Guest Author: Andra&eacute;a LaVant, President &amp; Chief Inclusion Specialist | LaVant Consulting, Inc. <img src="https://cdn.buttercms.com/4NjfMGTbQ9aXO4EROSnM"> 
Voting as a physically disabled person has never been an easy process for me. In years prior, I&rsquo;ve had to navigate inaccessible buildings, difficulty&nbsp;accessing the voting booth, and transportation issues just getting to my voting location.
I&rsquo;m not the only one. According to &ldquo;<a href="https://www.gao.gov/products/GAO-18-4" rel="noopener" target="_blank">Voters with Disabilities: Observations on Polling Place Accessibility and Related Federal Guidance</a>,&rdquo; a report conducted by the U.S. Government Accountability Office, nearly two-thirds of the examined polling places on Election Day 2016 had at least one potential barrier including lack of accessible parking, inaccessible paths to the building, steep ramps, or lack of a clear path to the voting area. While most polling places had at least one accessible voting system, only one-third had a voting station that didn&rsquo;t allow people to vote privately or independently.
This year, the pandemic has made voting even more challenging for so many of us. Not only are there general accessibility concerns, but there&rsquo;s even greater concern for those of us with pre-existing conditions as we risk exposure to the coronavirus. For me, this goes beyond exposure at polling locations. As an Arizona resident, I generally rely on public transportation to get around. Right now, using public transportation provides even greater risk of exposure to the virus. In so many ways, voting has felt more and more inaccessible this year. Yet, voting is more crucial now for disabled people than ever before. The outcome of these elections means life or death for so many of us.
<blockquote>
"Yet voting is more crucial now for disabled people than ever before. The outcome of these elections means life or death for so many of us."
</blockquote>
Colleagues and friends have offered promising suggestions for safely accessing voting this year: mail in your ballot, catch an Uber/Lyft, or get a ride with someone. For each, I have a rebuttal&hellip;
As a black woman in a swing state, I feel a profound need to ensure my ballot is counted. In short, I don&rsquo;t trust the mail system to get my ballot where it needs to go. I maintain absolutely NO judgment for those who have voted by mail or in other manners. For me, it was simply important to ensure I went in person to drop my ballot in the box.
As far as other forms of transportation, many people don&rsquo;t realize that most states do not have wheelchair-accessible Uber/Lyft programs. I don&rsquo;t have access to on-demand transportation, nor easy access to anyone that owns a wheelchair-accessible vehicle.
So, with all of this in the forefront of my mind, like many other disabled people, I decided to think through a plan. Here&rsquo;s where I landed:
<ul>
<li>Plan to vote early (to avoid crowds)</li>
<li>Identify my early voting location</li>
<li>Research accessibility of the facility</li>
<li>Rent a wheelchair accessible van (to avoid public transportation)</li>
<li>Pick a date to go with a friend</li>
<li>Vote!</li>
</ul>
I realize that my plan would not work for everyone. Renting a van was costly. Having a friend available to drive isn&rsquo;t an option for everyone. It was about identifying a plan that worked for me.
On voting day (October 24), I was pleasantly surprised to encounter a very accessible experience. Parking and access to the building was easy. For the first time, I was able to use a voting machine that I could access on my own. Poll workers were incredibly helpful and what joy it brought me to physically place my ballot in the box.
I hope that my successful voting experience is not an exception to the norm, but that all 38.3 million people with disabilities who are eligible to vote in this year&rsquo;s election will have the knowledge and resources they need to ensure their voice is heard.

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Voting, Disability & Inaccessibility: My Journey to the Polls

