Technology in the Workplace
Shelly Burkhart: Today's presentation is “Technology in the Workplace.” Megan Naves: Hi, my name is Megan Naves and I am a Career and Credential Consultant. I also serve in the northwest and part of the southwest area of the state.
So, when it comes to accessibility, we plan for it from the start. For example, we use the accessibility checker that is built into Microsoft 365 to review the resource guide and PowerPoint. We address color contrast, font style and size, and add alternative text known as Alt Text to visual images. And also in our delivery we mention each other by name as the conversation goes back and forth to indicate who is speaking. This can be helpful when attendees are receiving this information through services like sign language interpretation and live captioning.
After the webinar, we edit the transcript and fix any captioning errors during, before uploading the webinar to our on-demand library and we also include a reasonable accommodation statement in our invitation to ask webinar invitation to the webinar, so, if attendees need an accommodation, they know who to contact to ask. Taking these steps up front-- Kristen Ballinger: Megan. Megan, I'm gonna have you pause for just one second.
We need to make sure that our interpreter is pinned. Megan: Okay. Kristen: Whitney, are you able to turn on your camera? Alright. Proceed.
Megan: Okay. Perfect timing. So, for reasonable accommodation statements in our invitation, if someone needs an accommodation, they know who to ask. Taking these steps up front can make this presentation more accessible and inclusive for everyone. Shelly, will you share an overview of today's webinar? Shelly: Sure. Thanks, Megan. The purpose of today's webinar is to recognize ways to use technology to foster an accessible and disability- inclusive culture. We'll discuss how artificial intelligence, or AI, is used in the hiring process and describe ways to overcome the potential risks AI may pose.
We'll then share how technology can be used in the hiring process and the workplace to create access for people with disabilities. And lastly, we'll wrap things up by describing best practices and resources to consider the making, sorry to consider making the hiring process and workplace accessible. So, let's begin with artificial intelligence. Artificial intelligence is a technology that's designed to perform tasks a person customarily performs. AI continues to evolve and is being used by employers in many different aspects of hiring.
It's important to know how to use this technology in a way that doesn't cause a barrier to individuals with disabilities and instead promotes equitable access to participating in all aspects of employment, including competing for a job. First, we'll discuss the business case for employing people with disabilities, and then we'll share guidance from the ADA, which is the Americans with Disabilities Act, about artificial intelligence, and then describe potential risks and possible ways to overcome these. Megan, would you like to review the the business case for us? Megan: Yes, so as an employer, you have individuals with disabilities applying for, interviewing for and performing jobs, whether you know it or not. And that's because more than one in four adults in the U.S. lives with a disability. Disabilities are often not apparent, and so, you may not know an individual has a disability because the disability is invisible, like diabetes or fibromyalgia or depressive disorder.
And so, there are many benefits to employing people with disabilities, and these can include decreased turnover, unique perspective on problem-solving and innovation, greater productivity, and increased net income and profit. So, it's important to use AI and technology in an accessible and inclusive way so you can attract qualified individuals for your open positions. It's also important for you to know what the ADA guidance says about AI. So, Shelly, before we move on to the ADA and artificial intelligence, let's test what the audience knows with a poll question. The poll will appear on your screen and our question is: “Up to what percentage of employers use automated tools at some point during the hiring process?” Is it A, 18%; B, 31% C, 64% or D, 83%? Looks like we're getting lots of answers coming in. Shelly: We have lots of different ideas there, Megan.
It's spread across the four options. Megan: Yes, love to see it, a nice variety. Shelly: It looks like C, 64% is sort of taking the lead and keeping the lead there.
Megan: Looks like the answers are still coming in, so give them a couple more moments. Megan: Okay. I think we're close enough.
So, the correct answer is D, and that is according to the U.S. Equal Employment Opportunity Commission or the EEOC, up to 83% of employers use automated tools at some point during their hiring process. And so, with such a large amount of employers using these tools in their hiring process, it is important to know how to use AI in an accessible and inclusive way. Megan: Shelly, do you want to talk about the ADA and AI? Shelly: Sure, employers may be using AI in a variety of ways in the hiring process, including sharing job postings with specific groups, scanning applications and resumes for job qualifications, conducting interviews, testing skills and abilities, and scoring, hiring, scoring, hiring materials. Now Title I of the ADA is the employment title. And this title prohibits discrimination based on disability in all aspects of employment, including the hiring process and requires employers with responsibilities under the law to provide reasonable accommodations to qualified individuals with disabilities, when they're needed, to compete for and to perform the job.
