Overcoming Application Barriers
People with disabilities often point to several barriers in finding job listings or completing applications simply because they are not accessible — for example, they may have poorly designed websites, lack accommodation options, or have rigid hiring systems that make it hard for a person with a disability to apply.
Of course, it’s the employer’s job to ensure accessibility, but there are a few things you can do to overcome these challenges as you begin your job search:
Work with Nevada Vocational Rehab
This organization will help point you to job opportunities, help you fill out applications, provide help with assistive technology or accommodations, and even practice your interview skills.
Use disability-friendly job boards
Job boards such as Disabled Person, AbilityJOBS, USAJOBS, and others are specifically designed to be accessible and inclusive for people with disabilities.
Use assistive technology
Be sure that your screen reader, magnification tools, voice recognition, and other assistive technology you use regularly are up to date. You can also try mobile apps such as https://www.bemyeyes.com/ for blind or low-vision users, screen readers such as NVDA or JAWS, or speech-to-text software such as Microsoft’s Voice Access or the Dictation mobile app.
Contact the hiring manager or human resources
If you’re interested in a job that involves an inaccessible hiring process, it’s a good idea to reach out to the human resources department or person in charge of hiring directly. You can either email or call to ask for an alternative method for applying; the ADA requires that employers provide reasonable accommodations in the hiring process.
Turn to organizations that support job-seekers.
In addition to Nevada Vocational Rehab, other organizations may be able to advocate on your behalf, depending on your disability. Examples include the National Federation of the Blind, National Organization on Disability, or Autistic Self Advocacy Network, not to mention other groups in your local area.
