NDEAM & I-O Psychology’s Role in Accessibility and Inclusion

Submitted by the SIOP Disability, Inclusion, and Accessibility Committee

Observed each October, National Disability Employment Awareness Month (NDEAM) celebrates the value and talent workers with disabilities bring to workplaces and the economy. It underscores the importance of fostering inclusive work environments that are both respectful and accessible, ensuring that all employees, regardless of ability, feel supported and empowered. NDEAM serves as a reminder that creating inclusive cultures enhances workplace innovation and improves organizational outcomes, benefiting individuals with disabilities and society. I-O psychologists can play a vital role in creating disability-inclusive workplaces by addressing the challenges people with disabilities face at work. We offer several recommendations here in honor of NDEAM.

Developing equitable hiring processes that reduce barriers to employment can help increase an organization’s ability to fairly measure performance and potential during selection. For instance, when interviewing with technology such as Zoom or Teams, providing the full text of interview questions using the chat function can ensure that candidates understand the question and are able to return to it to confirm they answer it fully.

I-O psychologists can also emphasize accessibility in the workplace in order to improve retention of workers with disabilities. I-O psychologists can explore the physical and technological elements of work to provide accommodations that meet the needs of employees with disabilities; as there is no "one size fits all" solution, accommodations may range from mobility aids (e.g., ramps, elevators, ergonomic workstations) to accessible software and technology. For example, ensuring desk heights are adjustable for wheelchair users can improve the physical workspace, while alt text on images makes digital environments more accessible to those using screen readers. Regularly reviewing and updating accommodation policies also ensures their relevance and responsiveness to employees’ needs. I-O psychologists can also assist with job redesign, offering flexibility in job responsibilities and work arrangements (e.g., introducing flexible work hours, adaptive equipment, and adaptive and inclusive technologies).

Additionally, establishing Employee Resource Groups or peer mentoring programs for employees with disabilities helps foster a sense of belonging and voice. By involving these groups in decision-making processes, particularly around remote work and return-to-work policies, organizations can ensure all perspectives are heard and integrated into broader workplace initiatives. Through these efforts, I-O psychologists help shape workplaces that are accessible, adaptable, and inclusive.

I-O psychologists within SIOP are continually building on the work of NDEAM through DIAC, the SIOP Disability, Inclusion, and Accessibility Committee. DIAC aims to help SIOP become a barrier-free society through these same mechanisms, engaging in disability-related advocacy and outreach, mentorship, and data analysis and communications. DIAC also recommends various conference improvements and accommodations before each annual conference (e.g., space tours and reserved seating), and works to raise awareness of and attention to accessibility for presenters and reception organizers. In order to build community and foster inclusion for members with disabilities, DIAC regularly organizes educational and social events throughout the year. DIAC is excited to continue advocating for people with disabilities beyond NDEAM and looks forward to seeing the vital roles practitioners and researchers play in creating more inclusive and accessible workplaces.