Why is this a problem?
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
Quick Actions
- Publish clear selection criteria for technical committee members that reflect inclusion and diversity goals.
- Provide role descriptions that outline:
- Time commitments
- Tasks and responsibilities
- Compensation or volunteer expectations
- Provide information on accessibility supports including:
- What accommodations are available by default (e.g., captioning, large print, flexible schedules)
- What can be provided by request (e.g., sign language interpretation)
- How to request support, and who to contact
- Communicate regularly with applicants about their status and timelines.
- Offer alternative ways to participate such as public comment periods to those not selected.
Barriers these actions address
- Inaccessible registration systems
- Lack of clear and accessible onboarding process
- Lack of organizational support
- Unclear participation information
Create a shared support system
Long-term Actions
- 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.
Barriers these actions address
- No funding for accessibility accommodations
- No clear way to report problems or get help
- Unclear participation information
- Lack of organizational support
- Lack of financial support or payment
Organizational and operational commitment
Long-term Actions
- Make inclusion part of the organization’s mission, internal policies, and public communications.
- Provide dedicated funding and staff support for accessible and inclusive outreach and participation.
- Define diversity, equity, and inclusion goals clearly and treat them as ongoing commitments, not checkboxes.
- Align policies and funding priorities with equity and inclusion goals.
Barriers these actions address
- Lack of organizational support
Provide chairs with practical support and tools for accessibility
Long-term Actions
- Give specific staff the job of supporting other staff and chairs with accessibility needs, so they don’t have to figure it out alone.
- Provide templates for chairs, such as accessible agenda formats, email invitations, and meeting scripts.
- Collect feedback after meetings about what worked and what didn’t for accessibility, and act on it.
- Offer expert support, like an accessibility advisor or help desk, that chairs can contact quickly during meetings.
- Pair new chairs with experienced chairs from other committees as a mentorship system.
Barriers these actions address
- Lack of organizational support
- Lack of training and support for chairs and facilitators