Planning for an accessible and inclusive workplace and employee experience is all about valuing an individual’s lived experience, and particularly the expertise of people with disability, as the groundwork for building inclusivity into your workplace.

Involving people with disability in planning the employee experience

Tourism businesses come in many shapes and sizes. Involving people with disability in planning an inclusive workplace can be achieved in several ways.

• Internal working groups: if you already employ people with disability it may be feasible for you to create an internal working group to design the employee experience
• External working groups: partner with a disability organisation to host and facilitate conversations specific to your business.
• Engage an expert: hire an inclusion consultant or reach out to a Disability Employment Advisor to support you and your business to plan for an inclusive and accessible workplace and experience.

Documenting a Disability Action Plan

Disability Action Plans can be used as a tool to increase inclusivity and accessibility in businesses, both for staff and customers. Regarding your workplace and employees, a Disability Action Plan is a comprehensive document that outlines a company’s commitment to creating an inclusive and accessible workplace for people with disability. It establishes goals, timelines, and assigns responsibilities to ensure that all employees have equal opportunities and a supportive work environment.

For small businesses, a Disability Action Plan might include specific actions such as:

• Ensuring physical accessibility in the workplace, such as ramps, accessible restrooms, and elevators.
• Providing accessible information and communication materials
• Conducting inclusion and awareness training for staff to educate them on how to interact with colleagues with disability and provide appropriate assistance.
• Partnering with local disability organisations to gain insights and collaborate on initiatives.
• Accommodations for employees with disability, such as accessible workstations, assistive technology, and flexible work arrangements.
• Training for managers and employees on disability etiquette, legal requirements, and how to create an inclusive work environment.
• Regular monitoring and evaluation of the plan’s effectiveness.
• Employees with disability to participate in and remunerated for decision-making and feedback processes.
• A commitment to continuous improvement in creating an inclusive workplace for employees with disability.

By implementing a well-structured Disability Action Plan, small businesses can create a workplace where people with disability feel valued, respected, and supported. This not only enhances the employee experience but also contributes to a more diverse and inclusive workforce, which can lead to increased creativity, innovation, and productivity.