TalentWorks Resource Library
Welcome to the TalentWorks Resource Library. Below is a collection of all featured resources from each TalentWorks page. This also includes links to additional external resources that may be helpful as you refine your eRecruiting processes.
We encourage you to submit additional resources that will improve the accessibility of your peers’ eRecruiting tools.
TalentWorks General
Podcast: Bringing Authentic Inclusion into Today’s Digital & Physical Workplaces
Zariah Cameron, Equity Centered UX strategist at Ally, shares how critical it is to embrace authentic inclusion in all aspects of work. She discusses how you can make your digital and physical workplaces more inclusive and more equitable by paying attention [...]
Spotlighting Accessibility in the New NIST AI Risk Management Framework
Overview In January 2023, the National Institute of Standards and Technology (NIST) published the highly anticipated Artificial Intelligence Risk Management Framework (AI RMF 1.0) and companion NIST AI RMF Playbook. Together, these resources establish voluntary national standards to address risks in the development and use [...]
Reduce Bias & Increase Inclusion in Your AI Hiring Technology
Does your organization use artificial intelligence (AI) in your hiring process? If your organization uses tools to automate tasks, such as sorting through lists of skills on resumes or for something more complex such as tracking eye gaze during virtual interviews, then the [...]
Surveillance and Remote Work
Some employers report using surveillance tools because they fear that remote work lowers productivity. However, research consistently shows the opposite is true. The International Workplace Group found that 85% of businesses reported that offering remote options made their businesses more productive—with 67% estimating that it improved productivity by at least one-fifth.
Federal and State Efforts to Address Surveillance Issues
Concerns about workplace surveillance are rising across federal and state governments.
Key Takeaways for Employers
Employers should exercise strong caution when using automated surveillance tools. They should develop best practices that limit surveillance through intentional centralized governance procedures that prioritize inclusion for people with disabilities and other underrepresented groups. Aside from legal compliance concerns, automated workplace surveillance could result in harmful organizational cultures and other undesirable outcomes.
eRecruiting and Accessibility
Podcast: Bringing Authentic Inclusion into Today’s Digital & Physical Workplaces
Zariah Cameron, Equity Centered UX strategist at Ally, shares how critical it is to embrace authentic inclusion in all aspects of work. She discusses how you can make your digital and physical workplaces more inclusive and more equitable by paying attention [...]
Spotlighting Accessibility in the New NIST AI Risk Management Framework
Overview In January 2023, the National Institute of Standards and Technology (NIST) published the highly anticipated Artificial Intelligence Risk Management Framework (AI RMF 1.0) and companion NIST AI RMF Playbook. Together, these resources establish voluntary national standards to address risks in the development and use [...]
Reduce Bias & Increase Inclusion in Your AI Hiring Technology
Does your organization use artificial intelligence (AI) in your hiring process? If your organization uses tools to automate tasks, such as sorting through lists of skills on resumes or for something more complex such as tracking eye gaze during virtual interviews, then the [...]
Surveillance and Remote Work
Some employers report using surveillance tools because they fear that remote work lowers productivity. However, research consistently shows the opposite is true. The International Workplace Group found that 85% of businesses reported that offering remote options made their businesses more productive—with 67% estimating that it improved productivity by at least one-fifth.
Federal and State Efforts to Address Surveillance Issues
Concerns about workplace surveillance are rising across federal and state governments.
Key Takeaways for Employers
Employers should exercise strong caution when using automated surveillance tools. They should develop best practices that limit surveillance through intentional centralized governance procedures that prioritize inclusion for people with disabilities and other underrepresented groups. Aside from legal compliance concerns, automated workplace surveillance could result in harmful organizational cultures and other undesirable outcomes.
The ROI of Accessible eRecruiting
Podcast: Bringing Authentic Inclusion into Today’s Digital & Physical Workplaces
Zariah Cameron, Equity Centered UX strategist at Ally, shares how critical it is to embrace authentic inclusion in all aspects of work. She discusses how you can make your digital and physical workplaces more inclusive and more equitable by paying attention [...]
Spotlighting Accessibility in the New NIST AI Risk Management Framework
Overview In January 2023, the National Institute of Standards and Technology (NIST) published the highly anticipated Artificial Intelligence Risk Management Framework (AI RMF 1.0) and companion NIST AI RMF Playbook. Together, these resources establish voluntary national standards to address risks in the development and use [...]
