Hidden in Plain Sight: The Disability Gap in Workplace Evacuation Planning

EHS professionals are aware of the most common gaps in their emergency evacuation plans, such as insufficient employee training, lack of appropriate equipment and low employee engagement. But there’s a critical gap in planning that you might not know about: the hidden prevalence of disabilities within your workforce.

Statistics suggest that the portion of your workforce requiring assistance during an emergency like a fire or earthquake might be significantly higher than companies expect—or are prepared for.

Hidden Workforce Disabilities

Emergency evacuation plans assume a general level of physical ability among employees. Standard procedures often involve a rapid descent down stairwells in multistory buildings. What portion of your employees are physically capable of navigating stairs quickly and safely? Data shows that it’s not nearly as many as companies think.

Corporations estimate that 4-7% of their workforce are people with disabilities. Companies, of course, provide day-to-day accommodations and support for employees with reported disabilities. But what about unreported disabilities?

A recent global survey of employees found that 25% of respondents reported having a disability or health condition that limits their daily activities. Furthermore, according to the U.S. Centers for Disease Control and Prevention, 12.2% of U.S. adults have a mobility disability and 18.6% report difficulty walking or climbing steps. Now think about your organization's evacuation plans. Do you account for the training and equipment needed to potentially help one-fourth of your workforce perform a vertical evacuation?

Unseen Disabilities Beyond Mobility

While mobility challenges are the most apparent concern during evacuations, cognitive, sensory and mental health disabilities also present additional risks to employee safety. Individuals with autism, anxiety disorders or post traumatic stress disorder (PTSD) may respond to emergency alarms with confusion, panic or even shut down. Visual and hearing impairments can make it difficult to receive emergency cues or instructions. Evacuation plans must be designed with inclusive communication strategies (e.g., visual aids, vibration alerts or buddy systems) to support these employees effectively.

How to Make Your Evacuation Plans More Accessible

EHS professionals can utilize the following key strategies to address the hidden disability gap with their emergency evacuation plan.

Engage with employees annually.

Regular and inclusive reviews of your emergency evacuation plan are essential. While it is important to engage with all employees to review and enact evacuation plans each year, holding an open session for employees who may have special considerations during an evacuation helps to identify unknown needs and determine any additional accommodations. These sessions should provide a forum for employees to voice their concerns and suggest modifications to existing procedures.

Conduct regular training and drills.

Targeted training programs and regular evacuation drills can help identify different considerations that different areas of the business may benefit from. Drills should simulate real-world scenarios and include participation from all individuals in the company to test the efficacy of your tailored plans.

Even if your workforce population is relatively stable, their ability levels will fluctuate over time. Annual training and drills help validate that your emergency evacuation plan is meeting the needs of your current workforce and highlight any gaps that need to be accounted for.

The optimal evacuation scenario is a single-flow evacuation, meaning that once someone exits the building, they don’t reenter. To actually achieve a single-flow evacuation, there must be enough safety equipment and trained personnel to evacuate all who need assistance in a single operation. In many evacuation scenarios, building reentry would not be safe for your staff. Your annual drills are both an opportunity to test your staff’s ability to execute the evacuation plan and to informally assess their sheer ability to quickly and safely navigate a stairwell.

For new hires or changes in work location throughout the year, it’s important to engage with these employees to understand the evacuation plan and discuss any support they may need. Including information in a new hire packet and onboarding is an easy way to keep the conversation top of mind.

Seek feedback after any drills.

While it is a common practice to conduct after action reviews following a drill, seeking feedback beyond the drill facilitators may elicit more comprehensive feedback. Holding an open session for employees or sending a post-drill survey can reveal unknown needs. Here are a few suggestions for how to go beyond a one-way review and facilitate conversations with your workforce.

• Inclusive dialogue: Facilitate structured discussions that empower employees to share their experiences. This inclusive approach not only enhances the plan’s effectiveness but also fosters a culture of safety and inclusivity.

• Tailored adjustments: Once you engage with employees who may need additional support during an evacuation, you can make targeted updates to your plan, including designated alternative routes or evacuation aides to assist during emergencies.

• Feedback loops: After every drill, collect feedback from participants. Identify what worked and what didn’t, then adjust the procedures accordingly. This continuous improvement cycle ensures your evacuation plans evolve with your workforce’s needs.

Checklist for Inclusive Evacuations

During an evacuation, every second counts. It’s critical for employees to know how to evacuate, who needs additional support and where any evacuation equipment is stored. Here are five ways to iterate and reiterate plans to ensure everyone exits safely:

1. Hold open forums and encourage employees to reach out with any additional support they may need.

2. Stock accessible evacuation devices, like an evacuation chair or sled, on each floor of your building, including a single floor facility. These affordable and collapsable devices make it easy for one or two individuals to safely and quickly evacuate an injured or immobile person. Increase evacuation devices based on the location of employees who may need more assistance

3. Train designated aides and conduct inclusive drills. Aides can help colleagues who may need additional support evacuate or relocate to a safe spot. This includes employees who may be impacted by sound or lights. Aides should be equipped with safety equipment, including ear protection and sunglasses, for any employees impacted by light and sound as well as evacuation equipment, such as chairs or sleds.

4. Use visual and auditory alarm systems to best support all employees during an emergency.

5. Establish feedback and improvement loops to continue refining your emergency evacuation preparedness plan.

We can all see the threats organizations are facing–both natural and human caused–are growing along with the challenges of preparing your employees for an emergent event. Now is the time to act and identify employees who, in the event of an emergency, would need assistance moving to safety, evacuating your building safely or handling any other scenarios in your Employee Assistance Programs (EAPs). Adjust your plans accordingly before the next emergency strikes to ensure the best possible outcome for your workers with disabilities.