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    Accessibility matters to people with all kinds of disabilities—not just those with vision and hearing impairments. That means individuals with intellectual and learning disabilities, cognitive issues, traumatic brain injuries, and other disabilities, all of which can make using the Internet more challenging.

    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.

    GettingHired’s disability talent and branding solutions expert Ryan Carroll shares how his company ensures their website is accessible to people with disabilities and how other employers can do the same.

    Powers Pyles Sutter and Verville principal Bobby Silverstein makes the case that ICT accessibility is a gateway civil rights issue and that universal design will improve employee productivity across the board.

    Powers Pyles Sutter and Verville principal Bobby Silverstein details the various accessibility policies and how companies can strategize to make this part of their company culture.

    Six experts weigh in on why it is important for employers to improve the accessibility of online job applications.

    The six phases of the Employment Lifecycle and their corresponding technologies. 

    Event Date: 
    June 15, 2017 - 2:00 pm to 3:00 pm EDT

    Today, eRecruiting dominates all aspects of hiring & recruiting, and a successful job search starts by investing in a digital brand. For students with disabilities in particular, strategically shaping an online persona can open many career doors. In this webinar, Intuit’s Ted Drake profiles how several people with disabilities leveraged social media to start successful careers.​

    Taleo is the leading applicant tracking system (ATS) used by HR professionals worldwide to source and manage talent. Recently, the Taleo team sat down with PEAT to discuss Oracle’s ongoing journey to make this platform accessible to users with disabilities.

    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?

    Employers committed to diversifying their applicant pools and improving their candidate experience need to be aware of problems that applicants with disabilities may have when they try to access careers sites, job portals and electronic applications.

    Five accessibility experts weigh in on the importance of accessible technology.

    PEAT Deputy Project Director Corinne Weible answers the common question of “What is the difference between accessible technology and assistive technology?”

    PEAT webinars are always free (preregistration required). If you miss the live event, the archived video, transcript, and presentation slides will be posted approximately 1-2 weeks following the event date.

     

    Cisco's Project Lifechanger started out as a volunteer pilot program, and is now helping to transform the company's hiring and employment programs. 

    Neil Milliken, global head of accessibility and inclusion at Atos, discusses how apprenticeship programs are helping Atos quickly bring in new and more diverse talent with the in-demand accessible technology skills they need.

    Megan Lawrence and Laura Ruby discuss how and why Microsoft is partnering with the Smart Cities for All initiative to eliminate the digital divide for persons with disabilities in cities around the world.

    Jim Fruchterman discusses Benetech’s research on expanding employment success for people with disabilities, and how inclusive hiring and accessible technology intersect with Silicon Valley’s push to drive innovation.

    Doug Schepers discusses sonification and other innovative methods of making charts, graphs, and maps more interactive and accessible to all users, including people with disabilities.

    Dan Nichols discusses how Candidit is using artificial intelligence to built a hiring platform based around inclusive talent competencies to reduce bias and better match employers to candidates with the specific skills they need.