As of Saturday, 28th June, the EU Accessibility Act (EAA) has officially come into force, marking a significant moment for organisations operating within the European Union. This pivotal legislation mandates that businesses providing products and services, including essential workplace tools like computers, operating systems, and smartphones, meet stringent accessibility standards. More than a legal formality, the Act fundamentally shifts how employers must approach and manage their workplace IT infrastructure and, crucially, the employee experience it facilitates.
Under the EAA, technology vendors are now compelled to build accessibility into their tools from the ground up. This encompasses a wide range of features, from adjustable contrast settings and voice control to more sophisticated, AI-driven onboarding processes. However, a critical challenge looms: these sophisticated features risk sitting unused unless employers actively champion awareness and drive their adoption.
The Cost of Overlooked Tools: Erosion and Exclusion
Poorly understood or underutilised technological tools do not simply represent a wasted investment. They actively erode employee confidence, particularly among those who might already face digital barriers. This can lead to a widening of digital exclusion within the workforce, creating a divide where some employees thrive with digital tools whilst others struggle or are left behind. Recent data underscores this concern: a survey of 1,210 UK office workers revealed that while nearly half (47%) believe artificial intelligence (AI) will significantly improve their work life by 2030, this optimism is heavily contingent on substantial changes in how these technologies are implemented and supported.
AI’s Dual Edge: Opportunity and Adoption Challenges
The proliferation of AI tools in the enterprise further amplifies the stakes. Organisations are rapidly integrating AI, with reports indicating that the average company now utilises as many as 175 different AI applications. This rapid adoption, however, presents a paradox: the potential of AI is immense, yet its value remains locked away if employees do not grasp how or when to effectively use these tools.
As per Vivek Behl, a VP of Strategy at WalkMe, in digital adoption, cautions, poorly adopted AI can stall productivity, erode trust within teams, widen critical skill gaps, and deepen the very digital exclusion the EAA seeks to prevent. The solution, he suggests, is not simply deploying more AI, but rather focusing on “smarter adoption.”
A Strategic Imperative: Beyond the Compliance Checklist
Behl advocates for businesses to view the EU Accessibility Act as more than just another regulatory box to tick; instead, it should be seen as a fundamental signal to reassess the inclusivity and usability of their entire digital environment. “In today’s digital workplace, accessibility is not just about compliance,” Behl asserts; “it is about ensuring tools are intuitive, discoverable, and genuinely easy to use for everyone.”
This perspective aligns perfectly with the core tenets of employee experience. A truly inclusive digital workplace is one where every employee, regardless of their abilities or digital literacy, can access and effectively utilise the technology necessary for their role. This means designing experiences where accessibility is not an add-on, but rather “baked in” from the initial conceptualisation of a tool or platform.
Smarter Adoption for an Inclusive Future
The path forward lies in proactive strategies that empower employees to confidently navigate digital complexity. This includes providing real-time, personalised guidance within applications. Features such as dark mode, voice commands, or even sophisticated AI copilots are only valuable if employees are aware of their existence, understand their purpose, and know precisely how to leverage them.
For HR leaders, EX managers, and business executives, this calls for a concerted effort to:
- Prioritise User-Centred Design: When selecting or developing new technologies, usability and accessibility must be primary considerations, not afterthoughts.
- Invest in Digital Literacy and Training: Go beyond basic onboarding. Implement continuous learning programmes that guide employees on how to maximise the accessible features of their tools.
- Champion Awareness: Actively promote accessible features and tools, ensuring employees understand the benefits for their individual work processes and wellbeing.
- Gather Feedback: Regularly solicit feedback from employees, particularly those with disabilities, to identify pain points and areas for improvement in digital accessibility.
By embedding accessibility and intuitive design into the fabric of workplace technology, organisations can move beyond mere compliance. They can unlock the true value of their digital investments, foster a more inclusive and productive workforce, and ensure that no employee is left behind in the rapidly evolving digital age.