www.diverseabilitymagazine.com DIVERSEability Magazine 21
Application Processes & Accessibility
Pof!bttfttnfou!pg!kpc!tfflfst!xjui!ejtbcjmj- ties' experiences using eRecruiting tools found uibu!57!qfsdfou!pg!sftqpoefout!sbufe!uifjs!mbtu! experience applying for a job online as "dif- dvmu!up!jnqpttjcmf/!Dpnnpo!dibmmfohft!jo- cluded complex navigation features, timeout restrictions, confusing or inconsistent instruc- tions and a wide range of general accessibility issues. Here are some of the things that made fSfdsvjujoh!uppmt!ejgdvmu!up!vtf; Reliance on text embedded within graph- ics to convey directions or important infor- mation Mbdl!pg!bmu!ufyu Bqqmjdbujpot!sfrvjsjoh!npvtf!joqvu Mbdl!pg!dmptfe!dbqujpojoh Jobddfttjcmf!DBQUDIB Inaccessible upload features Mbdl!pg!jogpsnbujpo!po!ipx!up!sfrvftu!bo! accommodation Experts recommended that employers ap- proach accessibility from both a usability and a compliance standpoint. They also acknowl- edged barriers in the areas of technology, lo- gistics, cost and complexity or unwillingness to approach accessibility challenges beyond the job application form itself. Ideally, accessi- bility improvements should include processes related to job sourcing, pre-employment test- ing, digital interviews and the need to improve or modify the accessibility features of off-the- tifmg!ufdiopmphz!qmbugpsnt/!FBSOt!Ejtbcjmjuz! Pvusfbdi! boe! Jodmvtjpo! Nfttbhjoh;! Bttftt- ment Checklist for Career Pages is a useful tool to assess your organization's career page(s) to ensure they appeal to candidates with disabili- ties and highlight disability inclusion.
Establishing Partnerships to Broaden Talent Pools
B! tvswfz! pg! 7-641! tvqfswjtpst! bu! qsjwbuf-! opoqspu! boe! hpwfsonfoubm! pshboj{bujpot! bdsptt! V/T/! joevtusjft! jefoujfe! tfwfsbm! fn- ployer practices that supervisors perceive to be highly effective for recruiting and hiring people with disabilities. The study indicated that establishing partnerships with disability organizations is a highly effective means of jefoujgzjoh!rvbmjfe!dboejebuft-!zfu!pomz!39/6! percent of organizations had implemented this practice as a means of recruiting employees xjui!ejtbcjmjujft/!Eftqjuf!uif!gfx!pshboj{bujpot! vujmj{joh!uijt!tusbufhz-!86!qfsdfou!pg!tvqfswjtpst! reported that this practice would be feasible to implement. Because HR professionals often play an important role in developing the recruitment pipeline and online recruitment strategies, they should be aware of community agencies that dbo!qspwjef!rvbmjfe!dboejebuft/!Cz!dpmmbcp- rating with vocational rehabilitation service providers and local job placement specialists, employers can tailor placement efforts, devel- op conduits for new talent and enhance organi- zational education and knowledge on disability hiring practices. This can take the form of more formal link- age agreements and long-term partnerships, or simply posting on online recruitment boards or sftpvsdft!bjnfe!tqfdjdbmmz!bu!kpc!dboejebuft! with disabilities. For more information, visit BtlFBSO/psh/
Tpvsdf;! FBSO! )Fnqmpzfs!Bttjtubodf! boe! Sftpvsdf! Ofu- xpsl!po!Ejtbcjmjuz*
People With Disabilities Shouldn't Have to Wait a Decade or More for Critical Support Services.
Thirty six states still prioritize costly and outdated institutions that segregate people with intellectual and developmental disabilities from friends, families, and community life-and increase their risk of contracting COVID-19. The alternative? Waiting 8 - 10 years or more for home & community- based services.
Learn more and help The Arc fight for the right to community inclusion at thearc.org/homeliving
WE CAN DO BETTER.
Previous Page