Workplace Technology Must Be More Accessible to Create Equal Opportunity

The American Foundation for the Blind’s Workplace Technology Study showed that employers and others need to take steps to make workplaces inclusive.

Technology plays an essential role in the modern workplace. Workers who are blind, have low vision, and are deafblind must use many standard technologies to do their jobs. The Americans with Disabilities Act (ADA) requires that workplaces make accommodations, such as providing accessible technology (see glossary). But many people with disabilities still have problems with technology at work. This includes getting hired and established in a new job, taking required training, using technology for daily job tasks, and getting the accommodations they need. All employers must take action to give everyone equal access and opportunity. They must also follow the ADA to create an inclusive workplace with no discrimination. Technology companies must build accessibility into their products, too.

About AFB’s research on this.

For the Workplace Technology Study done in February 2021, the American Foundation for the Blind (AFB) surveyed 323 people who are blind, have low vision, or are deafblind. AFB also interviewed 25 of these people. All participants were employed or self-employed. Participants told us about their experiences with technology used for hiring and onboarding, work-related training, and productivity. They also told us about whether they were given workplace accommodations, their interactions with Information Technology (IT) staff, and experiences with telework. Almost 85% of the participants said they had a college degree with 41% having an associate’s or bachelor’s degree and 44% having an advanced degree. To access written information, 67% use audio, 34% use braille, 31% use large print, and 3% use standard print. Of the people surveyed, 79% were traditionally employed, 15% were self-employed, and 6% were both traditionally employed and self-employed. The majority worked in industries including education, government and human services, IT, and health care. Others worked in a variety of different fields.

What did the researchers learn?

The people surveyed often have problems accessing information they need to be hired or do their jobs. These technology barriers caused problems ranging from lower productivity to people losing their jobs. But when given accommodations, the people surveyed could participate fully in their jobs. Here’s what survey participants told AFB’s researchers:

  • About one third had accessibility problems taking an automated test or screening during the hiring process.
  • When filling out onboarding forms, 59% reported accessibility problems with paper versions and 48% said the same about electronic forms.
  • About 40% said they could not fully access required training.
  • Many mainstream technology tools weren’t fully accessible. This includes video conferencing, instant messaging, and documents that were not properly formatted for accessibility.
  • Most participants requested accommodations from their employer, including the purchase of assistive technology.
  • 21% of participants said they considered not requesting an accommodation. They were worried about negative reactions from their employer, coworkers, or clients.
  • Some participants said their employer’s IT staff understood their technology needs. Others said that IT staff did not understand assistive technology and could not help them.
  • Participants said telework is a generally positive experience that lets them have the same experiences and opportunities as co-workers who are not disabled.

Why is a lack of accessibility a problem?

Not being able to access the same technology and documents as everyone else in the office leads to lower productivity and feeling excluded. It can even cause people to lose their jobs. When the people surveyed asked for accommodations, some companies provided them easily and quickly. Other people said they waited a long time for accommodations, had their requests denied, or were even assigned to another job or fired. These barriers can limit employment opportunities and career advancement for people who are blind, have low vision, or are deafblind.

Who needs to take action to change this?

Nearly every employee and company leader has a role to play. But the people who must do the most are employers and their Human Resources (HR) and IT staff. Mainstream technology developers also need to make their products more accessible.

What changes does AFB recommend based on this research?

  • Employers should have an accessibility policy clearly stating that all documents, tools, and procedures must be accessible and compatible with assistive technology. All departments, including HR and IT, should be part of this.
  • This policy should be visible on the employer’s website and included in documents used throughout the application process, hiring, onboarding, and employment. The accommodations policy should set up a simple, standard process for requesting and fulfilling accommodations. It should also allow for changes when the disability or technology changes.
  • All HR materials should be fully accessible to people who use assistive technology, such as screen readers.
  • Employers should make sure employee training programs are fully accessible.
  • Employers and IT staff should collaborate with employees with disabilities and understand their assistive technology needs. They must meet employee accommodations requests even if it means finding different technology. This collaboration must be ongoing.
  • Companies that develop products, websites, and apps for businesses should develop a corporate commitment to creating accessible products. This includes hiring accessibility experts and people to test for accessibility, and offering accessibility support to users.

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Glossary of Terms

Accessible: For websites and mobile apps, all elements must be designed so people who are blind, low vision, or deafblind can use them. Technology should also be accessible to people with any disability.

Accommodations: Adjustments to the work environment and technology that let people with disabilities use the same tools as people without disabilities.

Assistive technology: Technology that helps people with disabilities easily use the same computer systems, applications, and other tools as people without disabilities.

Onboarding: The process of getting new employees ready to work, such as completing forms and other paperwork.

Screen readers: Software that reads text out loud or uses a braille display so people who are blind, low vision, or deafblind can read a computer screen.

Telework: Working for a company from home.