The confluence of societal trends such as aging, increased disability prevalence, and heightened expectations among workers and consumers has necessitated development of more inclusive designs that accommodate a wide range of human abilities. The growing reliance on automation has further accentuated this need.

Universal design has evolved significantly around the principle that tasks and life activities should be accessible and comfortable for all individuals, irrespective of their diverse characteristics. This principle is increasingly applied in workplace design, as workplaces become more heterogeneous. Inclusive design or universal design (UD) represents a user-centred design paradigm that emphasizes consideration of the entire spectrum of human abilities, including those with and without disabilities.

How are HFE and UD related?

Human factors and ergonomics (HFE) practitioners play a crucial role in incorporating UD principles into design solutions that accommodate human abilities and limitations. These professionals are tasked with quantitatively evaluating artifacts and engineering solutions to ensure their suitability for human use, including individuals with diverse impairments.

Key areas of application include transportation (e.g., older drivers, driverless and autonomous vehicles), healthcare (e.g., home-based care, medical device design, patient safety devices), and occupational settings (e.g., aging workforce issues, obesity, and functional work capacity).

What is UD?

Universal design originated from barrier-free design, aimed at accommodating people with disabilities. The concept gained prominence after the Center for Universal Design at the State University of North Carolina issued its principles, and following the enactment of the Americans with Disabilities Act (ADA) in 1990. While disability rights are recognized, universal design also considers other groups with different needs. This approach continues to evolve globally, addressing diverse needs in infrastructure, buildings, and consumer products.

Several European Union member states have inclusive design legislation relevant both nationally and internationally. Key policies include human rights and equality, rights of disabled persons, social inclusion, and sustainable development. The Council of Europe’s Disability Act also provides an umbrella to encourage participation of differently abled people, as it secures accessibility of public sectors.

In Japan, the Law for Building Accessibility has increased the use of terms like “barrier-free design/accessibility” and “universal design.” Additionally, Japan’s Occupational Safety and Health Act established guidelines for hiring older workers based on criteria such as work management, work environment, workers’ health, overall management, and safety education.

In the United States, significant progress was made with the Americans with Disabilities Act Accessibility Guidelines (1991) and the Americans with Disabilities Act/Architectural Barriers Act Guidelines (2004). In Canada, legislation like the Employment Equity Act, Canada Labour Code, and Canadian Human Rights Act address employer responsibilities, workplace health and safety, and worker discrimination.

According to the Centre for Universal Design, UD in a nutshell is “the design of products and environments to be usable by all people, to the greatest extent possible, without the need for adaptation or specialized design.” For example, in the workplace, UD would require “the design of product, system and environments to be usable by all people.”

Like any other design framework, the basic UD framework starts with the scope of work and application areas, defines the problem, then follows principles and guidelines, and finally focuses on practices and processes.

UD application in workplace design

The term universal design was initially used for product design, architecture, and interior design. As spaces become more inclusive, the term is also becoming relevant to workplace design.

Based on the seven basic principles of universal design established by the Center for Universal Design, the following elements should be considered in workplace design:

• Equitable use
• Flexibility in use
• Simple and intuitive use
• Perceptible information
• Tolerance for error
• Low physical effort
• Size and space for approach and use

Examples of general issues in workplace design