Reduce Bias & Increase Inclusion in Your AI Hiring Technology
Does your organization use artificial intelligence (AI) in your hiring process? If your organization uses tools to automate tasks, such as sorting through lists of skills on resumes or for something more complex such as tracking eye gaze during virtual interviews, then the [...]
Surveillance and Remote Work
Some employers report using surveillance tools because they fear that remote work lowers productivity. However, research consistently shows the opposite is true. The International Workplace Group found that 85% of businesses reported that offering remote options made their businesses more productive—with 67% estimating that it improved productivity by at least one-fifth.
Federal and State Efforts to Address Surveillance Issues
Concerns about workplace surveillance are rising across federal and state governments.
Key Takeaways for Employers
Employers should exercise strong caution when using automated surveillance tools. They should develop best practices that limit surveillance through intentional centralized governance procedures that prioritize inclusion for people with disabilities and other underrepresented groups. Aside from legal compliance concerns, automated workplace surveillance could result in harmful organizational cultures and other undesirable outcomes.
Buying Accessible eRecruiting Products
Podcast: Bringing Authentic Inclusion into Today’s Digital & Physical Workplaces
Zariah Cameron, Equity Centered UX strategist at Ally, shares how critical it is to embrace authentic inclusion in all aspects of work. She discusses how you can make your digital and physical workplaces more inclusive and more equitable by paying attention [...]
Spotlighting Accessibility in the New NIST AI Risk Management Framework
Overview In January 2023, the National Institute of Standards and Technology (NIST) published the highly anticipated Artificial Intelligence Risk Management Framework (AI RMF 1.0) and companion NIST AI RMF Playbook. Together, these resources establish voluntary national standards to address risks in the development and use [...]
Reduce Bias & Increase Inclusion in Your AI Hiring Technology
Does your organization use artificial intelligence (AI) in your hiring process? If your organization uses tools to automate tasks, such as sorting through lists of skills on resumes or for something more complex such as tracking eye gaze during virtual interviews, then the [...]
Surveillance and Remote Work
Some employers report using surveillance tools because they fear that remote work lowers productivity. However, research consistently shows the opposite is true. The International Workplace Group found that 85% of businesses reported that offering remote options made their businesses more productive—with 67% estimating that it improved productivity by at least one-fifth.
Federal and State Efforts to Address Surveillance Issues
Concerns about workplace surveillance are rising across federal and state governments.
Key Takeaways for Employers
Employers should exercise strong caution when using automated surveillance tools. They should develop best practices that limit surveillance through intentional centralized governance procedures that prioritize inclusion for people with disabilities and other underrepresented groups. Aside from legal compliance concerns, automated workplace surveillance could result in harmful organizational cultures and other undesirable outcomes.
How Surveillance Tools Risk Discrimination
People with disabilities and chronic health conditions are less likely to be employed due to systemic barriers, including workplace discrimination. They are also particularly vulnerable to the harms of automated surveillance, which can exacerbate barriers. When it comes to automated decision-making, research shows that data science predictions are often completely wrong for outlier groups like people with disabilities.
Automated Surveillance Can Create Barriers for Workers with Disabilities
Employers are adopting new surveillance technologies to monitor and rank how employees move and behave on the job. However, this trend may create barriers for workers with disabilities and other underrepresented groups, undermining Diversity, Equity, Inclusion, and Accessibility (DEIA) goals. Surveillance technologies can result in negative workplace cultures and even cause legal issues for the employers who use them.
What are Surveillance Technologies?
In the workplace context, surveillance technologies are tools that monitor employees at work, including by automatically tracking employee productivity, attentiveness, movement, and other metrics. Employers might use this information to make decisions about task management, advancement, and even termination.
How to Bridge Different Access Needs
Meeting the access needs of your employees is key to building an inclusive workplace. But what should you do if different individuals with disabilities request accessibility practices that seem to conflict with one another? Addressing competing requests can [...]
How the Infrastructure Investment and Jobs Act Can Help Close the Employment Gap for People with Disabilities
Access to high-speed internet can be critical to succeeding in today’s workforce. […]
Podcast: How You Can Support Employees with Invisible Disabilities
Albert Kim, Accessibility Consultant, Trainer, and Founder of Accessibility Next Gen, discusses the challenges workers with invisible disabilities face and shares his own lived experience. He gives tips for employers who want to make sure their organizations are inviting and inclusive [...]
