In-Person or Be Present? Abelism and the Power of Accessible Policies
Earlier this year, an audit in California found that the state could save $225 million per year if state employees worked remotely three days a week. Instead of saving the money and potentially increasing productivity, the Governor mandated in-person work. Here’s the thing, when leaders demand in-person work, what they actually want is presence. These are not the same.
First off: I get it. We spend all day on Zoom, Google Meet or in Microsoft Teams meetings and we’ve grown accustomed to multi-tasking. We check our phones on the sly just out of screen and mute ourselves to have side conversations with errant family members.
But when we put down the extra devices–and even side thoughts–something important happens: we listen actively, collaborate more meaningfully, and notice the small things that spark creativity. Presence builds trust, reduces miscommunication, and helps us really connect. It’s also inclusive of disabled communities.
Remote work removes the physical barriers of an inaccessible environment, allowing workers to use assistive tech like mobility equipment and modified workspaces. It eliminates commuting, and attracts a broader range of people, including those who are chronically ill. So, what do our policies need to look like in order to work toward disability justice and effective workflows?
Prioritize Engagement, Not Location
Your policy should focus on how folks show up, not where they are. This means valuing active participation—whether someone is contributing ideas in a virtual meeting, collaborating on shared documents, or providing helpful feedback. Presence is measured by meaningful engagement, not desk time.
Build Inclusive Structures
Design meetings and workflows that allow for equal participation for everyone, everywhere. When we create and facilitate hybrid sessions, one facilitator is dedicated to the virtual participants. We also prioritize comments from our “skybirds” first because we know virtual participants can feel a bit more isolated. And though their activities differ slightly, these participants are every bit as much a part of the training as those in the physical room. Hybrid-friendly formats, recording sessions, and asynchronous tools ensure that everyone can participate meaningfully..
Grow your Policies
Disability justice, like all of our equity lenses, has shifted over time. While we must all ensure universal design is our baseline, we must keep learning and evolving our work. Early approaches often focused narrowly on meeting minimum requirements, like installing ramps or offering accommodations only when requested. While these remain essential, evolving standards recognize that inclusion must be proactive, holistic, and grounded in equity.
Recent political changes have made it clear that ableism is on the rise. But how we work can speak volumes about the organizations–and the people–we know ourselves to be. We can and must build cultures of true belonging where disabled folks can thrive. In a truly accessible world, our bodies don’t need to be present for the day-to-day of work; our minds do. Making sure we stay in the room (virtual or otherwise) is a vital form of respect, collaboration and yes, accessibility.