Part 2: Accessibility and Accommodations
It is important for employers to understand the candidate experience for job seekers with disabilities. The first part of doing this is going back to basics to&nbsp;<a href="https://www.careercircle.com/blog/post/the-candidate-experience-blog-series-part-1-unde" rel="follow">fully understand Disability 101</a>. Secondly, truly understanding accessibility and accommodations are key to helping improve the hiring process for candidates with disabilities.
Inaccessible online job applications and misunderstandings about reasonable accommodations can be two barriers to employment for job seekers with disabilities. Accessibility is defined as &ldquo;the design of products, devices, services, and/or environments for people of varying abilities.&rdquo;
There are multiple federal laws that outline requirements and guidelines around access and employment. This includes Section 508 of the Rehabilitation Act of 1973, which requires Federal agencies to make their electronic and information technology (EIT) accessible to people with disabilities; Web Content Accessibility Guidelines (WCAG 2.1), which defines how to make Web content more accessible to people with disabilities; and Title 1 of the ADA, which prohibits employment discrimination against qualified individuals with disabilities with equal access to employment opportunities and reasonable accommodations by employers with 15 employees or more.
&ldquo;Accessibility&rdquo; can be broken into four categories:
<ol>
<li>Universal Design&nbsp;- making something accessible to all people regardless of age, disability or other factor. An example is using voice access on a cell phone.</li>
<li>Physical Accessibility&nbsp;- access to the physical environment. Examples are parking lots, conference rooms, workspaces, hallways, interview locations, and emergency exits.</li>
<li>Digital Accessibility&nbsp;- ability of a website, mobile application, or electronic document to be easily navigated and understood by a wide range of users.</li>
<li>Assistive Technology&nbsp;- assistive, adaptive, and rehabilitative devices for people with disabilities.&nbsp;Examples are screen readers or speech-to-text applications.</li>
</ol>
Under the ADA, a reasonable accommodation is defined as &ldquo;a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.&rdquo; If a job candidate requests a reasonable accommodation, the employer should provide or direct the candidate to the company&rsquo;s accommodation statement.
Other tips on providing accessibility and accommodations include:
<ul>
<li>Ensuring your social media posts are accessible! Job seekers often turn to social media for their job search and to research a company&rsquo;s employer brand prior to applying.&nbsp; One example of accessibility is having closed captioning in every video.</li>
<li>Ensuring all work-related, non-HTML content like PDFs, Excel, etc. are fully accessible. Acrobat Pro has a &ldquo;check accessibility&rdquo; tool to ensure your PDFs are accessible. Current employees who have not self-disclosed having a disability may greatly benefit from accessible documents.</li>
<li>The accommodation statement should be in an easy-to-find place. Best practice is to have it both at the bottom of all pages of the website in an easy-to-read size font, and at the bottom of all job descriptions.</li>
</ul>
While there is a common misconception that accommodations are expensive, most accommodations cost less than $500, and 59 percent cost nothing at all. In fact, remaining proactive about providing accommodations often benefits everyone in the workplace. Here are some&nbsp;<a href="https://www.dol.gov/odep/topics/Accommodations.htm" rel="noopener noreferrer" target="_blank">examples of accommodations</a>.
Find an A-Z guide of disabilities and accommodations, as well as what actual candidates have to say about accommodations in our e-book&nbsp;<a target="_blank" rel="follow noopener" href="https://go.careercircle.com/candidate-experience-for-job-seekers-with-disabilities">&ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities.&rdquo;</a>
For more resources and guidance on accessibility and accommodations, contact the CareerCircle team.&nbsp;
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Understand accessibility and accommodations to improve hiring for candidates with disabilities. Learn more here.

The Candidate Experience Blog Series Part 2: Accessibility and Accommodations

<h1>Ways Employers Can Support Veterans in the Workplace</h1>
 As of <a href="https://blog.dol.gov/2021/11/9/veterans-in-the-labor-force-6-stats" rel="noopener" target="_blank">2020</a>, military veterans accounted for only 5.6% of the civilian workforce. This disparity can create a wall between non-military employees and veterans. To close that gap and better support veterans, employers can be more accountable for their inclusion efforts. Here are some ways to create a more veteran-friendly workplace.
&nbsp;
<h3>Bridge The Gap Between Civilian and Veteran Employees</h3>
Educating non-military employees so they are more knowledgeable is crucial to creating a more empathetic workforce. It is a considerable gap to close though. Separating from the military and transitioning into civilian life is an adjustment for veterans that many individuals may not understand.
There are countless factors of military life civilians should take into consideration to be more informed and empathetic. It can be hard to keep track of the military jargon and intricacies for a civilian. This lack of understanding can make veteran employees feel alienated from their
non-military coworkers. A first step and key part of understanding veterans is active listening. 
<h3>Recognize The Value Veterans Offer</h3>
Veterans bring a lot of worth from the experiences and skills they inherited from their military service. Recognizing and amplifying their value can encourage a better working team.
&nbsp;
<ul>
<li>Veterans are team-oriented people. The military is extremely team-oriented. Individuals work closely together towards a common Those who thrive are the members that are reliable and communicative. Veterans make great leaders, and this is a skill that can be transferred to other areas of life. Some civilians may not have the opportunity to develop this skill in a traditional work environment.</li>
</ul>

