NDEAM is over, but the work continues. As a blind professional who uses a screen reader, I aim to demonstrate how culture and accessibility intersect in three key areas of work life: online job applications, starting a new role, and maintaining productivity over time.
This post describes three real accessibility barriers I encountered in October as a blind screen reader user.
Almost all job applications are digital. Applying for a job online can be a challenging process for users of screen readers.
Several stages of the process are notorious for accessibility deficiencies. The upload flow for resumes, cover letters, and other documents is a common blocker. Interfaces that invoke the system file browser and confirm selections often include unlabeled buttons, keyboard traps, or controls that do not announce file names for review.
Many online applications also parse uploaded documents and push the text into a proprietary field. Formatting, order, and paragraph structure changes alter the meaning and presentation of the original file. Users are then expected to recreate their document in that field before submitting.
For screen reader users, this rarely works correctly. Text editing commands may not behave as expected, focus can jump unpredictably, and non-word elements, such as phone numbers and dates, may not be read aloud due to font or formatting changes.
Additionally, many applications require manual entry of prior roles and timelines. These forms combine text fields, drop-down menus, and calendar pickers. Common problems include unlabeled or mislabeled fields, focus returning to the top after interacting with a control, and fields whose contents cannot be reviewed with a screen reader.
In practice, these flaws can prevent screen reader users from applying.
If you are unsure what is fact versus assumption, start with my earlier post on busting myths about people with disabilities at work
The first days or weeks in a new position can be challenging for people with disabilities.
From a technology standpoint, a new hire is flooded with unfamiliar websites, programs, email clients, and internal systems. Even if everything were perfectly accessible, it would still take time to learn the layout, functionality, and navigation flows. Since I cannot see the screen, I need to explore and discover everything manually, which takes longer than it does for a sighted colleague.
Employers do not always understand this learning curve and may expect instant, maximum productivity, which can be overwhelming.
The more likely scenario is that not everything will be accessible. Many companies rely on proprietary software, systems that are not public-facing, or platform-specific tools. When these are inaccessible, the new employee must build workarounds to get things done.
Another challenge is an unwillingness to make reasonable accommodations. Some digital experiences are designed primarily for point-and-click interaction. Even when technically accessible, the playing field is not always level.
For example, spreadsheets can be made accessible, yet their visual, tabular format offers advantages that do not translate well for me. I often perform better with list or row-based structures. Many employers resist letting workers with disabilities do things differently, even if the quality and timeliness of the outcome are the same.
For more day-to-day context, see my take on workplace accessibility as a blind professional
Screen reader users also rely on finely tuned personal setups. Custom screen reader and OS settings can dramatically improve efficiency. While I understand there are security constraints, allowing employees to use their own technology when possible can unlock real productivity. Working with familiar configurations lets us perform at our best.
The bottom line is that accommodations are often necessary to provide workers with disabilities the tools and flexibility they need to excel. An open mind and a willingness to consider alternatives are how you make accessibility part of team culture.
Once employees with disabilities settle into a job, things usually run more smoothly. That does not mean issues disappear.
Software updates can change core functionality or break accessibility. Job duties can shift without warning. New tools can appear overnight. Each change may slow someone down and require a period of adjustment.
Many of us rely on familiarity and consistency. When patterns are disrupted, different accommodations may be necessary to maintain strong productivity.
There are also limits. Sometimes a gap cannot be fully bridged, or a playing field cannot be perfectly leveled. When that happens, it is essential to remain open-minded and adjust job requirements so that the employee can work as efficiently as possible, considering their strengths, preferences, and capabilities.
What we do following matters. Review your application flows with a screen reader, give new hires time to learn unfamiliar systems, and support alternative methods that achieve the same result. Make these steps a routine part of your corporate culture.
Inclusion is the tools, time, and choices you make every day.
This is a guest post from our marketing contributor, Michael Taylor. It reflects his opinions and experiences. Read more about Michael and some other posts on his experience online here.