Our research examined the barriers and opportunities to create an organisational culture of accessibility and inclusion in public sector communications.
The UK public sector must comply with accessibility legislation such as the Public Sector Bodies Regulations 2018. However, many organisations have not met the regulations as of February 2024. They face challenges in making communications accessible and inclusive.
We undertook a qualitative study. It included desk research and eight semi-structured interviews with public sector professionals. Through our study, we identified four major themes.
Themes
1. Organisational culture
An underlying culture of inclusivity facilitates better accessibility practices. More diverse leadership and inclusive values enable progress.
2. Leadership sponsorship
Clear executive-level sponsorship and priorities around accessibility make a significant difference. This includes leadership, accountability and resourcing.
3. Operational responsibility
Accessibility cannot fall solely on communications teams. A cross-organisational, coordinated effort is essential for consistency.
4. Individual change agents
Passionate individuals drive initial accessibility improvements but need organisational support for real change. There are risks of depleted resilience.
We recommend national coordination across public sector bodies. This would allow organisations to share guidance, resources and training programs at scale. The Central Digital & Data Office should also enforce compliance more actively through the risk of reputational damage or fines.
Creating systemic change requires investing in external expertise and technology tools. It also requires integrating accessibility across policymaking, processes and teams. This comes down to leadership commitment, priority-setting and establishing clear accountability.
Inclusive communications 