Creating a Positive Work Environment for People with Disabilities

REDMOND, Wash. — Nov. 1, 2007 — Diversity is an important part of Microsoft's business. Having a diverse workforce gives us access to a broader range of ideas and experiences, which enables us to create products that meet the needs of more people. People with disabilities are an essential part of diversity at Microsoft. Part of my job here at Microsoft is to help make our workplace more inclusive and accommodating for employees with disabilities.

Workplace Accessibility and Accommodations

One of my responsibilities is managing the Microsoft Disability Inclusion Program, which focuses on accommodations, training, and awareness to ensure a positive work environment for Microsoft employees with disabilities. From the beginning of the interview process we ensure a comfortable and productive interview setting for candidates with every type of disability. When someone with a disability accepts a job offer, we immediately work together to determine what kind of assistive technology, ergonomic equipment, or other accommodations are needed. We then work with the appropriate vendors and Microsoft groups to have everything in place by the new employee's first day on the job.

We also train our current employees to help them feel more comfortable working with a person with a disability. For example, when we hire someone who is blind or visually impaired, we work with Seattle Lighthouse for the Blind to provide training that helps to dispel misconceptions and increase understanding. As part of the training, team members wear goggles that simulate the experience of someone with glaucoma, tunnel vision, or other visual impairments. We also customize the training to reflect the experience of the new hire so that we can talk about specific scenarios the team may encounter. If there is a team meeting and the person who is blind is the last to arrive, what can others do to help that person find an open seat? If the team is planning a ski trip as a morale event, how can everyone participate? By making it OK to ask questions and having everyone hear the answers, we help the entire team to be more mindful.

We have Braille signs to Microsoft restrooms, conference rooms and cafeterias. But many meetings take place in employee offices. Shuttles can get an employee to the right building, but how does someone who is blind find a specific office? I, along with our employees with visual impairments help to educate people within Microsoft who have facilities responsibility, making them more aware that the Americans with Disabilities Act (ADA) is a good start but we need to do more to make the environment more inclusive. Offices now have signage with Braille and raised lettering. We also need to ensure changes that help some employees don't hinder others. Sidewalk designs that help people with visual impairments anticipate a curb, for example, are like speed bumps to someone in a wheelchair. The changes we make must meet the needs of all employees.

How Can Other Companies Become More Inclusive

Companies that want to be more inclusive and employ more people with disabilities should consider three things:

• Be proactive rather than reactive. Having an infrastructure in place really helps, and that's been our driving force since my first day at Microsoft. Many companies want to hire people with disabilities, but may not be ready once the employees are in place. In our experience, it is important to do as much as possible ahead of time.
• Connect with employees. If you are fortunate enough to have employees with disabilities already, use their knowledge to help you create a more inclusive environment and promote it. The more visible it is, the more comfortable people will feel acknowledging their disabilities. Make sure people know who to contact about accommodations and accessibility issues. If information is available and employees are encouraged to take advantage of it, they feel more comfortable talking about their needs because they have knowledgeable people to help them.
• Connect with partners. Human Resources (HR) staff can't know everything about every type of disability or assistive technology. Have partners you can call on, including vendors, nonprofit agencies, and government organizations. Get the message out about wanting to hire people with disabilities, and let your partners help you prepare. There is a lot of assistance available, and most organizations are happy to help because they know that supporting employers creates more opportunities for people with disabilities.

I have found that change comes through personal connection and understanding. For example, Microsoft encourages employees with disabilities to explain to managers and product developers exactly how they experience a Microsoft product or service. Getting that kind of personal feedback and insight makes a big difference in how well our products meet the needs of our customers. Over the years, with the help of our employees and partners, Microsoft has become a leader in accessibility. That's a good feeling.