Must employers make web-based employment information and services accessible to everyone, including those with disabilities? Bobby Silverstein discusses how the ADA applies to accessible workplace technology.
Transcript of the webinar PEAT Talks: Sharing Success from the WWW-W4A Accessibility Hackathon, originally held May 19, 2016.
DOJ is looking at establishing accessibility requirements for online services, programs, and activities provided to the public by state and local governments—including many employment-related tools and resources.
In May 2016, DOJ published a Supplemental Advance Notice of Proposed Rulemaking (SANPR) on the accessibility of state and local government websites under Title II of the Americans with Disabilities Act (ADA).
According to a new survey report by the Society for Human Resource Management (SHRM), 84% of organizations are now using social media for recruiting, up from 56% in 2011. These survey results add detail and paint a picture of what has become obvious: more and more, employers are posting job openings and information for job seekers on social media. And when these posts are not accessible, employers may be missing out on top talent.
Do you post job openings on Twitter and Instagram, or use LinkedIn to vet candidates? Today, 79% of job seekers use social media to locate job opportunities. In this webinar, digital marketer Eliza Greenwood will discuss steps to ensure that your social media recruiting efforts for active and passive talent can successfully reach candidates with disabilities.
Ben Caldwell reports on the successes of the recent WWW+W4A Hackathon hosted by PEAT and Google Montreal to make H5P (a popular web-based product used widely in workplaces and schools) more accessible. "It was truly inspirational," he notes, "to see how much progress a small group of individuals can make...particularly given that the majority of participants were new to both H5P and accessibility."
One of the great promises of technology is that it can, and should, open the doors for people with disabilities to participate in the workplace by eliminating barriers. But when Deque web accessibility consultant and strategist Denis Boudreau investigated the basic accessibility of five top job hunting sites, the results were grim.
Hello and welcome to PEAT Talks, the virtual speaker series from the Partnership on Employment and Accessible Technology. On every third Thursday of the month, PEAT Talks showcases various organizations and individuals whose work and innovations are advancing accessible technology in the workplace. My name is Christa Beal. I'm a member of the PEAT team, and I'll be hosting this afternoon's talk.
Good afternoon everybody. It's 2:00 o'clock so we're going to go ahead and get started. Hello, and welcome to our webinar today, introducing the new PEAT resource TalentWorks. We're very excited you've joined us. My name is Josh Christianson. I'm the project director of PEAT, and I'm joined today by Joiwind Ronen, who has been involved with PEAT in a variety of roles for a few years now and played an instrumental role in developing TalentWorks, and she will be giving us a tour of the resource a little bit later.
The EEOC's April 2016 Notice of Proposed Rulemaking regarding its proposed updates to Section 501 includes many implications related to accessible technology and employment.
The Equal Employment Opportunity Commission (EEOC) is seeking public comments on their proposed updates to Section 501 of the Rehabilitation Act.
Are we at a tipping point with regards to employer awareness of the importance of accessible technologies in the workplace? In the March 2016 PEAT Talks, Sharron Rush, Co-Founder and Executive Director of Knowbility, was optimistic that things are starting to change, and offered several tips for employers related to "usable accessibility."
Deputy Secretary of Labor Chris Lu discusses his takeaways from meeting with the great Stevie Wonder and hundreds of other dedicated leading accessibility "stars" at last month's International Technology and Persons with Disabilities Conference (CSUN). As he notes, "our commitment to accessible technology is about basic civil rights, as well as the collective productivity of America’s workforce...employers, technology vendors and tech users with disabilities must all work together to raise awareness and educate one another about accessible workplace technology issues, most of which can be easily solved."
Hello and welcome to PEAT Talks, the virtual speaker series from the Partnership on Employment and Accessible Technology. On every third Thursday of the month, PEAT Talks showcases various organizations on individuals whose work and innovations are advancing accessible technology in the workplace. My name is Christa Beal. I'm a member of the PEAT Team and I'll be hosting today's talk.
We asked employers if their company uses online pre-employment testing as part of the hiring process. Results of our on-going poll are available below.
We asked people what they think the biggest barrier is to making online job applications accessible to people with disabilities. Results of our on-going poll are available below.
We asked companies if they use social media as part of the eRecruiting process. Results of our on-going poll are available below.
We asked people if their organization has an accessibility "point person." Results of our on-going poll are available below.