Introducing a11y: Removing workplace barriers for neurodivergent associates at 84.51°

To be inclusive of diverse preferences across the disability community, this article uses both identity-first language (“disabled people”) and person-first language (“people with disabilities”).

84.51° believes a diverse and inclusive work environment is essential for us to serve our customers and deliver against our mission to make people’s lives easier. We embrace associates for who they are and how they work, to foster a psychologically safe and inclusive environment.

An example of how that commitment comes to life is through our efforts to make our work and workspaces inclusive for our neurodiverse associates and disabled employees. Neurodivergence is a difference in how people sense, think, communicate and socialize – basically, it is neurological differences from what is considered “typical”. Research suggests neurodivergent people bring unique and valuable skills to STEM, such as systems thinking and pattern recognition, divergent thinking and creativity and spatial visualization skills.(1) But the challenges those employees face are often not understood or addressed by their employers. In fact, a recent report(2) found that tech employers estimated about 3% of their workforce as being neurodivergent. But when the tech employees were surveyed, over half of them identified as neurodivergent.

Promoting diversity, dignity and identity

To close the gap in discrepancies such as this and grow disability pride, inclusion and accessibility, we’re proud to introduce 84.51° a11y, a new people-led team driving accessibility at 84.51˚. 84.51˚ a11y strives to create awareness about disability and promote accessibility best practices company-wide. Its goal is for every 84.51˚ associate and customer to be comfortable and heard. To achieve that, the group is advocating for more accessible meetings and ways of working by spreading awareness, advocacy and training, sharing resources and collaborating and consulting with company peers.

“Coming together as a group not only allows us to support each other, it’s advocacy through visibility,” said 84.51° a11y founder Josh Smith. “Disabled and neurodivergent people are often told – implicitly and explicitly – that we need to hide our disability and mask our neurodivergence. This group aims to create the space we need to be us. And it’s not just disabled people and neurodivergent people: We’ve got allies jumping in and helping to drive change."

“A11y” stands for – and is pronounced as – accessibility. The “11” represents the 11 letters between the a and the y, and the shorthand can be easier to type for people with certain disabilities. The numeronym refers to the practice of making products, services, environments and events accessible to everyone, regardless of their abilities. (Of course, we can't ignore the visual pun as a resemblance to “ally.”)

A history of insightful inclusion

The a11y group is just the latest initiative in 84.51°’s longstanding efforts to help our associates thrive by making sure they’re engaged in and feel like part of our community. Five years ago, 84.51° formed its Insightful Inclusion Council to ensure that everyone feels included and can bring their authentic selves to work each day. We believe the more inclusion we can bring to our work, the better products, processes, and practices we can deliver.

“The formation of 84.51° a11y is the perfect example of how the Insightful Inclusion Council believes in empowering the authentic and meaningful formation of communities that enable our associates to feel a sense of inclusion and belonging at 84.51°,” said Diversity, Equity, Inclusion & Belonging Talent Manager Connie Ross.

Accessible spaces

One of the main initiatives 84.51° a11y is focusing on is to help shape our physical environment to be friendlier to people with disabilities. We’ve been working to make our facilities and office spaces more inclusive for our neurodiverse associates in several ways.

We’ve created a variety of work settings in addition to our open office (desking) areas, which can accommodate a variety of sensory needs. These include privacy booths and “black out rooms” with adjustable lighting levels and darker paint to reduce visual and auditory stimulation. And, when employees need a sensory break, we have recharge and meditation rooms that give employees more control over their sensory environment.

We’ve also incorporated adjustable height workspaces, treadmill desks and bike desks in varying locations across our office to give associates the option to move their bodies while they work. More recently, we introduced “Living Rooms” that provide a variety of seating options in different textures and arrangements from the typical conference spaces. And associates can always request noise cancelling headphones to wear in the open office areas to control noise levels.

All of these options provide employees with some control and choice in their working environment. We will continue to explore opportunities to support our neurodiverse associates and evolve our workspace. We’ve found that in many cases, the things we’ve done for our neurodiverse associates are also appreciated by our neurotypical associates – it’s a great design for all.

Better business and belonging

Other ways 84.51° a11y is working to support our neurodiverse associates include enhancing communications and community. Neurodivergent people and neurotypical people tend to socialize and communicate differently, which can introduce challenges in interactions. To make communication more inclusive of everyone, 84.51° a11y is meeting with teams throughout the company to help ensure our meeting policies, messaging channels, communication pacing and our productivity apps are all friendly and accessible to the neurodiverse and other disabled people.

These efforts help foster a sense of psychological safety for our neurodivergent employees. To build upon that momentum, a11y is also creating internal tools for disabled employees to connect with each other in a safe and confidential way. We’ve developed private communication channels for people who identify as neurodivergent or disabled in addition to spaces for allies. We use these channels to share content and resources and create safe spaces so they can connect and support each other while bringing their authentic selves to work each day.

(1) Experiences of neurodivergent students in graduate STEM programs, Frontiers

(2) Diversity in Tech, Tech Talent Charter