HR Process Accessibility: A Professional Equality Issue
Access to employment is a fundamental right. Yet the unemployment rate for people with disabilities remains double the national average in France (14% vs 7%). Digital barriers in recruitment processes contribute to this inequality.
Companies with over 20 employees must legally employ 6% workers with disabilities (OETH). An inaccessible careers site is paradoxical: how to recruit people with disabilities if they cannot apply online?
Accessible Job Postings
Job postings must have clear h1 titles, structured sections with h2 headings, bullet lists for requirements, disability openness mentions, and accommodation contact information. Search engines must feature keyboard-accessible filters and aria-live result counts.
Application Forms
Forms need explicit labels, accessible file upload buttons accepting multiple formats, text alternatives for cover letters, clearly marked required fields, and descriptive error messages. When choosing an ATS (Workday, Taleo, Greenhouse), demand a VPAT and test the candidate journey with a screen reader.
Video Interviews
Video interview tools must be screen reader compatible, display readable text questions, allow extra time, and offer alternatives to video format (phone, in-person).
Employee Portals
Internal HR portals must also be accessible: pay slips in accessible PDF/HTML, accessible leave request forms, accessible internal LMS platforms, and usable annual evaluation forms.
An inaccessible recruitment process is not just regulatory non-compliance — it is discrimination that deprives the company of diverse talent.