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As you develop your accessibility efforts or launch a program or initiative, it’s important to know—and be able to prove–that your activities are having a positive effect. Accessibility can be confusing and complex, but it is possible to measure what you are achieving, and doing that will reinforce the value of your accessibility work and let you understand and communicate about your progress.

Employers with strong, mature accessibility initiatives usually have support from the top—executives and other leaders who communicate their commitment to an information and communications technology (ICT) infrastructure that is inclusive of people with disabilities throughout the organization.But what type of executive should spearhead your initiative? And how can you, as an internal accessibility advocate, recruit such a leader? PEAT suggests three easy action steps to get you on the right path.

When it comes to human capital, taking steps to improve the accessibility of your workplace technology infrastructure can reap significant rewards in terms of enhanced employee productivity and bottom line benefits. What's more, it can widen your pool of potential talent by sending a clear message that all qualified individuals—including those with disabilities—are welcome to apply.