Breaking Down Barriers: Ensuring Equal Access in the Digital Job Market
The Americans with Disabilities Act was passed nearly 35 years ago, yet people with disabilities still face significant obstacles in the workplace. The recent executive order targeting federal diversity, equity, inclusion, and accessibility efforts has raised concerns about reversing fair access for marginalized groups, including disabled workers.
The Struggle to Get Hired
Before even landing a job, people with disabilities must navigate the complex and often discriminatory job application process. A recent report by the Center for Democracy and Technology (CDT) found that digitized hiring assessments, used by 83% of employers, perpetuate biases against disabled individuals.
Designing for Inclusion
Ariana Aboulafia, an attorney and disability rights advocate, emphasizes the importance of inclusive design in creating accessible hiring tools. This means involving disabled individuals in the development and auditing of these tools to ensure they are usable by everyone.
The Importance of Accessibility
Jorge Hernandez, a job readiness coach at Miami Lighthouse, works to make digital assessments accessible to the blind and visually impaired community. He stresses the need for clear navigation, error alerts, and accessibility statements with contact information.
Bias in Digitized Assessments
The CDT report found that most digitized assessments are discriminatory and perpetuate biases. Factors contributing to this include lack of transparent accommodations, coloration that hinders comprehension, and choice of language that excludes certain groups.
The Role of Employers and Vendors
Both employers and vendors share responsibility for ensuring accessibility in digitized hiring assessments. Employers must communicate accommodations, while vendors must design inclusive tools. However, not all vendors prioritize accessibility, and transparency about accommodations is often lacking.
Creating a Safe Space
More than half of disabled workers do not disclose their need for accommodations, fearing discrimination. Creating a safe space for people to voice their needs is critical. Employers must ensure that asking for supporting tools does not reveal a disability.
Progress and Challenges
While digitized hiring processes have made some progress, there is still much work to be done. Virginia Jacko, CEO of Miami Lighthouse, worries that outstanding employees may be overlooked due to digital requirements.
The Power of Diversity
Jatin Nayyar, a disability advocate with Tourette Syndrome, emphasizes the importance of diverse perspectives in the workplace. “If you’re working in a department where everyone has the same perspective, you’re only going to get one thing done,” he said.
Moving Forward
The CDT recommends human review of every element of the test and hiring process, transparency about test use, and adherence to basic accessibility guidelines. By prioritizing inclusion and accessibility, we can create a more equitable job market for all.
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