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The Digital Accessibility team supports the "Accessibility First" commitment outlined in the Diversity & Inclusion Plan 2021-2023.

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Accessibility First Commitment

We need a Â鶹Éç that is accessible for all, where no one is excluded. However, we know that this isn’t the case, and that disabled people in particular have faced significant barriers. We will continue to focus on how we can better reach, recruit and retain disabled talent by reviewing processes, tackling barriers and building an accessible and welcoming culture and environment.

But we will go further and make fundamental changes by adopting an ‘Accessible First’ approach to everything we do. This means planning and delivering with users in mind, and in consultation. It means recognising that accessibility means different things to different people, but key areas of work need to be at the forefront of our ‘Accessible First’ culture, namely behaviours, policies, environment, technology and communications. Our work will:

• Start with raising awareness and understanding of what makes services accessible (via regular communications channels and the new inclusion toolkit);
• Consult users when developing policies, practices or services, and use their feedback to make decisions, adjustments and mitigations (e.g. through the use of equality analyses);
• Support Â鶹Éç Workplace to publish best practice guidelines, with an annual audit of site accessibility;
• Work with Design and Engineering to provide a current ‘where we are now’ benchmark and clear plan to improve accessibility going forward, with regular monitoring built in;
• Guarantee that hardware or software will be accepted on to our tech catalogue only when accessibility has been explored, tested, and confirmed;
• Design all learning and development interventions (including modules, webinars, programmes, coaching, mentoring, etc.) with accessibility and disability-confidence at the forefront;
• Mandate that new joiners do not start in their role until workplace adjustments are in place, but are paid from the agreed start date;
• Roll out the Disability Passport scheme to encourage people to talk openly with their line managers and teams about their condition and what works best for them in the working environment. We will also encourage staff to wear sunflower lanyards and raise awareness of everyone about hidden disabilities;
• Adopt an ‘accessible first‘ approach for all communications and events for staff and audiences;
• Run a UK-wide marketing campaign to encourage disabled talent to join the Â鶹Éç;
• Assign responsibility to divisional Chief Operating Officers to improve accessibility across their areas, and support them to deliver.

Delivering these initiatives will:

• Build in greater accountability for getting accessibility right from the start;
• Reduce waiting times for workplace adjustments;
• Improve accessibility of our buildings;
• Improve accessibility of our services;
• Improve services for audiences;
• Increase the confidence of staff and leaders;
• Increase productivity of our staff;
• Improve promotion rates for disabled staff.

Timescale: Ongoing throughout the life of the plan

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