We're fortunate to live in an accepting, diversity-aware society, where accessibility in the workplace is no longer just a tick in a box. It’s about providing thoughtful and well-planned facilities so employees can thrive, regardless of ability. It's about removing barriers, providing equal opportunities and supporting wellbeing. A disability inclusive workplace sends a powerful message: everyone belongs.

This blog explores what this means in practice, why accessibility matters, and how employers can assess and improve their workspaces.

At Arena Offices, we're passionate about employee wellbeing and promoting accessibility at our 11 fully accessible, serviced offices.

Call to enquire today and arrange a tour.

What is workplace accessibility?

Workplace accessibility means the extent to which it can be used by all people, regardless of their abilities - not just physical accessibility, but to accommodate those with mental health conditions or learning disabilities.

Creating a fully accessible workplace includes installing physical features like disabled parking bays, step-free access points and accessible toilets. Digital accessibility is also key, ensuring websites, communication tools, and software are easy to use for everyone.

Why accessibility matters in the workplace

Legal compliance

Inaccessibility isn't just bad practice - it’s a legal risk for which organisations are rightly held accountable.

Thankfully, the Equality Act 2010 instructs employers to make "reasonable adjustments" for disabled workers to ensure they are not "substantially disadvantaged". This includes providing specialist equipment, flexible work hours, and adapting the physical workplace.

An accessibility policy that aligns with this not only keeps employers compliant but also helps them avoid the consequences of falling short, such as tribunal claims, financial penalties, reputational damage, and employee disengagement.

Inclusivity

A disability inclusive workplace allows people of all abilities to contribute their skills, thrive in their roles, and feel genuinely valued, not just accommodated. It removes the invisible barriers that so often leave disabled people marginalised and disadvantaged. It opens the door to equal opportunity, dignity, and inclusion.

Attracting and retaining talent

An accessible work environment gives employers access to a wider pool of talented, highly skilled disabled professionals, many of whom are often overlooked simply because some workplaces don’t meet their needs. Accessibility can become a competitive advantage when workers know their needs will be met with respect and flexibility.

Improved productivity

When employees can access the tools, spaces, and communication technology they need to work comfortably, they simply perform better. This applies to everyone, not just those with disabilities.

Practical support - like offering accessibility training, adapting communication tools, and making sure information and communication technology works for everyone - helps teams work more efficiently, coherently and confidently.

Better employee morale

The message that everyone belongs can boost confidence, reduce stress, and help build a sense of community in the workplace.

Whether someone is dealing with a long-term physical health condition, a mental health issue, or even has a temporary injury, knowing that their workplace is set up to accommodate them builds trust and loyalty.

What accessibility features should a workplace have?

Here are some essential features of accessible workplaces:

1. Physical accessibility

• Ramps and level access - step-free access to all building entrances, meeting rooms, and facilities.
• Automatic doors
• Accessible lifts - adequately sized for wheelchair users, appropriately placed, tactile buttons with Braille, audible announcements and visual indicators to indicate movement and floors.
• Wide doorways and corridors
• Accessible toilets - adequate turning space, grab rails, and emergency cords.
• Accessible parking - designated parking bays close to building entrances.
• Clear signage and wayfinding - high-contrast signage with clear, legible fonts, including tactile signage and Braille.

2. Sensory accessibility

• Assistive listening systems - induction loops or infrared systems in meeting rooms and public areas.
• Visual aids - documents and presentations in accessible formats (large print and electronic), screen readers and good lighting.
• Dedicated quiet spaces - to offer a calm environment for those people with sensory sensitivities or neurodiversity.

3. Digital accessibility

• Website and intranet accessibility - employers should ensure their website/intranet complies with Web Content Accessibility Guidelines (WCAG), e.g. include alt text for images, captions for videos, and keyboard navigation.
• Assistive technology - e.g. screen readers, voice recognition software, and ergonomic keyboards.

How can I assess the accessibility of my workplace?

Start with an accessibility audit. Review your physical office, digital tools, communication methods, and policies to identify potential barriers.

You might:

• Consult accessibility checklists (this one for basic WCAG compliance is helpful)
• Involve workers with disabilities in a formal group or consultation
• Conduct a review of how information and communication technology is used by employees
• Evaluate how inclusive your culture feels day-to-day
• Check whether your facilities meet government guidance for physical accessibility

The role of awareness in creating an accessible workplace

Disability awareness must be embedded in workplace culture to make it truly inclusive. It's essential that all employees understand the diverse needs of colleagues and know how to respond with empathy and support.

Raising awareness reduces stigma, encourages open conversations, and empowers people to raise concerns without fear. It also fosters mutual respect, ensuring that those with cognitive or physical disabilities can fully participate and feel supported.

HR teams can support this by providing training, celebrating disability awareness events, and ensuring accessibility is ingrained in policy, not just an afterthought.

Some key dates for 2025:

• 28th April - 4th May - MS (Multiple Sclerosis) Awareness Week 
• 16th - 22nd June - Learning Disability Week 
• 10th October - World Mental Health Day 

The Chartered Institute of Personnel and Development (CIPD) has some excellent online accessibility resources. See their guides on how to manage equality, diversity and inclusivity (EDI) and how to avoid disability discrimination.

How our serviced offices support accessibility

At Arena Offices, we know that a truly inclusive environment is more productive, successful and positive for all. We’ve created work environments that genuinely support accessibility and inclusion.

All our serviced office locations feature:

• Step-free access
• Accessible lifts
• Accessible toilets
• Breakout spaces
• Designated disabled parking spaces close to entrances
• Flexible layouts that accommodate wheelchair users and ergonomic equipment
• Natural lighting and sensory-friendly design choices

We’re also happy to work with our tenants to make specific adjustments. Our team is trained in disability awareness and committed to creating an environment that offers equal opportunities to everyone. We believe that accessible workplaces are better workplaces - for everyone.

Contact us today and we will be delighted to take you on a tour of one of our 11 office locations in Hampshire, Surrey and Dorset.

Frequently asked questions - importance of accessibility in the workplace