The Candidate Experience Blog Series Part 2: Accessibility and Accommodations
Part 2: Accessibility and Accommodations
It is important for employers to understand the candidate experience for job seekers with disabilities. The first part of doing this is going back to basics to fully understand Disability 101. Secondly, truly understanding accessibility and accommodations are key to helping improve the hiring process for candidates with disabilities.
Inaccessible online job applications and misunderstandings about reasonable accommodations can be two barriers to employment for job seekers with disabilities. Accessibility is defined as “the design of products, devices, services, and/or environments for people of varying abilities.”
There are multiple federal laws that outline requirements and guidelines around access and employment. This includes Section 508 of the Rehabilitation Act of 1973, which requires Federal agencies to make their electronic and information technology (EIT) accessible to people with disabilities; Web Content Accessibility Guidelines (WCAG 2.1), which defines how to make Web content more accessible to people with disabilities; and Title 1 of the ADA, which prohibits employment discrimination against qualified individuals with disabilities with equal access to employment opportunities and reasonable accommodations by employers with 15 employees or more.
“Accessibility” can be broken into four categories:
Under the ADA, a reasonable accommodation is defined as “a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.” If a job candidate requests a reasonable accommodation, the employer should provide or direct the candidate to the company’s accommodation statement.
Other tips on providing accessibility and accommodations include:
While there is a common misconception that accommodations are expensive, most accommodations cost less than $500, and 59 percent cost nothing at all. In fact, remaining proactive about providing accommodations often benefits everyone in the workplace. Here are some examples of accommodations.
Find an A-Z guide of disabilities and accommodations, as well as what actual candidates have to say about accommodations on pages 17-19 of our eBook. Check back for our next installment in this series on Unconscious Bias.
For more resources and guidance on accessibility and accommodations, contact the Getting Hired team.