DO NOT ASSUME! It&rsquo;s the number one rule for&nbsp;disability inclusion, and one of the primary keys to understanding and creating a positive candidate experience for job seekers with disabilities. Employers shouldn&rsquo;t make assumptions about a candidate&rsquo;s ability to perform a job based on a disclosed disability, or speculation of one. Recognizing and addressing stigmatization or assumptions is an important step that will help attract more candidates and create a culture of inclusion.
Quite often, employers don&rsquo;t recognize they are exhibiting unconscious bias or stigma that&rsquo;s contributing to negative experiences for job seekers with disabilities. Consider the following scenarios:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If you schedule a candidate with a perfect resume for a phone interview and the candidate uses a relay call, does that change your perception about the candidate?
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If a qualified candidate applies for a customer service role and has a speech impediment, are they less qualified than a candidate without one?
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If a candidate has a visible disability, shouldn&rsquo;t he/she self-disclose and tell me what exactly it is?
Each scenario implies unconscious biases and stigmas that can contribute to missed opportunities for candidates and are reasons why they may not self-disclose.
How to Avoid Unconscious Bias Toward Job Candidates with Disabilities
Here are a few ideas employers should consider when aiming to avoid exhibiting unconscious bias toward candidates with disabilities:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ask candidates questions specific to the jobs they are applying for, just as you would any other candidate.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Don&rsquo;t let fear or unfamiliarity with disabilities cause you to lose good job candidates. Often people avoid situations that are uncomfortable or unfamiliar, like participating in a relay call with a candidate who is deaf or hard of hearing.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Having a visible disability doesn&rsquo;t mean a candidate is required to disclose the disability. If an accommodation needs to be requested, the candidate will need to disclose the disability. Ultimately, candidates want to be interviewed and treated as any other candidate would be treated.
Additional Etiquette Tips
In addition to following certain guidelines to avoid unconscious bias in the workplace, employers should also follow general disability etiquette tips to show consideration and respect for candidates with disabilities:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Interpreters for those who are deaf or hard of hearing should be positioned next to, or slightly behind you. Maintain eye contact with the candidate.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Make sure you are in a well-lit and quiet area, do not over enunciate, keep hands away from your mouth, do not eat or chew gum.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Have a paper and pen ready in case it helps to write out a sentence.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ask someone who is using a wheelchair, or other mobility aids, if they need assistance first before helping.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Be more descriptive and specific when giving directions to a candidate who is blind or low vision. Tell them that the chair is 10 steps in front of them to their right at two o&rsquo;clock, for example.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not pretend to understand what someone said if you don&rsquo;t. Ask them to repeat what was said or write it down for clarification.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;It is okay to shake a candidate&rsquo;s prosthetic hand or arm if they also extend it for a handshake. The candidate can also be greeted by a light touch on the shoulder, smile or nod if they have limited mobility, hand use, or don&rsquo;t feel comfortable shaking hands.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Shaking hands with your left hand is also acceptable.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not touch service animals unless given permission. The animal is working.
Tips for Recruiters and Hiring Managers
The tips below are important for everyone to know, but are especially important for recruiters and hiring managers:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Never ask someone if they have a disability or what it is, even if it is visible. Disclosure is up to the individual. You can, however, ask if the candidate will be able to perform the job with or without accommodations.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Candidates with disabilities may have gaps in work history due to medical leave or taking leave as a caregiver. Ask as you normally would, &ldquo;Tell me about what you were doing between years &lsquo;x&rsquo; and &lsquo;x&rsquo;.&rdquo; Do not ask, &ldquo;Why weren&rsquo;t you working during this time?&rdquo;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If a disability is visible, or has been disclosed, continue to ask function-related questions for the job that was applied for, as you would for a nondisabled candidate.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ask, &ldquo;Do you have suggestions for how we can make the workplace wheelchair friendly?&rdquo; Do not ask, &ldquo;Will you/how will you be able to do this job in a wheelchair?&rdquo;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not ask, &ldquo;How many days were you absent from work last year due to an illness?&rdquo; or, &ldquo;Have you ever had a workplace injury?&rdquo;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;If a candidate discloses to the recruiter that they have a disability, the disability should not be disclosed from the recruiter to the hiring manager unless an accommodation has been requested or the interview/application process, and the disclosure is necessary for the accommodation to be granted.
For more tips on recognizing and addressing unconscious bias, along with tips on recruitment and what to say and what not to say,&nbsp;<a href="https://go.careercircle.com/candidate-experience-for-job-seekers-with-disabilities" rel="follow noopener" target="_blank">download our e-book.</a>
For additional recruitment, interviewing, and workplace etiquette tips, visit the&nbsp;<a href="https://askjan.org/topics/disetiq.cfm" rel="noopener" target="_blank">Job Accommodation Network</a>.
For more resources and guidance on Unconscious Bias and Etiquette,&nbsp;contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Candidate Experience Blog Series Part 3: How to Avoid Unconscious Bias Toward Job Seekers with Disa

Candidate Experience Blog Series Part 3: How to Avoid Unconscious Bias Toward Job Seekers with Disabilities

