Diversity & Inclusion Employment Services | BVI Workforce Innovation Center

How do you create a job and employee experience that is accessible to all?

So how do you connect with underutilized talent and leverage it to your advantage? There are simple ways that employers can make their workplaces inclusive for people who are blind, including ensuring equal access to the job application process, providing greater flexibility for working from home, and making documents, websites, and social media content more accessible to screen reader users.

Below are 6 tips for employers and businesses.

Two women in a hallway smiling at each other and shaking hands.

1. Ensure your application process is accessible to all.

If your online application process is inaccessible, you are not providing equal access to all employees and partners.

Forms of accessible technology include:

Intranet and internet applications and platforms
Software and operating systems
Video, multimedia and electronic documents
Email and other electronic communications
Copy machines, printers, break room appliances
Online job applications and systems

Unplug your mouse and try navigating your website with a keyboard only.
Do you know where you are on the webpage? How easily could you navigate? Did drop down menus work? Could you fill out a form?

Plug in a free screen reader and read through a PDF.
Did it follow the proper reading order of the document, or did it skip around?

Manual testing by people with disabilities who use assistive technology (AT) is key to ensuring websites, blogs, apps, electronic documents, or enterprise systems are truly accessible.

2. Write inclusive job descriptions.

Similar to your anti-discrimination statement, inclusive job postings that appeal to underrepresented talent means being thoughtful and intentional about acknowledging and countering unconscious bias. Leading with sensitive, neutral and inclusive language shows candidates you're an inclusive workplace that considers all applicants regardless of gender, age, background, disability, race, ethnicity, status, etc.

Job descriptions that are welcoming to workers of all abilities should mention reasonable accommodations such as flexible hours or telework policies that would appeal to disabled workers. Let applicants know your workplace welcomes and values all candidates with phrasing like: “Ability to complete tasks with or without reasonable accommodations.”

3. Know the guidelines and best practices for interviewing.

Relax and make the applicant feel relaxed. If the applicant has a visible disability or reveals a disability during the interview, concentrate on the individual, not the disability. Treat the individual with the same respect you would treat any candidate whose skills you are seeking.

The Americans with Disabilities Act (ADA) prohibits pre-offer questions about the existence, nature, or severity of a disability, directly or indirectly. This includes questions asked during interviews as well as pre-printed questions on application forms.

Employers may also ask applicants to describe or demonstrate how they would perform job tasks during the application and interview process. Knowing these details will be helpful in determining what adaptive tools or assistive technology resources that a person needs to complete their job.

4. Make sure your anti-discrmination and Equal Opportunity Employer statement includes disability.

An equal opportunity employer (EOE) statement is a short paragraph that conveys a business's commitment to diversity and inclusion in its employment practices. Also known as an "affirmative action statement," it is typically included at the bottom of job descriptions and on career pages to communicate a business's stance on the matter to potential job candidates. Be specific and make sure your statement emphasizes workplace diversity and doesn't leave anything out.

Below is Envision's EOE statement:

Envision is an Equal Opportunity Employer, and as such affirms the right of every person to participate in all aspects of employment without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic. If you are interested in applying for employment and need special assistance or an accommodation to apply for a posted position, contact our Human Resources department via phone at 316-425-7119.

5. Partner with advocacy groups and workforce development organizations.

When organizations work together toward a common goal, they can achieve great things. If you find build a stronger, more diverse workforce and facilitate a culture of inclusivity for people of all abilities.

To combat staggering unemployment numbers among people who are blind or visually impaired, the Envision Workforce Innovation Center is open to partnerships that can grow skill sets, create innovative approaches to employment, provide a service for companies who want to diversify their workforce or simply help these individuals become more independent and thrive.

6. Create a culture of inclusivity

The workplace is an environment that should be inclusive to all. For those with a disability, misconceptions and stereotypes might create obstacles to achieving a welcoming, inclusive environment. The most important thing to remember is that a person with a disability is a person first and foremost. Their disability is just one detail about them.

REVOLUTIONIZE YOUR HIRING TREND with all the right resources to identify and fix any accessibility roadblocks with easy step-by-step solutions so you can access a network of qualified candidates to fill open positions.

The process is simple

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Don’t just become DEI leaders, be the first thought leaders of accessibility and disability in your industry!

With inexpensive, achievable steps, your accessibility journey is tailored to fit your goals and budget. You will have access to blind and visually impaired specialists that live and breathe accessibility every day. By using assistive technologies across numerous platforms and systems, the transformation toward a more diverse culture and welcoming environment becomes seamless.

Two people checking in at the front desk of the WIC lobby

How to Become a More Inclusive Employer