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Digital recruitment is key to an effective talent sourcing strategy that engages all potential candidates, including those with disabilities. But with so many platforms to choose from, where should businesses begin?

By Bobby Silverstein, Principal, Powers Pyles Sutter & Verville, PC

The following document is background information I compiled for an interview with PEAT about the policy implications for people with disabilities participating in the gig economy.

The information below reflects my own research and analysis and does not represent the views of PEAT, the Department of Labor, or any other agency or organization. This background information should not be construed as providing legal advice; readers need to consult with their own attorney. 

At this year's Coleman Conference on Cognitive Disability and Technology, PEAT had the opportunity to learn from experts working on the latest research on technology for people with cognitive disabilities, and to share with attendees the work we do around public policy and accessible workplace technology.

Getting thousands of employees to understand and integrate an accessibility mindset into their day-to-day work is no easy task. At Capital One, the accessibility team has launched a range of creative internal efforts to promote widespread awareness of accessibility standards and best practices.

The Paciello Group’s Henny Swan argues that it’s time to shift our thinking away from compliance by recognizing how accessible technology can enable people by design.