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The Digital Accessibility Maturity Model: DAMM-HR Dimension #1 – Recruiting & Job Application

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In addition to the ten core dimensions of the Digital Accessibility Maturity Model (DAMM), there are three DAMM-HR dimensions pertaining to human resource processes related to accessibility – the Recruiting and Job Application Dimension, the Reasonable Accommodation Dimension and the Staff Evaluation Dimension

The DAMM-HR Recruiting and Job Application Dimension measures the maturity of the recruiting and job application process as it pertains to people with disabilities. This is tied to the Reasonable Accommodations dimension as reasonable accommodations are required, if requested, for the entire job application lifecycle.

Aspects

  • Applicant Recruiting Process – Advertising on websites and social media, job fairs.
  • Job Application Process – Accessible online and alternative formats available for a potential employee to submit a job application.
  • Employee/Contractor Onboarding Process1 – Training and information provided to staff during their initial work period.

1 In some jurisdictions, reasonable accommodations must be offered to contractors. In others, they must only be offered to employees.

Artifacts

  • Job descriptions;
  • Completed job applications;
  • Job fair collateral;
  • Employment examinations;
  • Offer letters, “no thank you” letters; and
  • On-boarding packets, which may contain information about benefits such as dental/vision/life/health insurance, disability policies, retirement benefits, etc., miscellaneous job policies, and regulatory disclosure.

Maturity Levels

Level 1 – Initial

  • Limited references to disabilities in corporate policies related to job application process.
  • Disabilities may be reflected in organization’s Human Resources, Corporate Responsibilities or equivalent policies, but may not be consistently or comprehensively addressed.
  • Little or no consultation with persons with disabilities (PwD) reflected in corporate policies and procedures.
  • No centralized responsibility for job applicants with disabilities.
  • No recruiting specifically targeting qualified PwDs.

 Level 2 – Managed

  • Clear, defined process for recruiting and hiring PwDs.
  • Accessible online job application process or well-publicized alternative formats fully implemented.
  • Specific efforts made to attend job fairs with a high level of PwDs attendance.
  • Active consideration of effective communication requirements of PwDs throughout the recruitment process.
  • All relevant corporate policies:
    • Contain references to non-discrimination policies; and
    • Contain references to reasonable accommodations.

 Level 3 – Defined

  • Documented compliance with the non-discrimination and reasonable accommodation requirements identified in relevant corporate policies.
  • Documented hires of PwDs, meeting the goals of 503(b) and VEVRAA, when appropriate.
  • Clear on-boarding process with documented reasonable accommodations inquiries.

Level 4 – Quantitatively Managed

  • Active monitoring of hiring efforts targeted at PwDs.
  • Accessibility targets set and met for:
    • Recruitment and retention of staff with disabilities;
    • Increase of use of products/services by customers with disabilities; and
    • Satisfaction of staff or customers with disabilities.
  • Staff with disabilities involved in product/service testing.

 Level 5 – Optimizing

  • Active work with industry groups focused on hiring PwDs.
  • Use of hiring, survey, and exit interview data to improve overall recruiting and hiring processes.

Coming Up

In my next post I’ll discuss the second dimension of DAMM-HR – Reasonable Accommodations – which measures the extent to which the organization has a defined process in place for implementing accommodations in the workplace and job application process, and other changes need to address internal systems that are inaccessible.

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