Disabled Workers: Screened Out by Digital Hiring

In today's digital age, hiring processes have become increasingly automated, with artificial intelligence (AI) and digitized assessments playing a significant role. However, this shift has raised concerns about the accessibility and fairness of these tools, particularly for disabled workers. A recent report by the Center for Democracy and Technology (CDT), "Screened Out: The Impact of Digitized Hiring Assessments on Disabled Workers," highlights the challenges and discriminatory outcomes faced by disabled job seekers in the digital hiring landscape.



The CDT report found that digitized assessments often present significant accessibility barriers and potentially discriminatory outcomes. For instance, an emotional intelligence test used in the study lacked alt text descriptions, making it inaccessible to people with low vision or blindness. Additionally, the test did not provide enough context for people on the autism spectrum to accurately interpret emotions based on the images (Luria, 2024).

Moreover, these assessments may be inherently biased against disabled workers. Some participants in the study believed that these tests were designed with a flawed standard in mind, not considering differing abilities. One participant stated, "They’re consciously using these tests knowing that people with disabilities aren’t going to do well on them and are going to get self-screened out" (CDT, 2024).

The use of these assessments can also create a self-screening effect, where disabled workers may choose not to apply for jobs due to the perceived difficulty or lack of accommodations. This can lead to a decrease in the number of disabled applicants, further exacerbating the underrepresentation of disabled workers in the workforce.

To minimize the potential harm that hiring tools may cause to disabled workers, employers and developers should follow these recommendations:

1. Evaluate the necessity of digitized assessments: Employers should assess whether a digitized assessment is truly necessary for the specific role they are hiring for. They can consider alternative methods of measurement that may more accurately measure relevant skills and abilities (CDT, 2025).
2. Follow accessibility guidelines: Both employers and developers should adhere to accessibility guidelines, such as the Web Content Accessibility Guidelines (WCAG) and initiatives of the Partnership on Employment and Accessible Technology (PEAT). These guidelines help ensure that digital content is accessible to people with a wide range of disabilities (CDT, 2025).
3. Use assessments as a supplementary part of the hiring process: If a digitized assessment is deemed necessary, it should be used as a supplementary part of the hiring process rather than as a screening tool. This ensures that the comprehensive human evaluation of a candidate is not replaced by the assessment (CDT, 2025).
4. Be transparent about the use of hiring tools: Employers should be transparent about when and how these tools will be used in the hiring process, ideally from the initial job posting. This helps potential job candidates, including those with disabilities, make informed decisions about applying for the job and whether to disclose their disability or request accommodations (CDT, 2025).
5. Involve people with disabilities in the development and testing process: Employers and developers should involve people with disabilities in the development and testing of hiring tools. This helps ensure that the tools are designed with the needs and perspectives of disabled workers in mind, reducing the risk of unintended barriers or biases (CDT, 2025).
6. Regularly review and update hiring tools: Employers and developers should regularly review and update hiring tools to ensure they remain accessible and inclusive. This helps address any new accessibility challenges or changes in technology that may impact the usability of the tools for people with disabilities (CDT, 2025).

By following these recommendations, employers and developers can help minimize the potential harm that hiring tools may cause to disabled workers and create a more inclusive hiring process. This will not only benefit disabled workers but also contribute to a more diverse and skilled workforce.

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