The takeaway is, Title I applies to the use of AI in the hiring process as well. The ADA provides guidance for employers to ensure their use of AI is aligned with Title I. So here are some things to know: First, consider how AI tools used for hiring could impact individuals with disabilities when you're designing or choosing these technologies.
Second, avoid using AI in a way that “unfairly screens out a qualified individual with a disability.” And when using AI in preemployment testing, measure skills and abilities relevant to the job rather than testing skills not related to the job that may reveal deficits or disabilities. And finally, remember, AI does not negate the responsibility to provide reasonable accommodation to access the hiring process. Okay, so we know AI can be useful to employers to expedite the hiring process but it can also come with risks. Megan, what should they be looking out for? Megan: So, when you're considering the potential risk, it's important to know AI can unintentionally create barriers for individuals with disabilities. We will share some common potential risks and include ways to overcome these for the following steps of the hiring process: We're going to review job postings, applications, communications via chatbots, assessments, interviews, and RA statements.
And now today's webinar does not address all aspects of artificial intelligence, it's possible risks, and solutions for making this technology available. But we do hope the aspects we share today help you to gain awareness of the importance of knowing what technology you use and how it can be used in a disability-inclusive way for your hiring process. Shelly, do you want me to go over the risk or potential barriers and you can provide some information on how to avoid or overcome those barriers? Shelly: That sounds like a great idea. Megan: Okay, perfect. So first up is job postings.
AI may be used to automatically write hiring materials, such as job postings. When AI is not programmed to use inclusive language when describing the essential functions of the job, employers may not attract qualified candidates with disabilities to apply for these positions, and so, employers are potentially missing out on hiring the most qualified candidate. Shelly, how could they possibly avoid this? Shelly: Well, to possibly avoid this and to increase the pool of qualified candidates applying for these open positions, the best practice is to write these using inclusive language. To achieve this and overcome this potential risk, program the AI tools with inclusive language and then review job postings manually to ensure they are written inclusively. Here are some ways to write job postings inclusively: First use plain language that's clear and concise, avoids jargon, and defines technical terms. Also, use inclusive language that describes the outcome of the job's essential functions instead of just the customary way the job is performed. For instance, instead of saying the job requires
prolonged standing, state the job requires maintaining a stationary position for a prolonged period of time. So, once a potential candidate reviews and is interested in the job posting, the next step is to apply for the job. Let's discuss potential risks with applications Megan. Megan: Yes, so to assist employers with applications, AI can be programmed to screen applications and make decisions based on this programming. However,
a potential risk is AI cannot make a decision when the information deviates from what it's programmed to do. So, this can unintentionally screen out a qualified candidate with a disability. So, for example, AI can be programmed to predict a qualified employee.
This programming is often based on the skills, abilities, and attributes of current successful employees. However, according to guidance from the ADA, people with disabilities have been historically excluded from jobs and may not be represented in this programming algorithm. Another example is how AI may be programmed to screen out applicants with substantial gaps in their employment history. This could cause unfair treatment if an applicant with a disability who is otherwise qualified for the position is screened out for a gap of employment that was disability related. Shelly, what suggestions do you have for these situations? Shelly: Well, to overcome the potential risk of AI unintentionally screening out qualified applicants with disabilities, I have two solutions.
First, carefully evaluate the skills, abilities, and information included in the AI programming to ensure these are job-related and consistent with business necessity. And secondly, disable the features in the AI technology with potential--with the potential to screen out qualified applicants with disabilities or provide a way the candidate can explain how they're qualified for the position despite the disqualifying features such as a gap in employment. Megan: Thanks Shelly. Now some hiring websites and online application webpages use chatbots to communicate with potential applicants. So, let's talk about this. Some chatbots use AI techniques to have conversations. Through natural language processing,
the chatbot can receive questions and provide automated replies. A potential risk is, chatbots may not be compatible or interoperable with assistive technology, like screen reading software. When the chatbot is not accessible, it could prevent individuals using assistive technology from accessing the information.
Shelly: So, Megan, to solve this, assess the technology you use, including chatbots, to ensure they're accessible to individuals with a wide range of functional abilities, and in the manner which works best for them, which may include using assistive technology. If you overcome barriers, consider ways to remove this barrier. Now, once an employer has identified a pool of qualified candidates to consider for the open position, the next step may be an assessment.
