The Property Accessibility Assessment Tool (PAAT) is a checklist that helps entities identify and address barriers in the workplace.
Removing barriers promotes inclusivity for everyone, including people with diverse sensory and cognitive needs.
Effective use of the PAAT relies on collaboration with other teams. This brings different perspectives to help:
- identify a range of barriers
- embed inclusive design in every aspect of the workplace.
Implementing the PAAT
The PAAT should be led by property or facilities management teams. These teams typically oversee the acquisition, fit-out and ongoing management of the physical office environment.
They play a key role in maintaining and adapting spaces for accessibility and inclusion workspaces.
Their role in inclusive design can include:
- ensuring accessible amenities, implement inclusive design solutions or adjustments such as adjustable lighting, improved acoustics or ventilation
- prioritising accessible features in new leases, refurbishments or relocations
- for example, step-free access and accessible meeting rooms
- facilitating, reviewing and updating accessibility and inclusion audits, such as the building accessibility guides and the PAAT
- collaborating with other teams to ensure that accessibility is considered throughout the lifecycle of the property, from planning to daily operations.
Consulting with the broader workforce
This assessment should be completed in collaboration with your entity's ability/disability and neurodiversity network members. Entities should also consult with the broader workforce including HR and ICT teams.
Employee networks
Employee networks, including ability / disability groups, provide lived experience perspectives that are critical for identifying workplace barriers and co-designing solutions.
Their involvement may include:
- participating in walk-throughs and audits to identify barriers that may not be immediately clear
- providing feedback on proposed changes and sharing insights on the effectiveness of implemented solutions
- championing awareness campaigns and peer support initiatives to foster a culture of inclusion.
Human Resources (HR)
HR is often the first point of contact for new employees and plays a pivotal role in creating inclusive workplaces.
Working with HR ensures that inclusive solutions are embedded in recruitment, onboarding and ongoing training processes.
For example, HR can:
- ensure job advertisements and position descriptions use inclusive language
- offer flexible work arrangements and reasonable adjustments from the outset
- provide disability inclusion training for all staff.
Information and Communications Technology (ICT)
ICT teams are a key part of creating more inclusive work environments, ensuring digital accessibility and supporting assistive technologies. ICT plays a key role in:
- ensuring all internal systems, software and digital platforms are accessible to all users
- for example, screen reader compatibility or captioned video content
- supporting the integration of assistive technology such as speech-to-text tools or alternative input devices
- providing accessible communication tools for meetings, including live captioning or sign language interpretation.
More information
Find out more about the PAAT.
