual spaces. Platforms such as Zoom evolved quickly and now include automatic captioning for meetings and webinars. But there are additional things to consider in hybrid settings where some participants are online and others are in the conference room.
Many conference rooms now include technology to accommodate hybrid meetings, but there is more to do. We need protocols around seating, placement of a sign language interpreter, captioning and the ability to use the “chat” function.
Including people with disability – some tips
Including people with disability – and you might not know they have one – requires an approach that allows for equity and dignity. For example, a person should not have to ask for captioning to be enabled. If they have to ask they probably won’t because they don’t want to be singled out. If the captioning is clear, and AI captioning can be patchy, it’s good when sound is distorted or digitised.
Not everyone will be viewing on a large screen, so presentation slides should allow for this. Large text with good colour contrast will ensure a higher level of readability for all. Not all vision conditions can be solved with glasses so it help people with low vision too.
The G3ict blog post discusses other details such as workplace furniture and products. Even fabric textures, patterns and colour contrasts can affect some people. As the blog says:
“There is no handbook on how to create a fully accessible hybrid workplace, but engaging staff from a cross-disability perspective for ideas and product testing on both the physical and virtual side is critically important.”
“Set-backs in your plans should not be seen as failures but rather learning opportunities to move you towards a workplace that is accessible, inclusive and functional for everyone because truly hitting a “reset button” is not a singular action but a journey we must all be on together.”
When home is the workplace
Computers and internet provided the opportunity for some people to occasionally work from home. That was pre-Covid-19 when Home was still Home. But now Home is the workplace as well as home. It’s also been a place for education, long day care, and a place to stay safe. For some, home is all four at once: workplace, school, childcare centre and safe haven. Open spaces have taken on an increased value as a means of escape from the same four walls. But not everyone has easy access to open space, public or private.
Our homes were never designed for any of this. Not on a long-term basis anyway. Then there are the institutional homes – the aged care industry has not fared well in providing a sense of home for its residents. So we need a complete re-think about what it means to be “going to work at home”.
A paper from Ireland looks at the impact of the pandemic on everyday lives and the need to adapt the built environment. The authors argue that:
“There is now a key opportunity to implement universal design, to allow the best possible use of space, to enable everyone to live, work and socialise safely and equally.”
The authors discuss issues related to the public realm, housing design, and green infrastructure, and access for people with disability. They conclude that the pause mode caused by Covid-19 gives an opportunity to improve the lives of city dwellers.
The title of the paper is, The impact of Covid-19 on our relationship with the built environment.
From the abstract:
This article aims to explore the impact that the Covid-19 pandemic has had on the built environment in Ireland. It considers how our homes might suit the future needs of all citizens, particularly the needs of the most vulnerable members of society.
The growth in ‘working from home’ has highlighted architectural issues such as space within the home and the local community, as well as the importance of public and private open space. Covid-19 has exposed the most vulnerable, and the nursing home model is under scrutiny and will need to be addressed.
The Covid-19 pandemic offers the potential for architects to provide a vision of a built environment that addresses biosecurity issues, accessibility and climate change. Architects need to re-purpose towns, villages, and urban areas, and develop new housing typologies which will integrate living and working within the one dwelling, and promote a sense of community in local neighbourhoods. Adaptable, flexible buildings alongside usable and accessible public spaces are necessary to meet change.
Comparing people to potatoes is a good way to explain diversity in the workplace. Although potatoes come in thousands of different varieties, shops give us the same regular sample to choose from. The same applies to our workplaces – we choose the same sample of the population. And if an employee doesn’t think or act like the majority, they are “weeded” out. Weeding out is often unintentional. That’s because employers haven’t yet worked out that humanity is neurodiverse. 
You’re missing out by not hiring staff with autism. This is one of the points made in a 
The Commons Social Change website features a new book which is a collection of stories about the neurodiversity movement. The collection gathers the voices of both activists and academics. The introduction explains the approach to commissioning the chapters. 
When it comes to diversity and inclusion, economic arguments tend to fall flat. For many, economic arguments are academic – just information. Storytelling on the other hand is personal and connects with people. It makes the situation real. Telling stories is also the way to learn from each other. An article in the Harvard Business Review tackles the topic of 
There’s an assumption that you can’t be a construction worker if you have a disability. So it’s no use recruiting them. Yet this industry has its fair share of permanently injured workers. Many access consultants also have a disability, so the assumption doesn’t hold. Can the construction industry be inclusive? Yes
An article in The Guardian 
Here’s a quote from one of the slides, “The very arguments for employing older workers put forward in business cases concerning commitment, loyalty and experience risk confirming broader societal perceptions that they are of the past and thus, less able to meet the demands of modern workplaces” (Roberts, 2006).
The debate about whether open plan offices make good places to work continues. A team of 
Sitting down for long periods in the workplace could be bad for your mental health. Perhaps that’s one reason working from home is popular – at least some of the time. Putting on the washing, clearing the dishes, or seeing to the dog in between workplace tasks might be the short breaks we need. We need to take mental wellness in the workplace more seriously.
Are Diversity and Inclusion and recognition of Diversity the right words to use? Have they just become jargon for human resource policies and not much changes? An article in the World Economic Forum 
Travelling to work is one thing. Travelling for work is another. A
Participation of older people in the workforce is the topic of ongoing policy debate. Working longer seems a simple answer to population ageing. However, stories abound about employers discriminating against people over the age of 50 years. But is this the only group to face workplace discrimination and exclusion?
The Inclusive Towns project was about increasing the participation and inclusion of people with disability as customers and employees in small business. The project was a partnership between the City of Greater Bendigo, Loddon Shire & Mount Alexander Shire in Victoria. Initially, the project was supported by a website, but this has been replaced by the