HP Innovation Journal Issue 13: Winter 2019 | Page 61

But the digital revolution has also created a new spectrum
of tools specifically designed to empower employees with
disabilities in an accessible office.
“Because tech is inherently about improving communication
between people, new developments in accessible technology
are great mechanisms for fostering deeper conversations
and connections in the workplace,” Rohwer says.
Today’s tech supplies a full range of accessibility options.
Proofreading software like Ginger and Ghotit can be
lifesavers for employees with dyslexia or other learning
disabilities. JAWS, the screen reader used by Asuncion,
provides speech and Braille versions of on-screen text.
Employees with limited mobility can use a sip-and-puff
joystick system to control a computer using their mouths.
And apps like Dragon speech recognition software, a
program that turns your voice to text, makes one-on-one
and group communication easier.
An organization called Raising the Floor is also working
on personalization solutions for people who have trouble
accessing digital tools and services. Imagine a world
where a deaf employee’s new laptop can scan her face
and automatically adjust itself to the specific assistive
technologies she requires.
1 in 4 adults (equal to 61 million) in the
United States have some kind of disability
that impacts major life activities
As more companies embrace the importance of inclusive
workplaces, tools like virtual reality and AI—which can be
used to do something like turn on a computer with a voice
command—are emerging as new ways to make the world
more accessible. For example, the Microsoft Seeing AI app
helps users with low vision experience more of the physi-
cal world around them with tools that can recognize their
friends’ faces and read aloud text that’s been captured by
a camera.
“From teleconferencing and text-to-speech to closed cap-
tioning and natural language recognition, all these tools
create a more accessible and inclusive way for people to
bring their full authentic selves to work, live, and thrive,”
Rohwer says.
33.7% of disabled workers work in
management & professional occupations
vs. 40% of workers with no disabilities
A WORKPLACE THAT WELCOMES ALL
Ensuring your workplace is accessible and welcoming
to all people does more than just empower current
employees—it also helps attract new ones.
“In the current corporate battle for talent, inclusive work-
places aren’t just a perk,” Rohwer says. “It’s a necessity to
access the best talent. Any limits on the recruitment pool
are a cost you impose on yourself.”
In fact, many companies are specifically recruiting people
with disabilities. Microsoft’s Autism Hiring Program aims
to attract talent and build an inclusive approach to support
individuals on the autism spectrum. At JPMorgan Chase,
undergraduate students with disabilities can apply to the
We See Ability internship program to spend a summer
immersed in the financial services industry.
Training managers on how to fight unconscious bias,
provide meaningful feedback to employees, and create safe
spaces is also key.
“I’m convinced that people are not deliberately excluding
people with disabilities,” Asuncion says. “They just don’t
know where to start, and the best place to start is by actu-
ally engaging with people with disabilities and just asking
them, ‘What works for you? What doesn’t work?’”
To make employees with disabilities feel safe and included,
communication is vital. Mizrahi says companies should
practice “ATP,” or “ask the person” what they need to feel
accommodated, whether it’s flex time to attend doctor’s
appointments, physical solutions like a standing desk, or
possibly a reduced schedule.
“A big part of inclusion is just building a relationship of trust
with your employees and asking them what they need to
thrive in your office environment,” she says. “People with
disabilities can be the most talented people in the room if
we can enable them to bring their magic forward.”
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