Megan, are there potential risks with using AI in assessments too? Megan: Yes, absolutely. So, AI may be used in pre-employment examinations, tests, and assessments. The ADA requires these exams only assess the skills and abilities relevant to the job rather than skills which are unrelated and may tap into a limitation.
The potential risk here is the technology or assessment may unfairly eliminate a qualified candidate with a disability. So, an example could be, an online test that requires the use of sight to complete the test may cause a person with a visual disability to perform poorly even though they are able to do the job. Shelly, is there a way to avoid a situation like this? Shelly: Sure, make sure testing technologies are assessing the skills related to the job, not related to possible limitations or disabilities. If the testing technology has barriers, use an alternative test that's accessible to the applicant to measure the job skills. And once the pre-employment step occurs, the next step is the interview. Megan, anything to consider with interviews? Megan: Yes, there are some risks to consider when employers conduct interviews online using virtual hiring platforms and AI.
So, AI technology can be programmed to recognize facial expressions or speech patterns during an interview. The potential risk with this is, AI may unfairly screen out individuals with disabilities who are qualified to perform the job's essential functions. For example, if the technology analyzes speech patterns, it could unintentionally screen out a person with a speech limitation who is able to perform the job. Shelly: Megan, the solution for this potential risk is for employers to evaluate whether the technology they are--they use or are considering using could potentially screen out qualified people with disabilities. When there are barriers, identify ways to overcome these. One of those can be to provide a reasonable accommodation to participate in the interview in another way. Which brings us to the final potential risk to share Megan.
Megan: Yes, and that is not offering RA statements or RA statements that lack complete information. When AI results in a barrier to accessing the job posting an application or participating equitably in pre-employment examinations and interviews, it may not provide a way for the applicant to communicate an accessibility barrier and request a reasonable accommodation to access the hiring step in another way. This may result in employers missing out on qualified candidates with disabilities. Shelly, how can they fix this? Shelly: The solution for this is easy, Megan.
Make sure to post a reasonable accommodation statement in key areas of the hiring process from the job posting, the application webpage and form, and in instructional information for exams and interviews. Make sure these statements include the right to reasonable accommodation as well as the contact information to make a request. And include information with these statements that describes the hiring steps and how AI technology is used so a candidate with a disability is informed and can request an accommodation, if needed. Megan: Great recommendation, Shelly. So, before we move on, let's recap some ways to use AI in an accessible way. Shelly: Sure, Megan.
It's a best practice for employers who use AI in the hiring process to use this technology in a way that's inclusive of and accessible to individuals with disabilities. So here are some things to consider. First, review how the AI technology functions and identify if there are ways it may unintentionally screen out qualified candidates with disabilities. If you find barriers, explore ways to overcome these. For example, turn off an automatic feature, such as screening out applicants based on gaps in employment history, when the applicant is otherwise qualified. Next, offer applicants the option to opt out of having the applicant applications automatically scanned or evaluated by AI.
And finally, provide a way for prospective candidates to communicate a barrier to accessing the hiring process and request to participate in the hiring process another way by posting a reasonable accommodation statement in key areas. Being aware of the potential risks of AI used in the hiring process can enable employers to overcome these to ensure they have an accessible hiring process. Megan: I agree, Shelly. And I think now is a good time to stop for questions.
Please use the question and answer button at the top of your screen to ask a question if you haven't already. Julie Wood, the Accessible Ohio Manager, will be joining us for the question and answer portions of this webinar. And with that, Julie, let's answer some of the audience's questions. Julie: Thank you, Megan. Hi, everyone.
A question that we received is asking, “Is it best for employers to not use AI in the hiring process because of the risks?” And so employers notice benefits with using artificial intelligence in hiring. It helps to streamline and support their hiring process. So just to reiterate what we have already shared in today's webinar, the best thing to do is, just know the technology that you're purchasing or you're using. Know where those barriers are and the ways to either remove those or overcome those.
Another question we've received is asking, “If employers use artificial intelligence beyond the hiring process?” And the answer is yes, employers are using AI for a variety of ways to manage performance and conduct in the workplace. So again, the best practices we've already shared apply to those applications of AI as well, where you learn what your technology offers and what barriers that may pose. And then work to overcome those and, and remove those where you can.
