Tuesday 3 December is International Day of People With Disability. The TelstrAbility Employee Representative Group hosted a panel on accessibility in Sydney and Melbourne to hear about how we can build a connected future so everyone can thrive. The event was live-streamed to audiences around the country.
One of the key takeaways was recognising that becoming an accessible employer and an accessible company doesn’t just happen overnight. At our collaborative panel event, our people who live with disabilities discussed the long journey towards becoming an accessible business.
They each identified areas where there have been improvements, while highlighting shortcomings that we’re well on our way to addressing.
Chris Riley, one of our Ways of Working coaches, offered an interesting insight on the journey of accessibility and how we all have a role to play.
“Is technology perfect for accessibility yet? Heavens no. But is it getting better? Absolutely.
“But accessibility is not just about building better technology, it’s about people. It’s about mindset. As a coach I train people on mindset as the powerhouse behind everything.
“By making small changes of mindset, you can have a big impact towards creating more accessible working environments,” Chris said on the panel.
Adem Cifcioglu, Founder and Director of Accessible Technologies at Intopia, told the audience that “you don’t know what you don’t know”, and that people “never set out to make something inaccessible”. Inaccessibility happens when teams building products and services don’t seek diverse perspectives from someone who may use that product or service with a specific requirement.
He added that accessibility is more than just a checkbox: it’s about designing something to be accessible in every step of the development process.
One of our key values is “better together”. It’s about understanding that we benefit from what we have in common and strengthen our internal culture by leveraging our differences to build things collaboratively. Amy Whalley, Deputy CEO of Australian Network on Disability, recognised that as part of our “better together” practices, we need to recognise that accessibility is everyone’s job.
“There isn’t one person responsible for driving accessible culture and accessibility,” Amy says. “Everyone is responsible for disrupting biases to make sure that we’re creating an accessible workplace. If you see something that isn’t accessible, make sure you call it out within the organisation,” she added.
Amy said that the most effective way to ensure you’re being open and accessible is to remember the acronym “ATP”. That stands for “Ask The Person”.
“By thinking about the humans who interact with the technology, we get the best results. Asking the person what they need is the biggest leap forward we can take for accessibility,” Amy said.
Chris Riley added that ATP is great, and needs to be a constant feedback process: “Keep checking in on people and keep asking the questions about what they need to do their job well!”
Amy also mentioned that Telstra has recently become one of only a dozen Australian organisations to be recognised by the Australian Network on Disability as a Disability Confident Recruiter. This is significant, as it recognises us as an accessible workplace of choice for the 1 in 5 Aussies living with a disability.
We’re obsessed with attracting the best talent to help build a connected future, and by making our recruitment and employment processes more accessible we’re now able to select from a broad and diverse talent pool.
Becoming a Disability Confident Recruiter, or DCR, sends a message to skilled candidates with disabilities that they can feel confident to apply for roles with us, and that we have the flexibility, the technology and the culture that supports them to thrive.
Being certified as a DCR means we’ve worked to remove barriers to the recruitment process and build new workplace adjustments to cater for those with an accessibility requirement, while becoming an employer of choice within the disabled community to attract more talented individuals to our ranks.
Being an accessible employer unlocks huge value for a business, and in turn its shareholders. Companies that improve their accessibility are four times as likely to build greater shareholder return after doing so. That’s why we’re acceding to the requirements of being a DCR and updating our internal disability policies to ensure everything from our premises through to our products are accessible to everyone.
A connected future has to be an accessible one, and by working collaboratively to ensure we’re better together, we’ll ensure that we’re building that connected future for everyone.