How HR leaders can drive workplace accessibility

Workplace accessibility is about more than ticking boxes. It creates spaces, systems and cultures where inclusion isn’t the exception, it’s the expectation.

With the power to shape hiring, policies and everyday experiences, HR plays a pivotal role in making accessibility part of how we work.

From recruitment and onboarding to day-to-day employee experiences, HR leaders are uniquely positioned to shape inclusive policies and foster environments where accessibility is the norm. This blog explores how HR can lead the charge in transforming workplace accessibility and why that’s a win for everyone.

Why workplace accessibility matters

Workplace accessibility is about enabling everyone, regardless of ability, to participate fully, confidently and independently at work. It covers physical spaces, digital systems, processes and culture.

When done correctly, it isn’t just good ethics—it’s good business.

Accessible workplaces:

• Attract and retain top talent from a broader pool.
• Improve employee satisfaction and engagement.
• Boost productivity by reducing friction.
• Enhance brand reputation and compliance.
  
  

The numbers back this up. According to Accenture, companies embracing accessibility and disability inclusion outperform their peers in profitability and productivity—with 28% higher revenues, doubled net incomes and 30% higher economic profit margins.

HR’s role: From gatekeeper to changemaker

Accessibility starts long before an employee joins the team. When HR  leaders design a job ad, run onboarding sessions and set workplace policies, they’re making decisions that can either remove barriers or reinforce them.

So, how can HR teams embed accessibility at every stage of the employee journey?

1. Break barriers with inclusive design

Hiring practices set the tone for inclusion, yet many job descriptions, application portals and interview processes still create unintentional barriers.

HR leaders can make recruitment more accessible by:

• Writing inclusive job ads: Avoid jargon, use plain language and focus on essential skills over rigid requirements.
• Embedding accessibility into the careers site: Use inclusive  design principles to provide accessible features (such as screen-reader compatibility and high contrast) so everyone can easily navigate the site. By offering flexible application options, applicants can submit CVs in different formats, so it’s important to ensure that your application platform meets WCAG standards.
• Training interviewers: Educate hiring managers on bias awareness and how to create a welcoming environment for all candidates
• Being proactive: Include an accessibility statement and invite candidates to request adjustments early in the process.

2. Create confident beginnings with accessible onboarding

First impressions matter. A new hire’s onboarding experience lays the foundation for how included and supported they feel at work. Accessibility should be a core part of that welcome.

By following these practical steps, HR leaders can develop onboarding processes that support everyone.

• Offer materials in multiple formats: Videos with captions, documents in accessible PDFs and large-print options all make a difference.
• Make physical spaces easy to navigate: Share accessible floor plans, highlight quiet spaces and ensure signage is clear, uses high-contrast colors and includes Braille or tactile elements.
• Assign a buddy or mentor: Having a go-to point of contact helps employees feel supported while navigating new systems and environments.
• Ask, don’t assume: Encourage new hires to speak up and share any adjustments they might need and follow up with action.
  
  

By proactively creating accessible onboarding experiences, HR teams demonstrate that inclusion is embedded in the culture, not just individual policy.

3. Shape effective policies that reflect real people

HR leaders can:

• Review policies through an accessibility lens: Think about how leave policies, flexible working, dress codes and performance reviews affect people with different accessibility needs.
• Involve employees: Create forums where staff can safely share feedback and help shape inclusive policies without any apprehension or trepidation.
• Ensure accessibility is visible in DE&I strategies: Accessibility shouldn’t be siloed. It belongs at the heart of diversity, equity and inclusion.
  
  

Tip 1: Replace one-size-fits-all policies with flexible frameworks. For example, instead of a rigid ‘remote work’ rule, create a flexible working policy that adapts to different needs and preferences.

4. Design everyday experiences for everyone

Accessibility isn’t just about ramps and lifts. It’s about ensuring the environment is usable, easy to navigate and welcoming to all.

HR can partner with facilities and IT to drive change on:

• Meetings and events: Provide sign language interpreters or captions where needed and choose venues that align to accessibility standards.
• Internal systems: Ensure HR platforms, intranets and training tools follow digital accessibility standards.
• Feedback mechanisms: Make sure all employees can comfortably raise issues or request adjustments (and always ensure they’re heard when they do).
  
  

By normalising these practices, accessibility becomes a part of “how we do things here” rather than a special request or exception.

5. Champion a culture of accessibility

Even the most inclusive policy won’t work if people don’t feel comfortable asking for what they need.

That’s where HR’s role as culture champion is vital. Leaders should:

• Model inclusive leadership: Train managers to support accessibility and talk openly about it.
• Celebrate progress: Share stories of employees, teams or departments making strides in accessibility.
• Demystify accessibility: Run lunch-and-learns, invite speakers or collaborate with employee resource groups (ERGs) to build awareness and understanding.

6. Kickstart your accessibility journey from today

Start where you are, but don’t stay there. Improving workplace accessibility doesn’t happen overnight. It’s a journey—but one that’s worth taking.

The most effective changes often start with simple, thoughtful actions led by people who care. That’s where HR teams shine.

Here’s a quick-start checklist for HR leaders looking to take action:

• Audit your recruitment and onboarding processes.
• Update accessibility statements across internal platforms.
• Review policies with an inclusion lens.
• Ensure training materials and events are accessible.
• Ask employees what they need—and listen to their answers.
• Celebrate progress and share stories.

Tip 2: For those ready to turn intention into impact, Mobility Mojo’s Workplace Accessibility Assessment is a powerful place to begin. It helps HR leaders understand how inclusive their work environment is across physical spaces, digital tools and employee experience. More than a checklist, it’s a conversation starter, a culture builder and a roadmap to lasting change.

A more accessible workplace is a better workplace — for everyone

Creating accessible workplaces is about more than compliance. It’s about unlocking the potential of your people, building a culture of trust and ensuring that everyone, regardless of ability, can thrive in the workplace.

Want to make accessibility a lasting part of your workplace culture?

Mobility Mojo’s workplace accessibility platform empowers organisations to assess, improve and celebrate accessibility across every space. Discover how we’re helping HR leaders turn good intentions into meaningful action.

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