So, for now, that is all of the questions that we have. So, Megan, I'll turn it back to you and see you at the final Q&A. Megan: Okay. Thanks, Julie. So, now we're going to discuss how technology can create access to the hiring process in performing the job by sharing what assistive technology or AT is and the types available. We will discuss how AT can be a form of
reasonable accommodation and we will share examples of how these technologies enable individuals with disabilities to compete for and perform the job. So, what is AT? Assistive technology is similar to AI technology in that it makes things easier or can help solve problems. The goal of assistive technology is to increase, maintain, or improve the functional capabilities of a person with a disability. And it includes products, equipment, and systems that enhance learning, working and just daily living. So, it helps with things like mobility, hearing, seeing and memory. And there are many different types of assistive technology.
Assistive technology can be low-tech like a magnifying glass or pencil grips, high-tech like word prediction programs or electric wheelchairs, hardware like prosthetics and hearing aids, computer hardware like special switches or alternative keyboards, and computer software like screen readers or speech output software. So, assistive technology can be a form of a reasonable accommodation and enable an employee with a disability to access equal employment opportunities and to perform the job’s essential functions. Shelly, what else should they know? Shelly: When a person with a disability encounters a barrier with accessing the hiring process or performing the job’s essential functions they may request a reasonable accommodation. One type of accommodation is equipment, which can include assistive technology.
Assistive technology may remove the barrier and enable the person to compete for a job, access the work environment, and/or perform the work task in another way just as effectively as people without disabilities. And when a person requests an accommodation, remember, begin the interactive process promptly to collaborate with them, to determine an effective solution. Remember, the effective solution is determined on a case-by-case basis because each person, each employer, and each job is unique. Often, the person making the request knows what they need, so start there.
They may have encountered a similar barrier before and already know what will be effective. Megan, let's discuss some categories of assistive technology. Megan: That sounds good, Shelly. Megan: So, there are tens of thousands of assistive technology items in the marketplace, and the cost of these items vary, pretty drastically.
So, we have categorized the AT we are going to be discussing today by their potential function to assist with accessing information, communicating, and workspaces and task. So, let's begin with our first category, accessing information. Individuals need to access information to participate in the hiring process and to perform the job. Individuals with disabilities may use assistive technologies to do this.
The assistant technologies we will discuss today include: Screen reading software, smart pens, magnification software and items, and alternative input devices. And so, let's begin with screen reading software. Shelly, do you want to explain what screen reading software is? And I can give some examples of how to use it. Shelly: I like that idea. Screen reading software takes written information from digital content and reads it through a speech synthesizer or transmits it through a braille display. This enables individuals who are blind or have low vision to access the written information.
Common screen readers include Job Access with Speech or JAWS, NVDA and VoiceOver. Megan, how might this be used in the hiring process and workplace? Megan: So, screen readers can be used to read a job posting, an application form, instructions and questions in a pre- employment test, and invitations for interviews. They can also be used to help perform computer-related work tasks, such as navigating the Internet, reading and composing emails, reading and creating documents, and even filling out web forms. Shelly: Thanks, Megan.
Another type of assistive technology individuals with disabilities may use is a smart pen, which is an ink pen with a microphone, speaker and storage. A smart pen can digitize notes and synchronize them with any audio content it recorded. Megan: Yes. So Shelly smart pens can be used in a lot of different ways, but one example is to help record notes and instructions during meetings and appointments.
Shelly: Megan, another type of assistive technology used to access information is magnifying assistive technology. This can include software and magnifiers. Software can enlarge and enhance items on a computer screen, providing various levels of zooming in and out and magnifying items. Some examples of software include ZoomText, Windows Magnifier, and Zoom for Mac. Some even include a screen reading component as well. Magnifiers enlarge what an individual is trying to see.
Types of magnifiers include handheld, stand magnifiers, and head mounted ones. Megan, how can these be used? Megan: Well, magnifiers can be used in the workplace to enlarge print on a digital display or enlarge physical items like written instructions or packaging instructions or things like work tools and parts for visual inspection tasks. Shelly: Thanks, Megan. Our last example of assistive technology used for accessing information are alternative input devices, which include ergonomic keyboards and mouse options. These can enable individuals with physical limitations to navigate a computer to receive and input information.
