This will include liaising with the CEOs of key AI Big Tech innovators such as Alphabet, Microsoft and OpenAI, a $140 million investment in seven new National AI Research Institutes and the issuing of draft policy guidance on the use of AI systems for public comment.
Take a timed computer aptitude test for example – such a program will naturally disadvantage a candidate with limited dexterity due to an upper limb impairment or indeed someone with moderate low vision. Resume scanning software that flags gaps in employment history will naturally mark down a disabled job seeker who may have previously spent long periods in hospital.
There are a number of steps organizations can undertake to counter some of the issues detailed above. Another vital step that employers can undertake is asking AI software vendors what accessibility features are included within their products and whether these have been tested directly alongside people with disabilities. The more organizations prioritize this, the more they help establish accessibility provisions as a procurement requirement and differentiator.
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