Juneteenth and Digital Accessibility: Celebrating Freedom Through Inclusive Design

Every June 19th, we celebrate Juneteenth—a day that commemorates the end of slavery in the United States and represents freedom, liberation, and the ongoing journey toward true equality. As we reflect on this significant day in 2024, I believe there’s a powerful parallel between the fight for civil rights and the modern movement for digital accessibility. Both are fundamentally about breaking down barriers, ensuring equal access, and recognizing that freedom isn’t complete until it includes everyone.

Today, accessibility isn’t just about compliance checkboxes or avoiding lawsuits. It’s about ensuring that the promise of the internet—unlimited access to information, education, employment, and community—is available to all people, regardless of ability. And when we look at the intersection of race and disability, we see how DEI (Diversity, Equity, and Inclusion) initiatives and accessibility efforts aren’t separate movements but interconnected pieces of the same liberation puzzle.

The Intersection of Race and Disability

The disability community is incredibly diverse, and people of color with disabilities face compounded barriers. According to the CDC, Black Americans are more likely to have a disability than white Americans, with approximately 1 in 4 Black adults having some form of disability. Yet, discussions about DEI often treat race and disability as separate categories, missing the crucial intersections where many people live their daily lives.

This Juneteenth, we’re celebrating the Black accessibility advocates, technologists, and activists who understand that digital freedom means ensuring everyone can participate fully in our increasingly online world. These leaders remind us that when we design for accessibility, we’re not just checking boxes—we’re continuing the long march toward equality that Juneteenth represents.

Pioneering Voices: Black Leaders in Digital Accessibility

Haben Girma: The Deafblind Daughter of Refugees Who Became a Harvard Law Graduate

For me, no one embodies the intersection of perseverance, innovation, and accessibility advocacy quite like Haben Girma. As the first Deafblind person to graduate from Harvard Law School, Haben has become one of the most recognizable voices in the accessibility movement. Born to Eritrean refugees who fled a civil war, her story connects the fight for political freedom with the fight for digital access.

Haben doesn’t just advocate for accessibility—she lives it. She’s developed her own communication system, uses a digital braille display to access information, and has worked with major tech companies like Apple and Microsoft to improve their accessibility features. Her message is clear: accessibility drives innovation. When we design for disability, we often create solutions that benefit everyone.

“People with disabilities represent the largest minority group, numbering one billion worldwide,” Haben often reminds audiences. “When organizations prioritize accessibility, they tap into a huge amount of talent and potential customers.”

Her work with the White House, testifying before the U.S. Senate, and training organizations worldwide demonstrates that accessibility isn’t a niche issue—it’s central to creating an equitable society. Her book, “Haben: The Deafblind Woman Who Conquered Harvard Law,” isn’t just an inspiring memoir; it’s a blueprint for how determination and technology can break down barriers that once seemed insurmountable.

Andraea LaVant: Making Conferences and Events Accessible

Andraea LaVant, founder and president of LaVant Consulting, Inc., has spent over two decades ensuring that conferences, events, and digital experiences are accessible to everyone. As someone who uses assistive technology herself, Andraea brings lived experience to her work, understanding firsthand the frustration of encountering inaccessible content.

Her approach goes beyond minimum compliance. Andraea advocates for what she calls “radical accessibility”—designing experiences that don’t just accommodate people with disabilities but actively welcome and celebrate them. She’s worked with major conferences like SXSW, helping transform them from accessibility afterthoughts to inclusion leaders.

“Accessibility is not a feature, it’s a fundamental human right,” Andraea emphasizes. Her work demonstrates that when organizations commit to accessibility from the planning stages rather than as an afterthought, they create richer, more innovative experiences for everyone.

Eboni Freeman: Bridging Education and Accessibility

Dr. Eboni Freeman (not the actor, but she’s great too!) is an educator and accessibility consultant who focuses on ensuring educational technology is accessible to all students. Her work is particularly significant given the educational disparities that affect both Black students and students with disabilities. When these identities intersect, the barriers multiply.

I became aware of Eboni in my previous role as an instructional designer and accessibility specialist at Cuyahoga Community College. Her research and advocacy highlight how inaccessible educational technology perpetuates inequality. She works with universities and EdTech companies to ensure their digital learning platforms don’t leave anyone behind. In the wake of COVID-19’s shift to online learning, her work has become even more critical.

