Leadership is not always about people management. Authentic accessibility leadership happens when people are allowed to push boundaries, innovate, and solve complex problems—often without ever having any people management responsibilities.
For many in the accessibility field, their expertise, passion, and drive come from focusing on the work itself, not overseeing teams. Sometimes, the disabilities that attract us to the accessibility space make the idea of people management debilitatingly stressful. Yet, we often expect these brilliant minds to step into management roles to be recognized as leaders and receive the compensation they deserve.
Not everyone in the accessibility field sees management as their career end game. We need to establish alternative career paths that allow professionals to lead through impact, not headcount. Principal Accessibility Engineers, Senior Accessibility Architects, and Expert Accessibility Consultants should be valued at the same level as managers, without being forced into roles that detract from the work that fuels their passion.
Accessibility leadership means driving change, shaping standards, and making the world more inclusive—regardless of whether you’re managing people. Let’s break free from traditional career ladders and embrace leadership in all its forms.
Alt: If you want better accessibility leaders, you need to offer a non-mamager career path.