<ul>
<li>They bring diverse perspectives. There are countless branches of services and specialties within those Some veterans have been deployed or operated with international teams. Every veteran has an individual experience that can bring new solutions to issues.</li>
</ul>
&nbsp;
<ul>
<li>Their problem-solving skills are strong. Not only can veterans bring diverse perspectives to help solve problems, but they are great critical thinkers. Working together under high-stress, fast-paced environments develops quick and efficient decision-making. This skill can be extremely useful in the workplace.</li>
</ul>
&nbsp;
<ul>
<li>Integrity and quality work are their Just because they&rsquo;re taught to make quick decisions, veterans don&rsquo;t sacrifice quality. For instance, some veterans have high-level security clearances.</li>
</ul>
&nbsp; The military expects all of its members to meet high standards in every aspect of their work. At the end of the day, they want to do what is right and do it exceptionally well. 
<h3>Provide Veterans with Professional Development Opportunities</h3>
Most employees want a company that will invest in their professional growth and encourages their development. As for veterans, it's important to recognize their strengths and build on them.
Many veterans transition into the civilian workforce with the skills mentioned previously as well as other specific skill sets. However, the skills learned in the military can be difficult to transfer to civilian life, leaving veterans at a disadvantage.
To remedy this, offer comprehensive and ongoing training opportunities for all employees. Thorough training is an effective way to make sure team members are on the same page while preventing veteran employees from being singled out.
Companies that prioritize individual growth might see more fulfilled employees, which can mean better retention. Take the <a href="https://gopuff.com/blog/news" rel="noopener" target="_blank">delivery company Gopuff for</a> example. In 2021, 71% of employees reported that they felt their current company provided them meaningful opportunities for career advancement. Additionally, employees were more satisfied since they were frequently challenged by their position and given professional growth opportunities.
Establishing a mentorship program or encouraging informal mentorships is another way to provide guidance and learning opportunities to veterans. This gives them a colleague to reach out to. It&rsquo;s also an educational opportunity for both the mentor and mentee.
&nbsp;
<h3>Find the Gaps in Veteran Initiatives</h3>
Listening to your employees is essential to understanding where gaps in your company are.
Especially for finding the gaps that smaller, specific groups of employees struggle with&mdash;i.e. the veteran community.
Make it a priority to check in with team members to see how they&rsquo;re doing personally and professionally. Distribute anonymous surveys to collect feedback on company culture and performance. Chances are, you'll find connections in the concerns and attitudes of your employees.
Many companies have found gaps in their veteran hiring efforts and have been making it a priority to close those gaps. One of these companies is the <a href="https://corporate.dow.com/en-us/careers/work-at-dow/veterans.html" rel="noopener" target="_blank">chemical manufacturing company</a> ,<a href="https://corporate.dow.com/en-us/careers/work-at-dow/veterans.html" rel="noopener" target="_blank">Dow</a>. Their veteran employee resource group, VETNET, provides personal and professional guidance to veterans during their transition into the civilian workforce.
In 2020, Dow also launched their Military Degree Equivalency program. This program levels the field for veterans and their civilian counterparts. It does this by equating their relevant experience to a college degree. 
<h3>Equip Veterans with Resources</h3>
Listening to what your employees want is the first step in supporting their well-being. Providing resources for them is the next step.
Take note that supplying the following resources to employees does not guarantee they will use them. Some employees, and more so veterans, may be hesitant to reach out for help.
According to <a href="https://www.ncbi.nlm.nih.gov/books/NBK499503/" rel="noopener" target="_blank">the Department of Veteran Affairs</a>, roughly 1.7 million veterans have been diagnosed with a mental health need. Almost half of those veterans don't utilize any mental health services.
There are a few things employers can do to create a safe space for their veteran employees.
<ul>
<li>Mental Health Resources. Destigmatizing mental health in the workplace is a step in the right direction for promoting better employee health. Providing mental health days or resources such as an Employee Assistance Program is essential for employee wellness. They at least give employees the option to use them if they chose to rather than being provided nothing at all.</li>
</ul>
&nbsp;
<ul>
<li>Disability Resources. According to the <a href="https://www.bls.gov/news.release/pdf/vet.pdf" rel="noopener" target="_blank">Bureau of Labor Statistics</a>, 4.9 million veterans had a service-connected disability as of August from an <a href="https://www.careercircle.com/blog/post/veterans-with-disabilities-an-employment-outlook" rel="follow noopener" target="_blank">employer's outlook</a>, it&rsquo;s crucial to provide resources to veterans with disabilities. Regardless of whether or not their disability is related to their military service, they deserve equal support.</li>
</ul>