Alternative keyboards come in various shapes and sizes and may be split, one-handed, foot operated, or smaller sized. Types of alternative mice include trackballs, joysticks, breath and mouth controlled and eye controlled. Megan, when might someone use these types of devices? Megan: So alternative input devices can be used to again navigate a hiring webpage to receive and respond to emails, or to access and input information to create documents and populate databases. Shelly: Great ideas, Megan. And that brings us to our next category of assistive technology, Communicating. Individuals need to
communicate during the hiring process and perform the job. Individuals with disabilities may use assistive technologies to do this. The assistive technologies we're going to discuss today include: Communication Access Realtime transition--Translation. or CART, speech recognition software, and voice amplifiers. So, let's begin with CART. CART is the instant translation of spoken information into text by a trained professional, either on-site or remotely. The text could be displayed on an
individual monitor, projected onto a screen, combined with virtual presentations as captions, or may be available through additional systems. Megan: Yes. So Shelly, some ways CART can be used to compete for or perform a job can include individuals who are hard of hearing or have limitations with auditory discrimination might use assistive technology like CART to communicate with interviewers. They might also use it to access information during meetings and conferences while on the job. Shelly: And Megan, speech recognition software is another type of assistive technology that removes the mechanical aspect of typing and instead takes what the user says aloud and turns it into text that appears on the computer screen. Examples of software like this include Dragon, Apple Dictation, and Windows Voice Access.
So, how can speech recognition software be used in the hiring process and workplace, Megan? Megan: So, speech recognition software can be used to again navigate and search a career page, complete job applications and participate in pre-employment testing. It can be used to create and edit documents and send emails or even dictate and organize work documents, when again on the job and kind of utilizing their own computer. Shelly, what type of assistive technology is next? Shelly: Voice amplifiers. Voice amplifiers increase the volume of the voice of individuals who experience limitations with speaking loudly enough to be heard, or who have medical needs to speak softly.
Megan: Yes, Shelly. Examples of how voice amplifiers is being used during the hiring process or while on the job can include someone using it to communicate clearly during interviews, or while delivering presentations, or they might use it to just participate in general, with team meetings. And I think that brings us to our last category, right, Shelly? Shelly: It does. The last category we're going to review today is workplaces and tasks. Individuals need to access workspaces and complete tasks to participate in the hiring process and to perform the job.
These may be spaces in the virtual and physical environments. And individuals with disabilities may use assistive technologies to do this. The assistive technologies we're going to discuss today include visual interpreting services, adjustable workstations, noise cancelling devices, applications or apps, and technology for pinching, grasping, and reaching. So, let's start with visual interpreting software and services. These types of--this type of assistive technology converts visual information into audible descriptions for individuals who are blind or have low vision using smart device cameras.
Examples of services include: Aira, this is an on-demand visual interpreting software that connects the user to a live, qualified and trained professional who can provide comprehensive visual interpretation, assist with navigation and read information for someone. Another example is orientation and mobility training via software delivered by a professional, which enables individuals who are blind or have low vision to access interview areas and work environments. Now, Megan, I imagine visual interpreting services can be really helpful in the hiring process and at work.
Can you give us some examples? Megan: Yeah. So, you had somewhat mentioned visual interpreting services can be used to compete for and perform a job by: reading information to the individual when they're completing an application; verifying information about their interview outfit; assist with the commute to an interview; or when arriving, entering, and navigating the hiring areas of a workplace; and then also when onboarding and learning a new building and office layout when they're beginning the job, or kind of maybe relocating to a new workplace. Shelly: Those are great examples, Megan. Thank you. There are also height adjustable workstations and chairs which enable-- which enable employees to alternate between sitting and standing and alternate their seat height. Workstations can be, may be an entire desk or just a desktop version that sits atop existing furniture. Adjustable or ergonomic chairs provide adjustable backrests, armrests, and seat height, as well as pan angles.
Megan: Yes, Shelly, adjustable workstations can be used to help a person manage sitting and standing needs in the workplace. What's another type of assistive technology that can help individuals access workstations or tasks? Shelly: Another example are noise cancelling devices. They reduce background noise and improve a sound source like listening during a virtual meeting or webinar.
Examples of devices include headsets and earbuds, soundproof panels, and small noise cancelling machines. How can these devices be used to compete for and to perform a job task, Megan? Megan: Well, so noise-cancelling devices can be used to increase focus and concentration or to just generally cancel out sounds of other coworkers talking in the workplace. Shelly: Okay. And Megan, applications or apps can be also useful
in a variety of ways. They can be downloaded to smart devices and often are low cost or even no cost. So, for instance, there are augmentative and alternative communication apps used to communicate between people who speak and people who have limitations with speech. There are also apps that are used for reminders, calendars and checklists. And then there are apps that help manage anxiety and stress through meditation and mindfulness activities. Our final example of assistive technology are items designed to assist with functions such as pinching, grasping, and reaching.
