Creating Truly Accessible Spaces (To the Barbican - I salute you!)....

Accessible spaces require more than design; it’s about ensuring that all individuals, including those with invisible disabilities, can navigate spaces without barriers. My partner has severe hearing loss and yet because their disability isn't immediately obvious (they weren’t born deaf and they can lip read), we regularly encounter judgment in public spaces - accusations of queue-jumping, misplaced eye rolls and frustration when accommodations are needed. The assumption? That they’re receiving "special treatment" for something people can’t see.

This is the reality of invisible disabilities: constant scrutiny, unconscious bias, and the exhausting need to justify support.

A Commitment to Inclusion

Last month, the Barbican reached out to my partner, inviting them to join their accessibility steering committee for a 6 month period. As a trained psychologist with hearing loss, my partner brings invaluable lived experience to the table - it’s rare but wonderful to see organisations actively seek out voices as opposed to making assumptions about accessibility needs.

Key Elements of Inclusive Organisations

Some organisations are leading by example, embedding accessibility into their culture through:

1. Structural Commitment - Organisations integrating accessibility from the outset ensure it's part of their core ethos rather than an afterthought. Specialist teams dedicated to inclusive design, along with customer support for disabled individuals, set a high standard.
2. Collaborative Consultation - Involving people with disabilities in advisory groups to assess spaces and services before public rollout, ensures that barriers are identified by those who experience them first-hand.
3. Training and Flexible Policies - Comprehensive disability awareness training, particularly focused on invisible disabilities, fosters a more inclusive workforce. Flexible adjustment policies that don’t require exhaustive medical documentation help remove unnecessary hurdles.

Best Practices in Accessibility

In learning more about what organisations are currently doing, there are some positive inroads being made:

• Accessibility as a leadership priority – Making it a key performance indicator ensures commitment from the top.
• Clear feedback pathways – Anonymous reporting systems allow individuals to highlight accessibility gaps without fear of reprisal.
• Proactive support – Offering relaxed performances, audio descriptions, or personalised assistance without requiring disclosure removes barriers before they arise.

Moving Forward

True accessibility requires more than compliance - it demands cultural transformation. This includes:

• Regular accessibility audits led by diverse teams
• Feedback mechanisms that centre disabled voices
• Dedicated resources for addressing invisible disabilities
• A shift in mindset, recognising that accessibility benefits everyone

The Barbican’s outreach to my partner is a model of best practice. If more organisations can take this approach to ensure that accessibility is embedded at every level, for every individual - it would be truly exciting to see. 

#Inclusion #Accessibility #DeafAwareness #InvisibleDisabilities #DiversityAndInclusion