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Self-driving cars show exciting promise to address existing barriers for people with disabilities traveling to and from work—as long as developers incorporate accessibility into these technologies from the start.
The annual HR Technology Conference is always an essential event for PEAT, given their focus on technology tools and trends shaping the field of human resources. This year we left feeling more excited and energized than ever, because the topic of accessibility is finally starting to take hold in the hearts and minds of HR Tech stakeholders.
Last month’s M-Enabling Summit brought international leaders together from a range of fields connected to the promotion and advancement of accessible mobile applications—and allowed PEAT to advance key actions related to accessible technology issues impacting employment though a policy roundtable and a panel discussion.
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.
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).
While new technologies have broken down countless barriers for individuals with disabilities, job hunting online continues to be fraught with accessibility-related obstacles that the general population may not even realize exist. And as GettingHired's Gabrielle Nagle discusses, inaccessible eRecruiting doesn’t just affect the job seeker, but also the employer.
As businesses compete to attract talented, skilled employees, it’s important to make sure that artificial barriers aren’t blocking their path. In this cautionary tale, Sassy Outwater explains how employers may be missing out on top candidates when their online hiring and recruiting systems aren't accessible.
The terms “accessibility” and “universal design” are often used together these days. But what is actually meant by these two terms? Sina Bahram, a digital accessibility expert, broke it down for us at our January PEAT Talk.
For several members of the PEAT team, October was a busy month of travel, talk, and trend spotting as we headed west to attend three conferences: the Coleman Institute on Cognitive Disabilities Annual Conference; HR Technology Conference and Expo (HR Tech); and the International Association of Accessibility Professionals (IAAP) Access 2015. All presented valuable opportunities for our team to learn, share knowledge, examine future trends, and identify ways to strengthen PEAT's work.
No matter your industry, the technological tools we use to accomplish our work today are more advanced than the tools we used even just a few years ago, and this is especially true for people with disabilities. New technologies are fundamentally changing the workplace, and rapidly evolving technologies and workplace policies both play into a new way of doing business.
If you‘ll be attending CSUN, we hope you’ll join PEAT for A Fresh Look at Accessibility and Online Job Applications. During this session, Joiwind Ronen and Josh Christianson will share PEAT’s research findings on this critical topic.
As you develop and implement your accessibility initiative, it's important to know—and be able to prove—that your activities are having a positive effect.
Once an organization—whether a tech provider or an employer in any industry seeking to create a more disability-inclusive workplace—has initiated an accessibility initiative, how will it know if it’s making progress?
What type of executive should spearhead your accessibility initiative? And how can you, as an internal accessibility advocate, recruit such a leader? PEAT suggests three easy action steps to get you on the right path.