“We can’t talk about closing the achievement gap without talking about the accessibility gap,” Dr. Freeman notes. Her work reminds us that true educational equity requires both racial justice and disability inclusion.

Tolu Olarewaju: Tech Innovation Meets Accessibility

Tolu Olarewaju, a software engineer and accessibility advocate, represents the new generation of Black technologists who see accessibility as integral to good design. Working in Silicon Valley, Tolu has pushed major tech companies to consider accessibility from the first line of code rather than as a retrofit.

His approach is pragmatic: accessibility isn’t charity work—it’s good business. Tolu frequently shares data showing how accessible products reach larger markets, reduce legal risk, and often perform better for all users. He’s particularly focused on ensuring AI and emerging technologies are developed with accessibility in mind from the start.

“If we’re building the future, we need to make sure everyone can access it,” Tolu says. His work with open-source accessibility tools has made it easier for smaller companies to implement accessibility without massive budgets.

Crystal Preston-Watson: The Business Case for Digital Accessibility

Crystal Preston-Watson, a digital accessibility engineer and quality assurance expert, has spent years making the business case for accessibility. As a Black woman in tech, she understands the importance of bringing diverse perspectives to digital design and development.

Crystal’s approach focuses on showing companies that accessibility isn’t a cost center—it’s a value creator. She’s developed frameworks that help organizations measure the ROI of accessibility initiatives, from increased customer base to improved SEO performance. Her work is particularly important for reaching business leaders who might not be moved by moral arguments alone.

“When we make our digital products accessible, we’re not just doing the right thing—we’re doing the smart thing,” Crystal explains. Her data-driven approach has convinced numerous Fortune 500 companies to invest seriously in accessibility.

The Connection Between DEI and Accessibility

As organizations across the country strengthen their DEI commitments, there’s growing recognition that these efforts must include disability. However, many DEI programs still treat disability as an afterthought, if they consider it at all. This Juneteenth, it’s worth examining why true diversity, equity, and inclusion must encompass accessibility.

Shared Principles

Both DEI and accessibility movements are rooted in fundamental principles:

1. Equal Access: Just as DEI initiatives work to ensure equal access to opportunities regardless of race, gender, or background, accessibility ensures equal access regardless of ability.
2. Removing Barriers: DEI identifies and dismantles systemic barriers. Accessibility does the same for digital and physical barriers that exclude people with disabilities.
3. Valuing Diversity: Both movements recognize that diversity isn’t a problem to be solved but a strength to be leveraged.
4. Systemic Change: Neither DEI nor accessibility can succeed through individual actions alone—both require systemic, organizational change.

The Intersection Advantage

When organizations understand the intersection of DEI and accessibility, they unlock powerful advantages:

• Broader Talent Pool: Companies committed to both racial diversity and accessibility tap into the widest possible talent pool.
• Innovation Catalyst: Diverse teams that include people with disabilities consistently out-innovate homogeneous teams.
• Market Reach: Products designed with both DEI and accessibility in mind reach the broadest possible market.
• Legal Compliance: Organizations addressing both areas reduce their legal risk across multiple fronts.
• Authentic Brand Values: Companies that genuinely commit to both DEI and accessibility build stronger, more authentic brands.

Practical Steps: Building Accessible and Inclusive Digital Experiences

It’s no secret that DEI initiatives have been highly politicized over the past few months. Fortunately, many companies recognize their importance and are stepping up their efforts in diversity, equity, and inclusion (DEI) and accessibility.

Understanding the importance of accessibility is one thing—implementing it is another. Here’s how organizations can take concrete steps to honor both the spirit of Juneteenth and the principles of digital accessibility:

1. Start with Leadership Buy-In

Just as DEI initiatives require leadership support, accessibility must be championed from the top. Leaders should:

• Include accessibility in company values and mission statements
• Allocate budget for accessibility initiatives
• Set measurable accessibility goals
• Celebrate accessibility achievements alongside other business wins

2. Build Diverse, Inclusive Teams

Hire people with disabilities, particularly people of color with disabilities, in meaningful roles:

• Include disability in diversity recruiting efforts
• Ensure your hiring process is accessible
• Create Employee Resource Groups (ERGs) that address intersectional identities
• Provide assistive technology and accommodations proactively