The&nbsp;Assistive Technology Act of 2004&nbsp;defines assistive technology (AT) as &ldquo;any item, piece of equipment, or product system, whether acquired commercially, modified, or customized, that is used to increase, maintain, or improve functional capabilities of individuals with disabilities.&rdquo; Ultimately, AT can bridge the gaps between people&rsquo;s abilities and their job requirements.
Assistive technology can take on many forms, including low-tech devices such as canes and lever doorknobs, or high-tech devices, such hearing aids or motorized wheelchairs. Additionally, computer hardware and software, such as alternative keyboards, screen readers and voice recognition software, serve as forms of AT.
In many cases, while a device may not be considered AT by the mainstream public, it can often be considered so by people with disabilities. For a person with limited mobility, a simple back scratcher can become a reacher/grabber. For a person who is blind or low-vision, a cell phone loaded with appropriate apps can provide access to email, social media, transportation, public venues, and so much more.
Which AT solutions are designed for specific disabilities?
AT is not prescriptive, meaning not every tool will work for every person with the same disability. It is less about accommodating a specific disability, but more about accommodating the specific functional needs of a person with a disability. In many cases, one form of AT can accommodate many forms of disability. For example, voice recognition software can be a significant help for people with limited hand use, but can also be just as helpful for people who are blind/low-vision.
Is AT the same as an accommodation?
While AT can serve as a form of accommodation, it is not the same. Some accommodations, such as alternative work schedules, telecommuting, and&nbsp;<a href="https://www.dol.gov/odep/topics/personalassistanceservices.htm" rel="noopener" target="_blank">personal assistance services (PAS)</a>&nbsp;are examples of non-AT accommodations.
How do I find the right AT for my needs?
Finding the best AT can often be a process of trial-and-error. If you&rsquo;re seeking AT to assist you at work, the first step is to let your employer know about your disability (if you haven&rsquo;t already done so) and that you need AT to effectively do your job.
If you or your employer don&rsquo;t already have an idea about the best AT to meet your needs, it&rsquo;s best to connect to professionals that are either familiar with specific forms of AT or that are trained to match AT to specific needs. This can often include doctors, occupational therapists, rehabilitation professionals, speech-language pathologists, and other AT specialists. Additionally, many states and universities house AT lending libraries, which allow people to try out and borrow devices for various periods of time in order to determine its compatibility for specific needs.
After doing research or consulting with a professional, here are a few questions you can ask to determine whether a specific AT tool will meet your needs, either at work or elsewhere:
<ul>
<li>Does the tool address your specific needs and challenges?</li>
<li>Does it maximize your strengths?</li>
<li>Is there a simpler tool that would work as effectively?</li>
<li>Will it be easy to incorporate into your work?</li>
<li>How easy is it to learn to use the tool?</li>
<li>Will you receive support or training on how to use it?</li>
<li>Is the tool compatible with the existing technology you use? (For example, will it work on your existing computer or mobile device?)</li>
<li>How reliable is the device?</li>
<li>What technical support is available?</li>
</ul>
The above list was modified from Understood.org,&nbsp;<a href="https://www.understood.org/en/school-learning/assistive-technology/finding-an-assistive-technology/checklist-what-to-consider-when-looking-at-assistive-technology" rel="noopener" target="_blank">Checklist: What to Consider When Looking at Assistive Technology</a>.
Who pays for AT in the workplace?
If you identify as a person with a disability, according to the Americans with Disabilities Act (ADA), AT can serve as a reasonable accommodation that your employer can provide to help you perform the essential functions of your job.
If tasks are non-essential functions to do your job, your employer does not have to provide AT. Keep in mind that your employer doesn&rsquo;t have to purchase the latest or most expensive version of a specific device or AT.&nbsp;Additionally, if they find another way to meet your needs without purchasing AT, they can do so.
The&nbsp;<a href="https://askjan.org/index.cfm" rel="noopener" target="_blank">Job Accommodation Network (JAN)</a>&nbsp;provides worksite accommodations solutions, among other services to increase employability of people with disabilities, and has proven that most accommodations cost less than $500. Ultimately, your employer cannot simply say they will do nothing because they can&rsquo;t afford to, unless they have explored all alternatives and can justify that the cost of the AT would cause undue hardship. When all options are eliminated, the next step would be to explore funding the AT yourself.
To learn more about AT funding sources, check out the Assistive Technology Industry Association&rsquo;s (ATIA)&nbsp;<a href="https://www.atia.org/at-resources/what-is-at/resources-funding-guide/" rel="noopener" target="_blank">Funding Resource Guide</a>.
Where do I go to learn more?
Assistive technology continues to increase access to employment for people with disabilities. However, it&rsquo;s important to consider individual needs to determine which AT tools will be best to ensure long-term success. To learn more about assistive technology in the workplace,&nbsp;contact the CareerCircle team.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

What is Assistive Technology?

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Keep up to date with CareerCircle's latest blog posts on keeping an inclusive workforce.

Voting, Disability & Inaccessibility: My Journey to the Polls

Candidate Experience Blog Series Part 3: How to Avoid Unconscious Bias Toward Job Seekers with Disabilities

What is Assistive Technology?

Voting, Disability & Inaccessibility: My Journey to the Polls

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