Podcast: NDEAM & LGBTQ+ History Month – A Conversation on Intersectional Identities at Work
Bill Curtis-Davidson, PEAT’s Co-director, and Chris Wood, Executive Director and Co-Founder of LGBT Tech and Chair of the FCC Communications Equity and Diversity Council share personal experiences and insights to mark National Disability Employment Awareness Month (NDEAM) and LGBTQ+ History Month. [...]
Beginner’s Checklist for Inclusive AI
Guidance to help your organization procure and implement inclusive artificial intelligence (AI) hiring technologies.
Acknowledgments
Acknowledgments The PEAT team would like to thank the following companies[2] for their contributions to this report: Mentra Our Ability Inclusively Eightfold.ai [2] Reference to the four companies and their insights is for informational purposes only to demonstrate best practices. Such reference [...]
Get Started!
Get Started! To attract skilled workers with disabilities, you must understand how AI is used in your hiring tools and ensure that it is used responsibly to make employment decisions. Using AI responsibly can bring new and talented individuals, with and without [...]
PEAT Talks to the Experts
PEAT Talks to the Experts We spoke with experts from four companies[1] (“Technology Innovators”) that focus on inclusive hiring to help put your organization on the fast track to using AI equitably. Each company is based in the United States and is [...]
Disability-Led Innovation
The Partnership on Employment & Accessible Technology (PEAT) created this resource to help you use artificial intelligence (AI) enabled hiring tools in inclusive ways. We spoke with experts from companies that focus on inclusive recruiting and are led by people with disabilities. Read on to learn how AI-enabled hiring tools can promote inclusion in your organization and help you recruit talented individuals from underrepresented groups.
Elements of Procuring & Tailoring AI Systems to Reduce Bias
Graphic description A circular graphic that shows the Elements of Procuring & Tailoring AI Systems to Reduce Bias. The graphic is meant to help company leadership understand the most inclusive ways to procure and tailor AI recruiting and hiring systems to [...]
Speaker Guide: Requesting Live Captioning for Your Presentation
Speaker Guide: Requesting Live Captioning for Your Presentation When speaking at an event, it’s an inclusion best practice to request live captioning for your session to ensure that participants can fully engage in your talk. Steps to Request Live Captioning Below are [...]
Adopting an Accessibility Policy
Podcast: Bringing Authentic Inclusion into Today’s Digital & Physical Workplaces
Zariah Cameron, Equity Centered UX strategist at Ally, shares how critical it is to embrace authentic inclusion in all aspects of work. She discusses how you can make your digital and physical workplaces more inclusive and more equitable by paying attention [...]
Spotlighting Accessibility in the New NIST AI Risk Management Framework
Overview In January 2023, the National Institute of Standards and Technology (NIST) published the highly anticipated Artificial Intelligence Risk Management Framework (AI RMF 1.0) and companion NIST AI RMF Playbook. Together, these resources establish voluntary national standards to address risks in the development and use [...]
Reduce Bias & Increase Inclusion in Your AI Hiring Technology
Does your organization use artificial intelligence (AI) in your hiring process? If your organization uses tools to automate tasks, such as sorting through lists of skills on resumes or for something more complex such as tracking eye gaze during virtual interviews, then the [...]
Surveillance and Remote Work
Some employers report using surveillance tools because they fear that remote work lowers productivity. However, research consistently shows the opposite is true. The International Workplace Group found that 85% of businesses reported that offering remote options made their businesses more productive—with 67% estimating that it improved productivity by at least one-fifth.
Federal and State Efforts to Address Surveillance Issues
Concerns about workplace surveillance are rising across federal and state governments.
Key Takeaways for Employers
Employers should exercise strong caution when using automated surveillance tools. They should develop best practices that limit surveillance through intentional centralized governance procedures that prioritize inclusion for people with disabilities and other underrepresented groups. Aside from legal compliance concerns, automated workplace surveillance could result in harmful organizational cultures and other undesirable outcomes.