<ul>
<li>Employee Resource Groups (ERGs). Employee resource groups aren&rsquo;t established by organizations. Instead, they are voluntary, employee-led groups that aim to promote a more diverse and inclusive workplace. On an employee level, they can create more visibility for marginalized employees and create connections for those feeling isolated.</li>
</ul>
&nbsp;
ERGs can help identify important issues and significant gaps for executive leadership and coworkers who are not part of the ERGs.
Additionally, allow your employees to take mental health days and create flexible schedules if it&rsquo;s possible to do so. This will save them the stress of figuring out when they can make time for themselves outside of work hours.
Having veterans on your team is crucial for diversifying your employee population and becoming more inclusive to employees with different backgrounds. At CareerCircle, we&rsquo;re dedicated to helping our veteran community connect with inclusive employers.&nbsp;

Support veterans in the workplace by bridging gaps, recognizing their value, and providing development opportunities.

How to Support Veterans in the Workplace | Getting HiredWays Employers Can Support Veterans in the

How to Support Veterans in the Workplace

It's the perfect time for employers to assess their company&rsquo;s commitment to disability inclusion &ndash; even beyond National Disability Employment Awareness Month (NDEAM). Branding your company as a disability-inclusive employer is a primary way to improve your company culture, increase retention, and foster opportunities for leadership.&nbsp; 
Here are six ways to brand yourself as a disability-inclusive employer:
<ul>
<li>Perform a disability-inclusivity audit of your company marketing. Do you know if your website and social media platforms are accessible to disability communities? Do your marketing materials, including stock photos, include authentic disability representation? If you aren&rsquo;t considering how to make your marketing efforts disability inclusive, you&rsquo;re missing out on the potential for significant business growth. Use authentic images of people with disabilities in your print, video, and web materials.&nbsp;&nbsp;</li>
</ul>

<ul>
<li>Assess the accessibility of your job applications. Inaccessible job applications significantly hinder your reputation as a disability-inclusive employer. If your job applications aren&rsquo;t accessible to job seekers with disabilities, you&rsquo;re likely missing out on qualified candidates before they even reach you. When developing an accessible application process, focus on the following:
<ul>
<li style="list-style-type: none;">
<ul>
<li>Include an accommodation statement on recruitment material that states accommodations can be provided upon request, along with contact info on how to obtain accommodations.</li>
<li>Avoid listing job requirements that aren&rsquo;t essential to the position. Desirable qualifications, such as requiring the &ldquo;ability to bend, lift, push at least 50 lbs,&rdquo; or &ldquo;type 50 wpm&rdquo; can discourage otherwise qualified candidates from applying.</li>
<li>Be wary of artificial intelligence-based job screener software, such as facial recognition apps, conversational agents, and applicant tracking systems. These can be discriminatory towards applicants with disabilities.</li>
</ul>
</li>
</ul>
</li>
</ul>

<ul>
<li>Invest in training and development. It&rsquo;s important to ensure all employees understand the importance of fostering an inclusive workplace. Even if HR and executive leadership are supportive of disability inclusion, your efforts will only be effective if you have buy-in at all levels. Consider mandatory training on various topics related to inclusion, including disability etiquette, reasonable accommodations, and unconscious bias. Furthermore, your current employees who have disclosed they have disabilities deserve investment in their professional development. Think through what opportunities these employees have for advancement into positions of leadership.</li>
</ul>

<ul>
<li>Prioritize accommodations for existing employees &ndash; Just as it&rsquo;s important to make sure your company&rsquo;s external marketing efforts and job applications are accessible, employers who want to be deemed disability-inclusive should also have a seamless internal reasonable accommodation process. This means determining how and when accommodation requests will be reviewed and implemented and providing a method for resolving disputes.
<ul>
<li>Keep in mind that accommodations should always be determined in communication with the employee requesting them rather than making decisions without discussion. Employees will already know what will be most beneficial to help them perform their jobs well.</li>
</ul>
</li>
</ul>

<ul>
<li>Partner with disability-focused organizations &ndash; One of the commonly reported barriers to disability-inclusive hiring is finding qualified job candidates. Often engaging directly with people with disabilities can help provide understanding about potential job opportunities they&rsquo;d not previously considered. Making this effort to engage with disability-serving organizations is a great way to demonstrate your commitment to including people with disabilities in your workplace.&nbsp;</li>
</ul>
&nbsp;
We&rsquo;d love to support you as you build your inclusive brand! For more information, please contact us at gettinghired@careercircle.com.&nbsp;

Assess your company’s commitment to disability inclusion beyond NDEAM. Learn six ways to brand yourself as inclusive.

How to Brand Yourself as A Disability-Inclusive Employer During NDEAM and Beyond | Getting Hired

How to Brand Yourself as A Disability-Inclusive Employer During NDEAM and Beyond

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Staff Writer

143 Articles

The Candidate Experience Blog Series Part 2: Accessibility and Accommodations

How to Support Veterans in the Workplace

How to Brand Yourself as A Disability-Inclusive Employer During NDEAM and Beyond