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Virtual or hybrid options provide a way for marginalized faculty and staff to fully participate in their fields and on their campuses. As such, an equitable and pandemic-informed academic workplace should include fully accessible and well-resourced hybrid participation options for department meetings and events, office work, and classroom duties. In spring 2023, we created a work group on our campus to address the challenges of hybrid work and co-create campus-wide recommendations for hybrid workspaces. In this article, we share our findings and evidence-based recommendations, many of which draw on Universal Design for Learning, as well as offer suggestions on how readers can pursue similar work on their campuses. 

In the early stages of the COVID-19 pandemic, many events and conferences hastily converted to a virtual format, and many commercial ventures promptly developed tools promising seamless transitions to virtual spaces. In particular, efforts to expand and monetize augmented and virtual reality environments increased. While these spaces increased accessibility for some, others were left behind. In 2024, many events returned to on-site venues, yet virtual spaces remain central in academic and research communities, particularly for disabled scholars. As such, in this paper, we advocate for continued virtual access and improved virtual spaces; we also identify some potentially overlooked harms in immersive and embodied virtual spaces. 

The past decade has witnessed increasing interest in attracting and retaining a more diverse workforce in science, technology, engineering, and mathematics (STEM) fields, including expanding the participation of women and racial-ethnic minorities and, in fewer cases, to people with disabilities. Despite the availability of a rich collection of published research on women faculty that has increasingly used an intersectional lens, these conversations rarely meaningfully address strategies to make faculty careers more welcoming and accessible to women with disabilities. Further, as the professoriate ages, there will be an increasing number of faculty with disabilities and the pandemic has a disproportionate impact on many faculty with disabilities. In the coming years, there will also be faculty who have acquired disabilities as the result of long covid. This paper reviews existing research and practice reported in the literature about faculty with disabilities as well as reports of people with disabilities and other stakeholders in an online community and offers practical promising practices for increasing the participation of this marginalized and underserved group in STEM fields. The paper begins with a discussion of structural barriers that make faculty careers inaccessible and unwelcoming to people with disabilities and presents two approaches to access: accommodations and universal design. Both approaches have a role in the process of increasing the participation of people with disabilities in faculty careers. Given the relatively sparse literature on the topic, we encourage researchers addressing faculty careers to ask about disability in their work and to analyze disability-related data to increase our understanding of the issues impacting this population. Moreover, we offer departments and institutions strategies that they can take related to institutional and departmental policies related to accommodation requests, hiring practices, faculty evaluation, and other relevant areas; departmental culture; physical environments; collaboration and communication, and information technology. We conclude with recommendations to researchers and practitioners regarding the development of practices that will lead to increased engagement and success of women in faculty positions in STEM.