Make Your eRecruiting Tools Accessible
Podcast: Bringing Authentic Inclusion into Today’s Digital & Physical Workplaces
Zariah Cameron, Equity Centered UX strategist at Ally, shares how critical it is to embrace authentic inclusion in all aspects of work. She discusses how you can make your digital and physical workplaces more inclusive and more equitable by paying attention [...]
Spotlighting Accessibility in the New NIST AI Risk Management Framework
Overview In January 2023, the National Institute of Standards and Technology (NIST) published the highly anticipated Artificial Intelligence Risk Management Framework (AI RMF 1.0) and companion NIST AI RMF Playbook. Together, these resources establish voluntary national standards to address risks in the development and use [...]
Reduce Bias & Increase Inclusion in Your AI Hiring Technology
Does your organization use artificial intelligence (AI) in your hiring process? If your organization uses tools to automate tasks, such as sorting through lists of skills on resumes or for something more complex such as tracking eye gaze during virtual interviews, then the [...]
Surveillance and Remote Work
Some employers report using surveillance tools because they fear that remote work lowers productivity. However, research consistently shows the opposite is true. The International Workplace Group found that 85% of businesses reported that offering remote options made their businesses more productive—with 67% estimating that it improved productivity by at least one-fifth.
Federal and State Efforts to Address Surveillance Issues
Concerns about workplace surveillance are rising across federal and state governments.
Key Takeaways for Employers
Employers should exercise strong caution when using automated surveillance tools. They should develop best practices that limit surveillance through intentional centralized governance procedures that prioritize inclusion for people with disabilities and other underrepresented groups. Aside from legal compliance concerns, automated workplace surveillance could result in harmful organizational cultures and other undesirable outcomes.
Talent Sourcing
Podcast: How You Can Support Employees with Invisible Disabilities
Albert Kim, Accessibility Consultant, Trainer, and Founder of Accessibility Next Gen, discusses the challenges workers with invisible disabilities face and shares his own lived experience. He gives tips for employers who want to make sure their organizations are inviting and inclusive [...]
Beginner’s Checklist for Inclusive AI
Guidance to help your organization procure and implement inclusive artificial intelligence (AI) hiring technologies.
Disability-Led Innovation
The Partnership on Employment & Accessible Technology (PEAT) created this resource to help you use artificial intelligence (AI) enabled hiring tools in inclusive ways. We spoke with experts from companies that focus on inclusive recruiting and are led by people with disabilities. Read on to learn how AI-enabled hiring tools can promote inclusion in your organization and help you recruit talented individuals from underrepresented groups.
Elements of Procuring & Tailoring AI Systems to Reduce Bias
Graphic description A circular graphic that shows the Elements of Procuring & Tailoring AI Systems to Reduce Bias. The graphic is meant to help company leadership understand the most inclusive ways to procure and tailor AI recruiting and hiring systems to [...]
Podcast: Attract Top Talent with Inclusive Hiring Practices
Meryl Evans, accessibility expert and LinkedIn Top Voice in Disability Advocacy 2022, discusses the top small steps that hiring managers can take to impact inclusion in talent acquisition. Companies often miss opportunities to hire skilled workers because of barriers in the hiring process. [...]
Creating a Truly Inclusive Workplace: A Conversation Between Colleagues with Disabilities
Four colleagues at Wheelhouse Group, who lead the PIA & PEAT initiatives as prime contractors, come together to discuss their personal experiences as employees with disabilities. Based on their lived experiences as individuals with mental health disabilities, visual impairment and substance use disorder, [...]
Online Applications
Going Mobile? How to Ensure Accessibility
How to ensure your job postings are optimized for smartphones.
Accessibility Issues with Online Applications
Minnesota’s Chief Information Accessibility Officer Jay Wyant lists specific areas of concern that job applicants with disabilities often face when it comes to online applications. […]
Rethinking How You Connect with Talented Candidates
Think about accessibility in terms of helping human beings and engaging with and connecting with the best talent.
Creating Accessible Videos, Webcasts, and Live Recruiting Events
Ensure that all job seekers are able to access and experience your recruiting videos, webcasts and live events.
Pre-Employment Testing
Is Your Pre-Employment Testing Accessible?
Learn the common accessibility issues to consider when using pre-employment testing.
Ensuring Accessible Digital Interviews
Improve the fairness and inclusiveness of digital interviews for your candidates with disabilities.