Mexico – Dirección General de Normas (DGN) DGN hosts public webinars during recruitment to clarify roles, responsibilities, and accommodations. They post plain-language role summaries and follow up with applicants on next steps. Community consultations help refine role descriptions to ensure accessibility for diverse audiences, including people with disabilities.
Germany – German Institute for Standardization (DIN) DIN publishes detailed role descriptions and eligibility criteria on their public portal, outlining time commitments, required expertise, and the selection process. A visual roadmap of the standards development process helps applicants understand their potential involvement.
Japan – Japanese Industrial Standards Committee (JISC) JISC uses clear, simplified recruitment materials with tiered participation options (full members, observers, contributors). They provide transparent eligibility criteria, application timelines, and onboarding webinars in Japanese and English to support underrepresented applicants.
New Zealand – Standards New Zealand (SNZ) SNZ proactively includes accessibility support in all stages, from recruitment to committee participation. They offer real-time captioning, large print documents, flexible meeting schedules, and named accessibility contacts. SNZ pre-funds accommodations and has an online feedback form for continuous improvement.
Sweden – Swedish Institute for Standards (SIS) SIS designates “Accessibility Champions” within committees to provide peer support. Their recruitment pages list standard accessibility features and allow for custom accommodations, without requiring medical documentation. This approach ensures responsive and inclusive participation for all members.
Many standard development organizations' application processes are not accessible, which makes it harder for people to participate. Some common examples include:
Not having alternative registration options, such as phone, email, or paper sign-up
Websites or application portals that don’t work with screen readers or other assistive technology
Having no way to request accommodations during registration, or having a request option that is difficult to find
CAPTCHAs that are hard or impossible to use with screen readers
Time limits that log people out before they finish the form
Forms that are long, complicated, and not written in plain language
Forms that aren’t keyboard accessible and can’t be completed without a mouse
Required fields that don’t make sense or force people to share personal information
Mobile-unfriendly forms that are a barrier for people who rely on phones or tablets
Requiring a specific file format for documents that need to be uploaded
Not having a save-and-return option, which people who need more time or breaks require
Error messages that are unclear, aren’t read by screen readers, or don’t explain how to fix the problem
Language barriers, including not having a translation option or using overly technical wording
Confirmation emails that don’t arrive or are inaccessible, for example, they have images instead of text or unclear next steps
Many organizations don’t have an onboarding process for new members, which can cause several problems including:
New members may have to figure things out on their own or rely on friends or colleagues for guidance.
Members can feel overwhelmed, unsure of what’s expected, or confused about how to work with others.
The amount and complexity of information can be intimidating, especially if there’s no guidance on where to start and could cause new members to leave.
For members with accessibility needs, accommodations may not be put in place early enough.
Ways to address the barrier
Agree together how the committee will work
Be transparent in the application process
Host onboarding meetings before committee work begins
A major barrier to inclusive recruitment is whether the standards organization is committed to including D/deaf and D/disabled people and whether it has the systems to support that inclusion. Participation is not guaranteed. When political or social priorities change, diverse communities can be pushed aside or left out completely.
This lack of support often shows up as:
No clear policies for including and supporting people with disabilities in standards work
No dedicated staff or funding for outreach to diverse communities
Little or no support for inclusive recruitment practices
Ways to address the barrier
Be transparent in the application process
Create a shared support system
Organizational and operational commitment
Provide chairs with practical support and tools for accessibility
Many standards organizations do not clearly explain what committee roles involve at the time of application. Providing details like who is on the committee, what they do, and how to contact them is necessary.
As a result, people are often left with basic unanswered questions, such as:
Eligibility and who the role is for
Who can apply?
Who is the committee looking for?
What does “expertise” mean (formal credentials, lived experience, or both)?
What experience or skills are required?
Role expectations and responsibilities
What will I actually be doing in this role?
What are the main responsibilities?
How much influence do members have?
How are decisions made (consensus, voting, chair decision)?
Time and workload
What is the time commitment (hours per month)?
How often are meetings?
How long are meetings?
What is the expected length of membership (months/years)?
Meetings and participation format
Are meetings online, hybrid, or in-person?
What time zone are meetings based in?
Are meetings during work hours or evenings?
Will I need to travel?
Accessibility and accommodations
Will accommodations be provided (sign language/interpretation, captions, accessible documents)?
How do I request accommodations, and when?
Are plain language versions available?
What happens if I face accessibility barriers during the process?
Costs, pay, and support
Is the role paid, volunteer, or supported with an honorarium?
Who covers costs like travel, internet, or software?
Will support be provided for assistive technology needs?
Application process and next steps
What happens after I apply?
How long will it take to hear back?
Who can I contact if I have questions before applying?
Safety, inclusion, and accountability
How will diversity and intersectionality be considered?
What is the process if someone experiences discrimination or harm?
What happens if I need to step back temporarily due to disability, caregiving, or health?
Recognition and credit
How will my contribution be recognized?
Will my name be listed publicly?
Will I be credited in the final standard or related materials?
Ways to address the barrier
Be transparent in the application process
Create a shared support system
Host onboarding meetings before committee work begins