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Ensuring Your Website and Job Listings Comply with the Americans With Disabilities Act

Company websites are designed to be accessible to all because; they drive business, create and retain customers, nurture client relationships and increase search engine optimization.  In our April 2019 e-blast (click here for full article), PMP wrote about the need to ensure that websites are compliant with the Americans with Disabilities Act (ADA), specifically accessible to the visually impaired.

For the same reasons, businesses should ensure career websites and pages are accessible to those with vision, hearing or other impairments.

In today’s tough market for talent, employers already use various strategies and online tools to attract qualified applicants to fill open positions.  A company website that is not accessible to those with an impairment, who cannot even learn about or apply for any job opening, is ineffective and, when individuals cannot access content or apply for jobs, can lead to lawsuits.

The Web Content Accessibility Guidelines (WCAG) 2.0AA defines how to make Web content more accessible to people with disabilities.  Accessibility involves a wide range of disabilities, including visual, auditory, physical, speech, cognitive, language, learning, and neurological disabilities.  Even though this has not yet been adopted by the ADA as the legal standard to determine whether a website violates the ADA, the WCAG 2.0 AA has been applied by most courts as the ADA standard.

Companies send a positive message to customers, clients, existing employees and all potential applicants when the websites and careers pages are useable by those with impairments and disabilities.  Expanding your talent pool with accessibility to your career pages can have a positive impact on business.


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