There are many ways assistive technology can enable a person with limitations with fine motor tasks like pinching items or controls, or with gross motor tasks like grasping and reaching to operate tools and obtain items in the workplace. Megan: Yes, Shelly, some examples of how assistive technology designed to pinch grasp and reach can be used to compete for or perform a job can include: using grips on pens to perform writing tasks to complete applications, assessments and onboarding paperwork; using long-handled aids, like a reacher to assist with obtaining clothes to dress in preparation for an interview; or using tools with a built-up handle to grasp and use the tool to perform the work tasks. And so now that we've shared how AI and AT can be used to create access to the hiring process in performing the job, let's discuss our final topic which is best practices for employers to foster accessible and inclusive environments.
Megan: Shelly, do you want to start us off? Shelly: I'd love to. Being intentional to create a workplace culture where applicants, candidates, and employees with disabilities have access to what they need to participate in the hiring process and perform the job can help employers attract, retain and promote qualified talent. We're going to share some simple best practices employers can consider to achieve this goal. These best practices include: planning, purchasing, evaluating, communicating, and knowing the resources.
So, let's start with planning. It's important to factor accessibility into your planning. Prioritizing accessibility from the start is often more efficient, more effective, and less costly than making an existing technology accessible later. It also provides access from the beginning. So here are some ways to do this: Be aware of the barriers individuals with disabilities encounter; you can also cultivate a commitment to accessibility among your leadership; you can establish policies and procedures to support accessibility; and consider accessibility at every step. This includes when you're purchasing new software or technology, when developing digital platforms and proprietary software, or when upgrading these items.
And this leads us to our next best practice, purchasing items. What's the role of accessibility in procurement process, Megan? Megan: Well, employers buy technology like equipment, software and services. So, one way to ensure accessibility is to make it a priority to buy technology that is accessible and this can be done by creating an accessible procurement process. For example, consider including accessibility in your purchasing and procurement policies, identifying accessibility requirements and applying these to your purchase of technology, and then reviewing your current inventory through the lens of accessibility. Another consideration for purchasing accessible technology is to create a budget for accessibility and reasonable accommodations. Having a budget can alleviate the concerns when there are costs and help streamline the purchasing process, making it more efficient for the employer.
The next best--the next best practice, sorry, is evaluating. Shelly, I think you were gonna take this. Shelly: I am.
Once--once you've purchased technology, including artificial intelligence, it's important to test for accessibility regularly. Shelly: This includes building in time and resources to evaluate accessibility from the start. Include individuals with disabilities and other knowledgeable and diverse individuals in your testing groups, and also ensure your technology stays accessible by regularly monitoring it. And build this task into your ongoing process. So, the next best practice is about communicating to potential candidates and current employees with disabilities the right to reasonable accommodation.
And there are two simple ways to do this. First, create a reasonable accommodation statement and post it in key locations. These key locations could include your hiring webpage and invitations for interviews or meetings so candidates, employees with disabilities. know if they experience a barrier they can contact you to request an accommodation.
This really sends a message that you're a disability inclusive employer who wants to ensure all candidates and employees with-have what they need to participate in employment-related activities and environments. Megan, what's the second way? Megan: So, the second way to communicate about reasonable accommodations is through training. First, know that often applicants and employees with disabilities do not experience barriers at work related to their disability, or they may not experience these until something with the condition changes or a barrier presents itself in the workplace. And so, because the need for an accommodation can occur at any time, it's important--it's an important practice to provide training for new employees at onboarding and to all employees regularly about the right to a reasonable accommodation. And then this brings us to our final practice of today's webinar, which is knowing the resources available to assist you on your accessibility journey. And so OOD can be a resource to employers in many ways, all at no cost.
We'll share some of the services we offer. First, for employers who are seeking to build a workplace that is accessible of people with disabilities, OOD’s Business Relations team can offer support by referring qualified, pre-screened candidates to fill your workforce needs. In addition, OOD's vocational rehabilitation services can be an option to help employees with disabilities have the support they need to be successful at work. And second, employers interested in attracting and retaining a talent pool that includes people with disabilities will often need effective employment pages. The application process is crucial in creating a welcoming and inclusive environment for all job seekers.
