| Accessibility |
- Conduct regular accessibility audits of buildings, workstations, amenities, and signage.
- Ensure entrances, restrooms, lifts, meeting rooms, and emergency exits are physically accessible.
- Apply universal design principles to all new builds, refurbishments, and digital tools.
- Identify/provide accessible transport options and parking close to workplace entry points.
- Offer remote or hybrid work options where physical access is limited.
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| Recruitment and hiring practices |
- Use inclusive language and clearly state willingness to provide reasonable adjustments in job ads.
- Ensure online application platforms are accessible (e.g., compatible with screen readers).
- Provide alternative methods for application (e.g., phone, video, or assisted applications).
- Offer adjustments during the interview process (e.g., accessible venues, extended time).
- Introduce unconscious bias training for all staff in the company to ensure it does not present as a barrier in the recruitment and onboarding process.
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| Leadership opportunities |
- Embed disability inclusion in leadership development programs.
- Provide accessible training and mentoring opportunities.
- Create visible pathways for progression and remove assumptions about ability.
- Include people with disabilities in succession planning and talent pipelines.
- Encourage people with disabilities to participate in leadership through targeted development.
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| Communication |
- Ensure all communication is accessible. Use plain English, captions, alt text, and accessible document formats.
- Avoid jargon or acronyms unless clearly explained.
- Use inclusive imagery and messaging in internal and external communication.
- Offer multiple channels for communication (written, spoken, video, etc.).
- Provide training to staff on respectful and inclusive communication practices.
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| Discrimination, stereotyping and bias |
- Implement organisation wide disability inclusion and unconscious bias training.
- Promote real stories and lived experiences to challenge stereotypes.
- Establish and communicate a clear zero-tolerance policy on discrimination.
- Ensure all complaints are handled swiftly and supportively.
- Foster a psychologically safe culture where people feel comfortable disclosing and asking for support.
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| Technology |
- Ensure workplace systems and software are accessible and tested with assistive technologies.
- Provide adaptive equipment and tools (e.g., screen readers, voice-to-text software, ergonomic devices).
- Involve users with disabilities in testing and feedback before technology rollout.
- Train IT teams on accessibility standards and inclusive procurement practices.
- Develop troubleshooting protocols to address tech-related accessibility issues quickly.
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| Lack of representation |
- Actively recruit and retain people with physical disabilities across all levels of the organisation.
- Highlight stories of employees with disabilities and their contributions.
- Encourage participation in employee networks and advisory groups.
- Use inclusive imagery in branding and public-facing materials.
- Include disability data in reporting on diversity metrics and representation.
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| Access to training and development |
- Ensure all training materials and platforms are accessible.
- Provide alternative delivery methods (self-paced, recorded, remote).
- Support employees with physical disabilities to attend external training through funding and adjustments.
- Include disability inclusion modules in general training curricula.
- Regularly review participation in learning and development to identify and address gaps.
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