COMMITMENT TO DIGITAL ACCESSIBILITY
By Grupo ASV Servicios Funerarios, Spain
In a pioneering move within the funeral sector and
as a member of FIAT-IFTA, Grupo ASV Servicios
Funerarios, Spain, has obtained the UNE-EN
301549:2022 certificate of web accessibility after
completing the required implementations and
audits. This achievement reflects the company’s
commitment to offering a respectful and dignified
online experience for all users.
This initiative ensures that Grupo ASV Servicios
Funerarios’ website is accessible to people with
visual, hearing, motor and cognitive disabilities.
In the specific case of Grupo ASV Servicios
Funerarios’ online portal, improvements include
detailed descriptions for products and images,
keyboard navigable buttons, along with enhanced
colour contrast for buttons and text, among
other accessibility features. Web accessibility
is part of the Sustainable Development Goals
(SDGs) included in the 2030 agenda. It refers
to designing and developing websites and
applications so that everyone – regardless of
their abilities, disabilities or the technologies they
use – can access and use them. This means that
people with visual, hearing, motor, or cognitive
disabilities, as well as older people can perceive,
understand, navigate and access information
and services without barriers.
load rises, stress responses intensify, and “small
frictions” can quickly become overwhelming.
The practical concept that turns inclusion into action
is that of reasonable adjustments: modifications that
remove avoidable disadvantage without imposing
disproportionate burden. In employment settings,
guidance on adjustments is well established – from
adapting tasks, schedules, tools and communication,
to improving induction and work organisation.
Neurodiversity is not automatically an obstacle. With
appropriate recruitment and support, neurodivergent
professionals can bring real strengths: attention to
detail, pattern detection, alternative thinking and
sustained focus. Structured hiring and tailored
support can translate that potential into performance
and retention. And this is where the “us and them”
framing breaks down. In the funeral sector, I’ve often
seen traits associated with neurodiversity in high-
responsibility roles – even when people have never
had a diagnosis or would not use the label at all. Of
course, these are observations rather than diagnoses.
But they reinforce a simple truth: inclusion isn’t about
designing services for a “minority group”; it’s about
designing services and workplaces that work for real
human beings – including our colleagues and our
leaders.
It’s not “them and us”. I’m dyslexic, so I’m especially
aware of how easily ability can be misjudged –
and how simple, practical adjustments can make
the difference between coping and thriving,
particularly under pressure and grief.
Mental health also matters. When conditions
create significant and long-term limitations, they
may require workplace adjustments; European
case law has interpreted disability in a way that
can include mental or psychological limitations
in interaction with environmental barriers. That
is why it helps to think in terms of barriers – and
how to turn them into enablers:
• Physical barriers: “Technically accessible”
routes that are not truly usable, heavy doors,
unclear signage, no rest points, poor lighting.
Small changes have outsized impact: clearly
signposted accessible routes from the entrance,
discreet rest areas, better lighting and contrast,
and a quick review of access to rooms and key
areas.
• Communication barriers: In grief, clarity is
inclusion. Offer information in alternative
formats (large print, Easy Read, accessible
PDFs), reduce environmental noise, and make it
easy to request support. The simplest approach
is to ask the person what support they need.
• Sensory barriers: Harsh lighting, echoing sound,
crowds, smells, long waits. Provide a quiet
space, flexible entry/exit, small adjustments
to music/PA, and reduced waiting times.
• Attitudinal barriers: The most invisible barrier
is assumption: “it will be complicated”. Replace
it with one practical question asked early,
without judgement: “Are there any accessibility
or support needs we should anticipate?”
At the end of the day people will remember
whether they were able to say goodbye without
obstacles: a door that was easy to open, a clear
explanation, a place to rest, and a person who
offered help before they had to ask. In the funeral
sector, dignity is the service – and inclusion is
how we deliver it.
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No. 113 – 1/2026 | THANOS MAGAZINE
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