OOD can provide an assessment of the career page to ensure it is accessible and user-friendly for all potential candidates, including those using assistive technology, such as JAWS screen reader. And the next OOD's Business Relations and Accessible Ohio teams can customize training sessions for employers. We have sessions geared towards employees to help them understand a variety of disability etiquette and awareness topics. And we have training offerings geared towards helping human resource staff and supervisors navigate their responsibility under Title I of the ADA to provide reasonable accommodations in their unique environments for all disability types.
Shelly: And Megan, through Accessible Ohio, we can also provide direct consultations with organizations to help identify their goals and assist them with making their environments more accessible and inclusive. And these include workplace accessibility consultations. So please contact us, the Business Relations staff and the Accessible Ohio Specialist in your region will be happy to talk with you about your goals and customize our services to help you achieve them.
And as we're nearing the end of this webinar, I think now is a great time to stop and answer a few more questions. If you'd like to ask the presenters a question, please use the Q&A button at the top of your screen. Julie Wood is going to join us again for this portion to answer a few pre-submitted questions we received. So, let's start with those. Welcome back, Julie.
Julie: Thank you, Shelly, and hello again everyone. Our next question is asking, “How libraries can use technology to engage their customers and help them in the job seeking process?” So, often libraries and some other community organizations have computer workstations available that community members can come in and utilize for a variety of services. One being to look for jobs and apply for jobs. And so, I would say the best practices we've shared today about looking at the technologies that you have, understanding the barriers, ways to overcome those is a great first step using some of these assistive technologies that we have mentioned throughout the webinar can be helpful.
We've had some similar organizations proactively create a what we call an accessible workstation, where they equip a few workstations with things like ergonomic mice and keyboards, adjustable height workstations, ergonomic chairs, and load the workstation with software like screen reading software, magnification software, dictation software, and those types of things. So those might be some ideas to consider and then make sure to communicate to your customers and patrons that you have these accessibility features available and who to ask if they have questions about using those. Another question we received is, “If a person with a disability is offered a job that needs an accommodation, who pays for that piece of equipment or the service that is needed for the accommodation?" Whenever an accommodation is needed an individual with a disability is certainly able to make that request for an accommodation and then engage in that interactive process with their employer to discuss together what the need is and what the effective solutions are. There are studies that show most accommodations don't come with a cost and those that do generally are $300.
There are times that that will be more, and so, employers who are covered under Title I of the Americans with Disabilities Act are required to provide reasonable accommodations. And so, you know, that determination of what is paid for, what the effective solution is, is all determined during that interactive process. And I believe we have some additional questions that just came in. We did have a hand raised. Let me see what the new question is here coming in. “What assistive technology would you recommend for individuals with intellectual disabilities?” You know, that's a great question.
And what effective solution is needed for anybody who would ask for an accommodation is going to be unique to that person. We all have our abilities and limitations and the jobs we perform are unique and so what is needed is really going to be determined in that interactive process where the individual and the employer discuss what the workplace activity or the job task is, what the barrier is, and what effective solutions are available to consider and then together choose the best situation for or the best solution for that unique situation. So, thank you for that question. We have a hand raised.
I don't see the name. I apologize. Oh, Mary Kirkland. Would you like to ask your question? It looks like you may be able to unmute and ask your question now.
While we're waiting, Aaron, did you have a question? Well, while we are waiting to see if Mary or Aaron can unmute, I will check the chat. I don't see at this time additional questions and that was, we addressed all of our pre-submitted questions. Shelly: I don't see any additional ones either, Julie.
Megan: Yeah, if Mary see if maybe she can put it in the chat, or we'll have our contact information at the end if she wants to reach out. Julie: Yes, great idea. Mary and Aaron, we’ll try to reach out to you. And so, with that, Megan,
I'll turn it back to you to conclude the webinar. Thank you. Megan: Alright. Thanks, Julie. So today we discussed ways employers can use technology to foster an accessible and disability inclusive culture. This included a discussion on the use of artificial intelligence in the hiring process and ways to overcome the potential risk AI may pose.
We shared how assistive technology can be used in the hiring process and how the workplace-- in the hiring process and in the workplace to create access for people with disabilities. And we concluded by describing best practices for creating a disability inclusive culture in making the hiring process and workplace accessible. We hope the information today was helpful and will help you with furthering the accessibility efforts of your hiring process and to help foster an inclusive workplace. If you would like additional information, please reach out to us, we are happy to continue the conversation.
2025-06-02 05:16
