Of course you wouldn’t have an office building without ramps to allow disabled people access.
But are you keeping out disabled people virtually?
It’s a common and increasingly costly misstep. From customers to potential job applicants, if your website isn’t accessible to visually impaired folks, that can be considered a violation of the Americans with Disabilities Act (ADA).
And you could pay a steep price.
Website accessibility lawsuits almost tripled last year: 2,258 were filed in federal court in 14 different states, the legal eagles at Seyfarth Shaw recently told the Society for Human Resource Management.
While many of the suits have been focused on visually-impaired or blind customers who can’t access businesses’ website, more and more cases are now focusing on prospective employees who can’t access job opening pages or even electronic job applications due to their vision issues.
That leaves no time to lose to make sure your website, including hiring portals, are ADA-compliant.
New federal rules are coming, but with the number of claims rising sharply, you can’t afford to wait.
There’s a long list of ways to get there. But it includes everything from having alt-tags so screen readers can describe elements on a website to users to including periods on words like IRS so screen readers pronounce them properly.