When companies talk about diversity and inclusion, they often forget about a crucial aspect: accessibility in the hiring process.
Did you know that your obligations as an employer under the EEOC begin with an employee’s candidacy?
Don’t you want your candidates to be able to show their best selves during the interview process?
If you want to build a truly inclusive team, your interviews must be accessible to everyone, including people with disabilities. Otherwise, you’re not just missing out on talent but actively discriminating against it.
Accommodations during interviews are essential, not special favors or extras. Just as you wouldn’t conduct an in-person interview without a chair for the candidate, you shouldn’t conduct one without considering what a candidate with a disability might need that you haven’t anticipated. Here are some critical and common accommodations that should be on every employer’s checklist.
1. Sign Language Interpreter: More Than Just Hand Movements
The EEOC loves to issue huge fines against companies that cancel interviews when the candidate requests an interpreter. Hiring a sign language interpreter isn’t just about communication; it’s about respecting the candidate’s language and culture. For Deaf candidates in the US, American Sign Language (ASL) is typically their primary language, though other sign languages include SEE, Cued Speech, and Tactile. Expecting Deaf candidates to lip-read or rely on written communication is like asking someone who speaks only Mandarin to interview in English.
When arranging for a sign language interpreter, ensure they are certified and experienced in ASL. Best practice is to get an interpreter who specializes in the vocabulary discussed in the interview, such as legal, medical, or engineering. This isn’t a job for your cousin who took a few sign language classes in college. Professional interpreters ensure nothing gets mixed up or confused and allow the candidates to fully express themselves and understand what’s being asked.
Book the interpreter well in advance. Last-minute scrambling is not an option. Ensure the interpreter has enough context about the interview to prepare appropriately. Also, remember that the interpreter is there to facilitate communication, not to participate in the interview. They should position themselves so the candidate can maintain eye contact with the interviewer, not the interpreter. The interviewer should speak with the candidate, not the interpreter.
2. High-Quality Closed Captioning
If you’re interviewing someone Deaf or hard of hearing, they might also request high-quality closed captioning or Communication Access Realtime Translation (CART). People with longstanding hearing loss who speak may have what’s called dysfluent speech, or colloquially, a “deaf accent,” which AI and automatic captioning struggle with. Don’t cheap out and rely on AI/auto-generated captions that might turn “I have experience in leadership roles” into “I have expertise in leaping trolls.” It’s not just frustrating; it’s unprofessional and can drastically change what you or the candidate are communicating.
CART services provide word-for-word transcription of spoken communication, delivered in real time. “Respeaking” is a lower-quality form of captioning that does not provide an equal experience. CART ensures accuracy where the candidate receives the same information as everyone else in the room. If your company doesn’t have a contract with a CART vendor, the time to fix that is before you need their services. This isn’t just about the interview; it’s about every stage of the hiring process, from phone screens to final rounds.
3. Accessible Facility / Teleconference software
Imagine being invited to an interview and discovering there’s nowhere to park. Once you get in, the conference room is stuffed with furniture that makes wheelchair navigation impossible. This isn’t just an inconvenience. Facilities must be accessible. Accessible parking must be close to the building’s entrance, with a clear path to the door and no obstructions like construction equipment or delivery trucks. The pathway to the interview area should be clear of obstacles, and the interviewer should be able to reach it easily.
If the interview is virtual, this might seem moot, but don’t forget that candidates with disabilities might still need to visit your office at some point. Also, consider your virtual interview tools. Ask the candidate for their preference, because some tools work better than others when used with assistive technology. Having an accessible interview environment isn’t just about complying with the ADA; it’s about showing that your company genuinely cares about all employees’ needs.
4. Breaks and Extra Time
Not every candidate can sit through a 90-minute intense interview without a break. Some people with disabilities, such as those with chronic pain or fatigue, may need to take short breaks to stretch, rest, or manage their symptoms. Neurodiverse people also often need a few minutes to mentally decompress and reset between interviewers. Denying this isn’t just inconsiderate; it can also mean missing out on a great candidate who needs a bit more flexibility.
When scheduling interviews, ask candidates if they need breaks or additional time. This can be especially important in interview scenarios where multiple tasks or questions are presented in a single session. For example, a candidate with a cognitive disability may need extra time to process questions and formulate responses. Accommodating these needs isn’t about giving someone an unfair advantage; it’s about leveling the playing field.
5. Questions in Advance
For candidates with disabilities, especially those with cognitive or anxiety-related conditions, getting questions in advance can be the difference between a successful interview and a disaster. Some disabilities affect processing speed or the ability to think on the spot, making traditional interview formats challenging.
Providing questions in advance lets candidates prepare thoughtful, thorough responses that reflect their abilities. This practice benefits all candidates, not just those with disabilities. It also improves the likelihood that all candidates are asked the same questions, which should help eliminate bias.
6. Alternative Test Formats
Some roles require candidates to complete tests or assessments during the interview process. For candidates with disabilities, the standard test format might not be accessible or might not accurately measure their abilities. For example, a timed written test might disadvantage someone with a learning disability or physical impairment that affects writing speed.
Offering alternative test formats is crucial. This might mean providing extra time, allowing assistive technology, or offering a different type of assessment altogether, such as a verbal explanation instead of a written one. The key is to focus on the skill you are assessing, not the mechanism used to assess it. If the goal is to evaluate knowledge, does it matter if the solution is typed, spoken, or drawn?
The Bottom Line: Timely Accessibility Is Non-Negotiable
If your interview process isn’t accessible, you’re not just failing people with disabilities—you’re failing your organization by excluding a whole segment of potential talent. You are also opening up your organization to EEOC investigations. Accommodations should never be an afterthought; they should be an integral part of your comprehensive talent acquisition process. Offer accommodations to all candidates, not just those who proactively identify as having a disability.
Also, be prepared to offer accommodations before they are requested. Another area where the EEOC loves to issue huge fines against companies is when an individual’s candidacy is dropped because requested accommodations cannot be arranged in time to consider them for the position they applied for. This is why it is so critical to have contracts in place for interpreters and CART.
Making your interview process accessible isn’t just about checking boxes for compliance; it’s about recognizing that diversity includes disability and that inclusion means making room for everyone at the table. Accommodations aren’t about lowering the bar—they’re about giving every candidate a fair chance to show what they can bring to your team.
An inclusive interview process doesn’t just benefit candidates with disabilities; it benefits everyone. It sends a message that your company values diversity and inclusion and is committed to creating an environment where everyone has the opportunity to succeed. This is especially important for younger candidates, who are vastly more likely to apply to companies they believe are inclusive. The next time you’re planning an interview, take a moment to think about accessibility.