Phase 1:
Recruiting Talent with Disabilities

Ensure an Accessible Application Process

To ensure the application process is seamless, you should avoid inadvertently excluding applicants with disabilities. These tips will help you understand how to make every step of the process accessible and equitable to everyone

Create an Accessible Application Portal:

According to the Job Accommodation Network (JAN), employers must either make their online application processes accessible or provide an alternative means for people with disabilities to apply for jobs, unless they can show that doing so would cause an undue hardship to their organization.

  • Visit PEAT’s TalentWorks resource for information on how to make your online application portal accessible.

Avoid Automated Hiring Tools:

Algorithm-driven hiring tools assess candidates based on performance on an automated test, comparing candidates’ responses to a model set of successful employees. These tools can result in discrimination of people with disabilities. For example:

Did you know?

According to data collected from Accenture, employers who champion disability employment and inclusion experienced a 28% increase in revenue, doubled their net income, and had 30% higher profit margins. Additional benefits of hiring people with disabilities can include:

Provide Accommodations During Interviews: Employers have an obligation to provide reasonable accommodations to enable all applicants, including those with disabilities, to participate in video and in-person interviews. Learn how to avoid accessibility pitfalls related to interviewing.

  • Accommodations for interviews may include an accessible interview location for people with mobility impairments or a sign language interpreter and/or captioning for a person who is deaf or hard of hearing participating in an online interview.
  • Microsoft has designed a process in which all candidates are asked if they require accommodations in advance of their interviews, and they also have an Accommodation Request Form that applicants can complete at any point during the application process.

Provide Accommodations for Pre-Employment Testing: Recruiters are testing the “real-time know-how” of their applicants through virtual games, customer service simulations, and other types of online assessments. While they can be helpful for finding qualified apprentices, these tests may not be accessible to people with disabilities. As a starting point, read JAN’s resource on testing accommodations.

Continue to Phase 2: Creating Inclusive Classroom Instruction

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