Britne Jenke walks through how to embed accessibility across every stage of employment, from job descriptions and hiring software to onboarding, training, and exit. Concrete steps include accessible application platforms, sign language interpreters in interviews, captions on training materials, and flexible work arrangements.
Accessible experiences can be part of every step in the HR process, from attraction to separation. Every HR and business leader in this room can consider accessibility at every step of the employee experience. So let's take a look at a few of these areas. Use accessible job descriptions and application software. Use clear and concise language. Provide alternative formats for people with disabilities. Promote your company as an inclusive employer by including DEI disability statements. Provide accommodations for interviews, such as sign language interpreters or assistive technology. Here's a tip: blur your background for people who are lip readers. That's a great one. Provide accessible employee handbooks as well for your onboarding materials. Introduce employees to the available resources. Offer flexible work arrangements for people with disabilities and for their caregivers. This could be things like telecommuting, flexible work arrangements, For development, provide training to all employees on disability, diversity, and inclusion, and make your training materials accessible too. Add captions, transcripts, make them accessible to a wider audience. For retention, be clear about expectations for performance, provide regular feedback, encourage leaders to be aware of the challenges that people with disabilities can face, and provide accessible work environments. Thanks, Las Vegas.
