Collaborate with other organizations and SDOs to provide and coordinate accessibility services for joint initiatives and events
Advocate for system-wide access funds modelled after successful initiatives like the Swedish Disability Rights Federation which is the national umbrella group for disability organizations in Sweden. It speaks on behalf of the Swedish disability movement, raises awareness about disability issues, and provides advice to the government, parliament, and national authorities.
Canada – Standards Council of Canada (SSC) SSC partners with the government and industry to fund assistive technologies and interpretation services for national events.
Australia – Standards Australia: Standards Australia uses open-source tools and shares documents in accessible formats to provide low-cost accommodations.
Many organizations don’t set aside money for accessibility. This makes it hard for people with disabilities to fully participate. When there is no dedicated funding, accessibility is often treated as optional instead of essential, which can prevent full participation.
Common problems include:
No budget for sign language interpreters or live captions
No support for accessible tools, platforms, or documents
No help with travel or personal assistance
Increased stress and fatigue for participants who have to manage accessibility themselves
No funds for extra staffing needed to support accessibility
Ways to address the barrier
Allocate a dedicated accessibility budget
Build in travel funding
Create a shared support system
Help with travel planning
Provide monetary compensation and financial support
Some committees do not have a clear way for people to report accessibility problems or problems with how people treat each other. When there is no clear process:
People may feel scared to speak up because they worry about social consequences.
New or marginalized members may feel left out or stay silent.
People may not know who to contact when something goes wrong.
Complaints may fall through the cracks and the same problems may keep happening.
People may feel unsafe and decide to leave the committee.
People may be afraid to ask for accommodations in the future.
Trust in the system may go down.
Ways to address the barrier
Create a shared support system
Empower chairs and facilitators to manage conflict
Provide guidance and ongoing support to new members
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
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
Most standards work is unpaid but takes a lot of time and expertise. Some people get support from their employers, but for many D/deaf and D/disabled people, this is not available. Membership fees and unpaid work make it harder or impossible for them to participate.
Ways to address the barrier
Build in travel funding
Create a shared support system
Provide monetary compensation and financial support