Accessibility must work in practice.
We help organizations move from good intentions and high-level commitments to clear responsibilities, usable processes and measurable action.
Most organizations we meet are already committed to accessibility. What is usually missing is the operating detail: who owns each step, what a manager should do when a request arrives, how a decision gets documented and how progress is tracked over time.
This is organizational capacity-building rather than symbolic compliance. The work is designed to be used by the people who will actually receive requests and make decisions.
Where organizations often get stuck
- Accommodation requests are handled differently depending on the manager
- There is a commitment statement but no process behind it
- Managers are unsure what information they can ask for
- Nothing is documented, so decisions cannot be explained later
- A plan was written and never revisited
Practical, scoped support.
Accessibility planning
A clear, achievable plan with named responsibilities, sequencing and review points — written so it can be reported on to your board and funders.
Barrier identification
A structured review of physical, informational, communication, attitudinal and process barriers across the employee lifecycle.
Employee and stakeholder engagement
Respectful consultation with employees, service participants and community partners that gathers useful input without putting people on the spot.
Workplace accommodation processes
A documented request-to-resolution process covering intake, information needs, options, decisions, follow-up and return-to-work.
Manager guidance
Plain-language guidance on what to ask, what not to ask, what to document and when to escalate.
Inclusive hiring practices
Job postings, screening, interviewing and selection practices that reduce unnecessary barriers and assess what the work actually requires.
Implementation and progress tracking
Simple measures and check-in points so accessibility work continues after the plan is written.
Our work is developed using established HR practices and aligned with applicable workplace requirements. Plainspoken HR is not a law firm and does not provide legal advice or compliance certification.
Let's make accessibility usable in your workplace.
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Explore the People Foundations Sprint