Due to COVID-19, more employees are teleworking, and this can be a benefit for those with disabilities. But telework presents new agen bola sbobet that employers must address to ensure digital accessibility.
The Americans with Disabilities Act (ADA) provides the legal framework, but the opportunity that accessibility presents is too great to ignore.
Since the passage of ADA in 1990, businesses in the United States have learned how to ensure that workplaces are both welcoming and accessible, to create an environment that fosters productivity. Considering that more than 1 billion people around the world live with a disability, including roughly 25% of American adults, it isn’t hard to understand why this is so critical.
In the workplace, many employers offer assistive technologies or accommodations so employees with disabilities can perform their jobs. Specific to digital access, this may include screen reader software, refreshable Braille displays, magnification hardware or software, speech-to-text applications, and a lot more.
As a consequence of COVID-19, more and more employees are teleworking, and this certainly is a benefit for many people with disabilities: Their homes are more likely to be arranged with accessibility front of mind than their onsite offices. Moreover, people can now avoid navigating public transportation during rush hour.
However, telework presents new issues that employers must address to ensure digital accessibility for their employees with disabilities.
Employees who haven’t had to work remotely before may lack resources to do their job at home that they traditionally use at the office. For instance, offsite use of the company intranet or communication portals may not be fully accessible to employees with disabilities. As work shifts to greater reliance on online resources, failures in accessibility of digital content are more prominent and more problematic.