Someone opens their laptop and takes a deep breath. They are applying for a job they would be great at…on paper, anyway. Resume is polished. Cover letter tailored. They’ve researched the company, followed the recruiter online, and triple-checked the time zone for the virtual interview. Still, their stomach knots. Not from nerves, but from experience.
They know what’s coming: the online application that freezes their screen reader, the “required” checkbox they can’t physically click, the inaccessible calendar link that leaves them fumbling just to confirm the interview. And then there’s the moment they have to decide AGAIN whether or not to disclose their disability. Do they speak up now and risk being quietly passed over? Or wait until they need an accommodation and hope they are met with understanding instead of silence?
People think the hardest part of getting hired is proving you’re qualified. But for this person, the hardest part is getting through the door at all—even when that door is digital. This isn’t just about broken websites or missing captions. It’s about being asked to navigate a system that wasn’t built for this person, and being expected to smile through it anyway.
The modern job hunt often promises inclusivity and equal opportunity. But for people with disabilities, that promise frequently falls short, especially when it comes to navigating today’s increasingly digital hiring landscape. While online platforms and virtual interviews were meant to streamline the process, they’ve also introduced new hurdles for individuals who already face systemic barriers to employment.
Hidden Barriers People with Disabilities Face in the Hiring Process
Let’s take a closer look at what it’s really like to navigate the hiring process with a disability, starting from the first click on a job application to the final interview round.
1. The Digital Divide: Inaccessible Online Applications
Many job searches begin online, but for individuals with disabilities, this first step can already be a dead end.
- Unfriendly user interfaces: Applicants who use screen readers often find that job boards and company career pages are not optimized for accessibility. Missing alt text, unlabeled buttons, and convoluted navigation make it difficult—if not impossible—to complete basic tasks.
- Time-consuming barriers: Fields that time out quickly, lack auto-fill, or have unclear validation rules can require significantly more time and effort. Someone with motor disabilities, for example, may struggle with forms that don’t accommodate alternative input devices like voice typing or eye tracking.
- Cognitive overload: Complex or cluttered pages can be overwhelming for individuals with cognitive or neurodevelopmental disabilities. Clear, concise design with logical flow isn’t just good UX, it’s essential for equitable access.
2. One Size Doesn’t Fit All: Virtual Interviews Without Support
The shift to virtual interviews opened many doors, but not for everyone. For people with disabilities, it often means facing the same obstacles, just through a different screen.
- Lack of accommodations: Many interview platforms don’t have built-in features for accessibility (ie live captions, screen reader compatibility, or the ability to adjust font size and contrast). And candidates often feel uncomfortable or stigmatized asking for them.
- Technical mishaps: Poorly coordinated interviews can lead to unexpected tech issues. Imagine a blind applicant being sent a non-accessible Zoom link without prior testing or guidance.
- Inflexible structures: Traditional interviews often favor fast-paced responses and “on-the-spot” thinking. For candidates with anxiety, autism, or processing disorders, this can create an unfair disadvantage. Structured interviews with advance questions or alternative formats could help but are really rarely offered.
3. The Disclosure Dilemma: “Should I Say Something?”
Deciding whether to disclose a disability is one of the most complex and personal choices a job seeker can make.
- Fear of bias: Despite laws like the ADA, unconscious bias is still pervasive. Many candidates worry that disclosing a disability will lead to assumptions about their capabilities or “fit.”
- Risk vs. reward: Without disclosure, requesting accommodations becomes impossible. But disclosing early in the process can mean being screened out before ever getting the chance to demonstrate skills.
This catch-22 often forces candidates to choose between honesty and opportunity.
4. Systemic Exclusion: The Bigger Picture
Even when individual hiring teams want to be inclusive, broader systems and structures still lag behind.
- Lack of training: Many recruiters and hiring managers are unfamiliar with disability inclusion best practices. This leads to awkward interactions, inaccessible processes, and missed opportunities to diversify the workforce.
- Tokenism vs. true inclusion: Some companies highlight diversity but don’t follow through with meaningful accessibility measures. Inclusion shouldn’t stop at a checkbox on a job posting. It needs to be embedded into every stage of hiring and employment.
A Way Hiring Teams Can Move Toward an Equitable Future
Recruiters should build accessible systems. Every digital hiring tool, from job boards to interview platforms, must be designed with accessibility in mind from the start. And perhaps start offering accommodations proactively. Don’t wait for candidates to ask. Clearly communicate options and create a welcoming environment that normalizes diverse needs.
Training and education are also going to be key. Equip your greater hiring team with the knowledge and empathy needed to recognize and dismantle barriers, not just manage them. So, listen to the lived experiences of your candidates. The best insights come from people with disabilities themselves. Include them in the design, feedback, and evolution of hiring processes.
Inclusion is not a favor…it’s a right. As we continue to digitize and innovate in the hiring space, we must ensure no one is left behind. Accessibility and empathy should be non-negotiables, not afterthoughts. If we want a truly inclusive workforce, we must start by rebuilding the gates, so that everyone has a fair chance to walk through.
