As a best practice, you should include your disability accommodation statement at the beginning of the application process. This should be prominently displayed and not buried deep in other pages on your career site. This would notify applicants that you are an equal opportunity/affirmative action employer and it would provide them with information on how to request an accommodation during the application process. Ideally, it should include the name of the person to contact, a phone number and/or an email address, and the process for requesting an accommodation. The simple way to think about it is: If an applicant had a disability that required them to request an accommodation in order to apply, would they be able to do that? Would they be able to find the contact information right away? If they contacted that number, would they be able to get the assistance they need to complete the application? That is the general principle behind this. Beyond posting your disability accommodation statement, you might also want to test your online application system to make sure that all of the relevant information can be read by an applicant who is using a screen reader or other assistive technology. Some best practices for website accessibility include providing text equivalents to images and other visual material, providing captions for audio or video files, providing the ability to increase font sizes, and the like. You can find more information on website accessibility best practices on the Job Accommodation Network (JAN) website.

You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.