Building a Workplace for Everyone: Universal Design Basics

Only 4% of companies consistently consider accessibility in their core design practices—even though ALL employees benefit from inclusive systems.

Here’s the thing: inclusivity doesn’t start with policies. It starts with how your organization thinks, designs, and builds from the ground up.

In this blog, we’re talking about foundational practices—the building blocks of a truly inclusive workplace. This includes:

A people-first approach through empathy
A barrier-free blueprint via universal design
A repeatable framework to drive long-term impact

And yes, there's a free checklist at the end.

Empathy isn’t fluff—it’s a leadership muscle. According to a Catalyst study, 76% of people with empathetic leaders report high engagement compared to just 32% without it.

So what does workplace empathy actually look like?

Real Practices for Empathetic Culture

Train with intent: Offer scenario-based leadership training around disability, neurodivergence, and intersectionality.

Make space for stories: Build internal forums or campaigns where employees share personal experiences.

Listen on purpose: Set up anonymous feedback tools for accommodations and workplace improvements.

Universal design is the silent powerhouse of workplace equity. When you embed accessibility into your processes and environments, you reduce friction not just for some—but for everyone.

Practical use for all: curb cuts were made for wheelchairs, but strollers, bicyclists and delivery carts use them too.
Here’s how to make universal design real in your organization:

7 Principles of Universal Design (Keep this handy.)

Equitable use – Everyone benefits equally
Flexibility in use – More than one way to engage
Simple and intuitive – Make it obvious, not complex
Perceptible information – Info reaches all senses
Tolerance for error – It’s safe to mess up
Low physical effort – Reduce fatigue and barriers
Size and space for use – Accommodates all bodies and tools

Practical Example:

Provide digital documents that are screen reader–friendly, offer captioned videos, and allow keyboard navigation.
In the physical space? Think automatic doors, adjustable desks, and quiet zones.

Universal Design in action: One company we worked with painted large blocks of color starting from the ceiling of their warehouse to the top of the important item (exits, restrooms, drinking fountains, etc). This way no matter who you are, or where you were in the warehouse you could easily see and navigate where you needed to go.

Once empathy sets the tone and universal design removes barriers, the final step is operationalizing inclusivity. This is where many companies stall—good intent, no infrastructure.

Here’s how to fix that:

Build a Sustainable Framework

Audit your hiring funnel: Are job descriptions accessible? Do interviews allow for accommodations?

Define what success looks like: Use metrics that track belonging, not just hiring numbers.
Normalize inclusion: Embed inclusive practices into onboarding, feedback loops, and leadership development

Building a Workplace for Everyone: Universal Design Basics

What If Inclusion Was Baked In—Not Bolted On?

1. Empathy: The Foundation You Can’t Skip

2. Universal Design: Inclusive by Default

3. A Framework That Actually Works

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