Navigating the Intersection of AI, Accessibility and Work Culture: A Global Perspective

My final part of the Churchill Fellowship travel concluded in February 2024. To say this research fellowship has been a career-defining experience is an understatement. For the last leg of my trip, I headed to Vienna, Amsterdam and Paris to engage with pioneers and thought leaders shaping the future of inclusive work cultures. This exploration brought to light and continued to develop conversations around several compelling themes around Artificial Intelligence (AI), employee-led accessibility initiatives and the intricacies of implementing these on a global scale. 

AI as a Catalyst for Inclusion

You can’t go anywhere without having a conversation about AI at the moment. Or at least, that’s what it feels like to me! At the Zero Project conference in Vienna, the buzz around AI's role in advancing accessibility was palpable. From Microsoft's insights on the disability community's pioneering contributions, like word prediction technologies, to passionate dialogues about AI as an equaliser, the conversations highlighted AI's dual potential as a tool for enhancing accessibility and a challenge needing vigilant oversight to prevent bias and exclusion.

Critically, as Christopher Patnoe and David Banes pointed out in their panel talk ‘Forum on Artificial Intelligence and Disability Inclusion’, the promise of AI in curating and presenting information brings us to the brink of a new Industrial Revolution in accessibility. However, this potential comes with the imperative to ensure AI's trustworthiness, particularly in how biases are managed and the representation of diverse communities in AI development. Founder of Business Disability International, Susan Scott-Parker, highlighted how AI-led HR software is already in use, often built by people with no concept of accessibility and bias, yet often touted as a tool to remove bias from the interview process. 

It is a “Classic market failure, of poorly trained HR people who don’t understand disability discrimination, who purchase technology made by people who don’t understand disability discrimination. Disability needs to get into the debate about responsible AI.”

Reflecting on these discussions, it's clear that while AI offers transformative potential for disability inclusion, its deployment and the broader push for accessibility must be nuanced, culturally aware and collaborative to foster inclusive environments.

Global Strategies, Local Nuances

The journey from Vienna's global stage to the operational insights from ING bank in Amsterdam highlighted the importance of tailoring accessibility strategies to fit local contexts. ING's innovative split of accessibility responsibilities between HR and Operations showcases a model for embedding accessibility deeply within organisational structures. Yet, as discussions at Dentons in Paris revealed, rolling out global accessibility initiatives requires careful consideration of local legal systems, cultural attitudes towards disability and linguistic diversity. This balance between global ambition and local execution underscores the complexity of creating universally accessible environments. 

I think this is crucial for both access practitioners to be more aware of. In shaping these conversations within an organisation there must be more awareness of the intersection of global and local perspectives and cultures. This isn’t to say there cannot and should not be a global standard policy- this is highlighted as a need in every organisation I have talked with who are considering accessibility at a serious level. Instead, it is to consider which elements of policy and practice should be developed into global standards, so as not to perpetuate a european standard as the ‘right’ way, and creating space and movement for tailored aspects on a local level which empowers the employees within a given nation to integrate their own cultural identity too. 

The Role of Policy and Awareness in Shaping Accessible Cultures

Across these conversations, the significance of supportive policies and awareness initiatives emerged as a recurring theme for creating a culture of accessibility. The upcoming European Accessibility Act represents a landmark step towards comprehensive digital accessibility standards. Yet, as evidenced by ING's preparation for the Act and the broader discussions around AI and HR technology, policy alone is not enough. Creating cultures of accessibility requires ongoing education, awareness and the active involvement of those most affected by these policies.

Furthermore, the insights shared by Google, alongside reflections on the Zero Project's global attendees, highlight the essential role of community and peer support in driving accessibility forward. Whether through global KPIs, tailored training modules or engagement in awareness days like Global Accessibility Awareness Day (GAAD), the path to inclusivity is paved with collective action and shared learning.

The updated EU act may feel underwhelming for those of us who exist outside of the EU, however, it is worth noting that this legislation will affect companies who also trade within the EU, no matter where they are based. It remains to be seen whether this up levelling of digital infrastructure causes a wave of digital disruption for accessibility, kickstarting the conversation in other countries and other industries. 

Looking Ahead: Trust, Education and Inclusive Design

As we stand on the cusp of significant advances in AI and accessibility, the conversations underscore a critical need for trust in AI technologies, comprehensive education on accessibility issues and a commitment to inclusive design. The challenges highlighted by Susan regarding HR technology, and the call for a more ethical AI development process reflect a broader concern for ensuring that technological advancements serve to enhance, rather than hinder, accessibility efforts.

The vision for a more accessible future, as seen through the lens of these global conversations, is one where AI and other technological tools are developed and deployed with a deep understanding of the diverse needs and experiences of disabled individuals. It is a future where policies, both global and local, are crafted with an eye towards genuine inclusivity, and where every organisational strategy is imbued with the principles of accessible design.

I have come away from my travels with around 30 interviews from thought leaders from across the USA and Europe, and look forward to disseminating the key findings with the access and wider business community soon. One thing is clear: we need to do better at talking about what we’re all up to. Before embarking on this project I was not aware of 90% of the projects, knowledge shares and networks available to the wider community. 

Much of the negativity around the effectiveness of the accessibility industry from the wider disabled community stems from a lack of connection, a lack of understanding, about the conversations and developments that are occurring! Even as someone who thought I was quite tapped into it all, I now know I have been missing out on a huge piece of the context and information around AI, workplace accessibility and work culture. Connection to the wider disabled community has been a key theme weaving its way through many of the conversations and interviews I have been having… and this is something I will be thinking further about. 

Enjoyed this blog? Grab yourself a cuppa and have a read of how to plan access and inclusion initiatives into your workflow for 2024 if you want some more guidance on the key trends and research.