The Americans with Disabilities Act (ADA) of 1990 is a civil rights law that prohibits discrimination against people with disabilities in all areas of public life. The law provides equal opportunities to every person with disabilities in all fields of life. Title I of the law deals with the employment opportunities for such people and it has been made mandatory for any business organisation with 15 employees or more, State or local, employment agencies, and labor unions to provide an ADA compliant hiring process.
The law constitutes that qualified individuals with disabilities should not be deprived of employment opportunities. Companies should make provisions for ADA compliant hiring process to avoid getting penalized.
According to the ADA, a person is said to be disabled if and when the person:
A person exhibiting any one of these points is determined to be a disabled person and has the right to undergo an ADA compliant hiring process.
With the ADA being made mandatory for most of the companies and companies getting legalized for not adhering to the law. It is very much important for companies to clarify what needs to be done to comply with the law. The Office of the Federal Contract Compliance Programs (OFCCP) has launched an initiative called “Ensuring the Accessibility of Online Application Systems.” The main purpose of the initiative is to ensure that the hiring process of companies is ADA compliant. The following are the points that need to be maintained to remain within the obligations of the ADA:
The interviewer should ensure that none of the questions stand out as harassment towards a candidate’s disability. The candidate should not be made to feel special as that would be unethical and against the law.
There are a lot of penalties for not providing an ADA compliant hiring process.
Companies like Amazon and Target were sued and had to pay millions to make their websites ADA compliant. There have been many cases of lawsuits against companies for not maintaining ADA compliance such as The Winn-Dixie Case, Blick Art Materials Case, etc
In line with ADA (Americans with Disabilities Act of 1990) and in keeping with Glider’s commitment to enable and provide equal opportunities for all candidates, all assessments come with special ‘Accommodations’ for disabled candidates.
Accommodations allow candidates with disabilities to have access to assessment features that enable their skill assessment to be carried out without them facing any issues or inconvenience.
Applying for Access to Glider’s Accommodation Features:
Glider.ai assessments can be configured to allow accommodation requests. In this case, on clicking the assessment link, the candidate has to fill a Voluntary Self-Identification of Disability form.
Filling this form enables candidates with disabilities to have access to Glider’s Accommodation features. It also allows them to request for extra time for taking the assessment.
Receiving and Reviewing a Candidate Accommodation Request:
Once a candidate requests for Accommodation, the recruiter receives and reviews the request.
Candidate Accommodation Request Approval:
The candidate is provided access to Accommodation features if they are deemed eligible for the same, in compliance with ADA.
Glider Accommodation Features