3. Integrate Accessibility into Your Development Process

Rather than treating accessibility as a final check, build it into every stage:

• Include accessibility requirements in project planning
• Design with accessibility in mind from the start
• Test with actual users with disabilities, including people of color with disabilities
• Make accessibility part of your Definition of Done

4. Partner with Accessibility Experts

Work with accessibility consultants and services that understand the intersection of DEI and accessibility:

• Choose partners who employ people with disabilities
• Look for services that take a holistic approach to accessibility
• Consider managed services that provide ongoing support, not just one-time audits

5. Measure and Iterate

Track your accessibility progress just as you track other business metrics:

• Regular accessibility audits
• User feedback from people with disabilities
• Monitor accessibility-related customer service issues
• Celebrate improvements and learn from setbacks

Accessiblü Blog: Why Smart Business Leaders Aren’t Abandoning DEI

The Accessiblü Approach: Continuous Accessibility Operations

At Accessiblü, we understand that true digital freedom—the kind Juneteenth represents—requires more than periodic audits or checkbox compliance. That’s why we’ve developed our Managed Accessibility Ops service, which treats accessibility like the ongoing operational necessity it is.

Traditional accessibility approaches often mirror outdated DEI models—annual training, periodic audits, and reactive fixes. But just as modern DEI requires continuous effort and integration into daily operations, accessibility needs the same operational approach. Our model provides:

• Continuous Monitoring: Like cybersecurity, accessibility threats emerge daily as your site evolves
• Integrated Remediation: We don’t just identify problems—we help fix them in real-time
• Expert Partnership: Our team includes people with disabilities who bring lived experience to every project
• Business Integration: We help accessibility become part of your workflow, not an interruption to it

Looking Forward: The Future of Digital Freedom

As we celebrate Juneteenth 2024, we’re at a pivotal moment for digital accessibility. The convergence of several trends creates unprecedented opportunity:

• AI and Accessibility: New AI tools can either increase or decrease accessibility—the key is ensuring people with disabilities are involved in their development
• Remote Work Revolution: The pandemic-driven shift to remote work has highlighted both the possibilities and pitfalls of digital accessibility
• Legal Landscape: Increasing legal pressure makes accessibility a business imperative, not just a moral one
• Generation Z Expectations: Young consumers and employees expect accessibility and inclusion as baseline requirements

The advocates we’ve highlighted today—Haben Girma, Andraea LaVant, Eboni Freeman, Tolu Olarewaju, Crystal Preston-Watson, and many others—show us that the fight for digital accessibility is inseparable from the fight for equality that Juneteenth represents. Their work reminds us that freedom isn’t just about removing physical chains—it’s about ensuring everyone can fully participate in our digital society.

Conclusion: Freedom for All in the Digital Age

Juneteenth reminds us that freedom delayed is freedom denied. In 1865, it took two and a half years after the Emancipation Proclamation for news of freedom to reach enslaved people in Texas. Today, we can’t afford similar delays in digital accessibility. Every day that our websites, apps, and digital tools remain inaccessible is another day that people with disabilities are excluded from full participation in society.

The intersection of Juneteenth and accessibility teaches us that liberation movements are stronger when they’re inclusive. When we design for the margins—for Black and Brown people with disabilities, for those facing multiple forms of discrimination—we create solutions that work better for everyone. This isn’t just good ethics; it’s good business and good design.

As we honor Juneteenth, let’s commit to digital freedom that truly includes everyone. Let’s build websites and apps that work for screen reader users, create videos with captions that benefit people in noisy environments, design interfaces that are clear enough for people with cognitive disabilities and non-native English speakers alike. Let’s recognize that the fight for digital accessibility is part of the ongoing fight for justice that Juneteenth represents.

At Accessiblü, we’re proud to be part of this movement. We believe that accessibility isn’t a one-time project but an ongoing commitment—just like the pursuit of equality itself. This Juneteenth, we celebrate the advocates who’ve shown us the way and commit to continuing their work. Because true freedom—digital or otherwise—leaves no one behind.

Ready to make your digital properties truly accessible? Let’s talk about how Accessiblü’s Managed Accessibility Ops can help you create digital experiences that honor both the letter of the law and the spirit of inclusion. Together, we can build a digital world that’s truly free for all!