Summary
CAE’s newest Access Advisor, and National Register of Access Consultants (NRAC) accredited access auditor, Ian Watkins, believes inclusive design and accessibility is all about creating a safe and welcoming environment for all.
CAE Access Advisor, and NRAC accredited access auditor, Ian Watkins
CAE’s newest Access Advisor, and National Register of Access Consultants (NRAC) accredited access auditor, Ian Watkins, believes inclusive design and accessibility is all about creating a safe and welcoming environment for all. He seeks to have an impact on the accessibility of buildings and services so that many more people are able to use them conveniently.
Read on to find out how Ian thinks an access audit could benefit employers, what law he would introduce to support inclusive design and why he believes that CAE’s work is more important than ever.
Why did you decide to specialise in inclusive design and access?
My interest in inclusive design stems from studying human factors and ergonomics. I believe that the environment should be designed around people; people shouldn’t need to adapt to fit their environment. If it’s done thoughtfully, there should be no need for people to be compromised in any way.
Why would you recommend an access audit to clients?
- It will identify barriers to access that may exist and make practical, reasonable recommendations on how to remove or reduce these barriers for your customers, clients, visitors and employees.
- The audit findings will allow you to make the service that you offer more accessible and easier to use by a wider range of people, so it’s great for business in terms of increasing your customer base and enhancing the customer experience.
- An accessible workplace will allow you to recruit from a bigger talent pool and help enhance employee morale, increase staff retention, and create an environment that fosters productivity and creativity.
What do you see as the biggest issue hurdle facing disabled and older people in society today?
I think there are still some attitudinal barriers towards disabled and older people that are based on misconceptions. One of the most damaging misconceptions about disability is the belief that it equates to inability. This misconception fails to recognise the potential, skills and achievements of individuals with disabilities. In reality, people with disabilities can and do excel in a wide range of fields, demonstrating that disability is not a barrier to success.
However, it’s encouraging that more organisations are recognising the importance of training their employees in equality issues and awareness, which can go some way to addressing these misconceptions.
How has the Covid-19 pandemic improved inclusiveness and accessibility for disabled people?
On the plus side, the pandemic caused a shift towards more homeworking. This was introduced by necessity, but now has become recognised as the ‘norm’. The greater availability of home-based jobs may have some advantages for some disabled people as the need to travel into a workplace is reduced. It also allows people to be flexible in their work patterns.
While there may be a reduction in social contact – which is such an important part of a fulfilling job – due to home working, with technologies such as Microsoft Teams, a geographically dispersed workforce can still operate in a supportive online community.
What do you see as the biggest hurdle facing disabled people in the built environment in the next 5-10 years?
It think that it may be transport. Transport systems have a lot of dated infrastructure that is not so easy to change quickly. The accessibility of transport systems seems to lag behind other developments in the built environment.
Tell us a bit about a project that you’ve worked on that has made a significant impact in terms of inclusion and access?
I conducted access audits for an investment and banking company that recognised that many of its talented and skilled employees were neurodivergent people. My brief was to provide them with further information on how they could improve the workspace for their staff.
Guidance in PAS6463, Design for the Mind – Neurodiversity and the Built Environment, was used to help improve workspaces by providing guidance on how to manage sensory stimulation (audible and visual) implement quiet rooms and spaces to reduce fatigue and stress, improve focus, creativity and productivity. The recommendations were rolled out to all regional offices.
What are the benefits of NRAC accreditation?
I’ve held my NRAC accreditation for 22 years. Continued NRAC membership requires continued professional development so members are encouraged to keep up to date with new developments, standards, good practice guides and developing technologies. I value it as it gives organisations confidence that my core skills and experience meet a recognised level of competence, and that my competence has been peer reviewed.
If you could make or change one law today regarding inclusive design and accessibility what would it be?
It should be compulsory that an Access Group (a group of people that represent the needs and perspectives of diverse users) is consulted at the very early stages of any design project that relates to the built environment.
CAE offers such a consultation service via its own Access Panel. The Centre plays an important role in increasing awareness of the principles and benefits of inclusive design, and in providing resources and expertise to assist organisations to achieve inclusive design within their environment.