Website Barriers to Employment for People with Disabilities

Abstract

According to recent estimates from the Office of Disability Employment Policy (ODEP, 2015), the unemployment rate for persons with disability (PWDs) is more than double that of persons without disability (11.7% vs. 5.3%), even though two thirds of these PWDs indicate that they are willing and able to work (Canas & Sondack, 2011; Harris Interactive, 2000). The social/structural model used to explain this employment gap emphasizes the negative beliefs, prejudice, and misinformation that prevent PWDs full inclusion and participation in the workplace (Dunn & Burcaw, 2013). The model also identifies extensive structural barriers, examples of which range from missing curb cuts to inaccessible websites. The World Wide Web enables many people to communicate, participate in civic life, become more educated, and develop a far greater social network. In addition, Internet access and usage has become almost a necessity for job seekers today, as evidenced by the proliferation of websites such as simplyhired.com, indeed.com, monster.com and careerbuilder.com. An increasing number of organization websites permit jobseekers to search available openings and apply online. However, whether due to prejudice, ignorance, or inattention, organizations launch websites that are unwelcoming and technologically inaccessible to people with sensory, mobility, and cognitive impairments. PWDs should have equal ability to complete online job applications or, at the very least, websites should include a statement specifying how a PWD can obtain accommodations for the job application process, if needed. For many persons with disability such barriers can exacerbate existing employment disadvantages relative to other groups. Organizational websites provide a window to a company's culture and serve as a valuable recruiting tool. It is often here that an individual gets his or her first impression as to a prospective employer’s standpoint on diversity and whether the organization supports an inclusive work culture. The decision to apply or not may be influenced by the messages received from the website; talent may be won or lost accordingly. The current study examines the messages that 20 successful companies send through their websites about diversity in general, and specifically, about disability and openness to employing PWDs. Several questions guide the investigation: 1. Is there a diversity appreciation or inclusion statement and if so what impression and company image does it convey?