This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Chancey Fleet. Chancey is an assistive technology coordinator for a library in New York. Chancey is an affiliate in residence at Data and Society Research Institute. She also serves as President of the National Federation of the Blind’s Assistive Technology Trainers Division.
Ep 185 - Making Artificial Intelligence Inclusive for Hiring and HRLauren Lindemulder
It seems like in the news we are bombarded with the fear of how technologies like artificial intelligence is eliminating jobs and putting us out of work. It’s because of that I’ve been on a mission to learn more about AI and the different ways it can be used to humanize the hiring and workplace.
In my continued quest to find resources on the topic of artificial intelligence and how this tech is being used to create a more inclusive workplace.
In 2018, only four out of ten people with disabilities are reported to be employed. As part of my continued partnership with PEAT, as part of our future of work series, we are shining a spotlight on making the workplace, jobs, and employment more accessible. Today we are talking about how technologies like machine learning, AI, and blockchain are making it easier for people with disabilities to connect with employers and for employers to hire people with disabilities.
Workology Podcast Ep 129: Disruptive Digital Trends at SXSW Workology
Workology Podcast interview with Jay Samit discussing how chat bots, augmented reality, virtual reality, and other tech is changing how we hire, recruit, engage and work in the office. Jay offers some great insights into how to embrace these new technologies and what the future holds for us.
Ep 246: Accessibility Solutions for EmployersWorkology
Two of the biggest myths when it comes to working with disabilities is the belief that technology and employee accessibility is expensive. The second is the belief that employees with disabilities hurt not help drive business revenue. These myths are conversations we need to hit and work to debunk which is why I’m excited to talk to my podcast guest today.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Mike Hess.
Workology Podcast Ep 134: The Future of Work: Job Seeker and Employee Accessi...Workology
Workology Podcast interview with Sassy Outwater discussing the job application, interview, and selection process for candidates who have disabilities. Sassy also walks us through how employers can make the workplace more accessible for all employees including people with disabilities.
Ep 184 - Employment Success for People with DisabilitiesLauren Lindemulder
Today, I’m joined by Jim Fruchterman. Jim Fruchterman is the founder of Benetech, a non-profit that empowers communities with software for social good uniting two worlds: the social sector and Silicon Valley. They work closely with both communities to identify needs and software solutions that can drive positive social change.
Jim is a former rocket engineer who also founded two successful for-profit high technology companies and has received numerous awards, including the MacArthur Fellowship and the Skoll Award for Social Entrepreneurship, in recognition of his work. He is a Distinguished Alumnus of the California Institute of Technology (Caltech).
Episode 223: Making The Virtual Workplace AccessibleWorkology
With so many offices transitioning to remote work and all that technology that helps power that it's easy to get overwhelmed or to be unsure where to start. When it comes to the virtual accessible workplace, I wanted to get you up to speed, which is why I'm talking to my next guests while also pointing out to you at handful a ton of great resources to help educate you and your leadership team on how to make your remote workplace more accessible. This episode of the Work All Day podcast is part of our Future of Work series powered by PEAT. The Partnership Unemployment Inaccessible Technology in honor of the upcoming 30th anniversary of the Americans with Disabilities Act. This July, we're investigating what the next 30 years will look like for people with disabilities at work and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I'm joined by Josh Christianson. He's the co-director of the partnership Unemployment Inaccessible Technology or PEAT. Josh, welcome to the Workology podcast.
Ep 132 - Workology Podcast: The Future of Accessible Workplace TechnologyWorkology
In this episode of the Workology Podcast, we talk with Larry Goldberg and Kate Sonka of Teach Access. They discuss how their organization helps provide training and support for the training of accessibility in college and university design and programming programs. With an increased focus on accessible technology for consumers, businesses, and workplaces hear how you can help train and support college accessibility training programs in your roles as HR and talent leade
Workology Podcast Episode 141 – Future of Work: Apprenticeships and Employing...Workology
I don’t think I need to remind you that we are at an inflection point when it comes to employment and the available talent we have in the market. There are now more jobs than unemployed looking for work. Especially in the technology sector, there are not enough skilled workers to fill these highly technical roles and there won’t be for years, and I mean years, unless as employers we look at creative ways to skill up our existing workforce with apprenticeships.
Ep 185 - Making Artificial Intelligence Inclusive for Hiring and HRLauren Lindemulder
It seems like in the news we are bombarded with the fear of how technologies like artificial intelligence is eliminating jobs and putting us out of work. It’s because of that I’ve been on a mission to learn more about AI and the different ways it can be used to humanize the hiring and workplace.
In my continued quest to find resources on the topic of artificial intelligence and how this tech is being used to create a more inclusive workplace.
In 2018, only four out of ten people with disabilities are reported to be employed. As part of my continued partnership with PEAT, as part of our future of work series, we are shining a spotlight on making the workplace, jobs, and employment more accessible. Today we are talking about how technologies like machine learning, AI, and blockchain are making it easier for people with disabilities to connect with employers and for employers to hire people with disabilities.
Workology Podcast Ep 129: Disruptive Digital Trends at SXSW Workology
Workology Podcast interview with Jay Samit discussing how chat bots, augmented reality, virtual reality, and other tech is changing how we hire, recruit, engage and work in the office. Jay offers some great insights into how to embrace these new technologies and what the future holds for us.
Ep 246: Accessibility Solutions for EmployersWorkology
Two of the biggest myths when it comes to working with disabilities is the belief that technology and employee accessibility is expensive. The second is the belief that employees with disabilities hurt not help drive business revenue. These myths are conversations we need to hit and work to debunk which is why I’m excited to talk to my podcast guest today.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Mike Hess.
Workology Podcast Ep 134: The Future of Work: Job Seeker and Employee Accessi...Workology
Workology Podcast interview with Sassy Outwater discussing the job application, interview, and selection process for candidates who have disabilities. Sassy also walks us through how employers can make the workplace more accessible for all employees including people with disabilities.
Ep 184 - Employment Success for People with DisabilitiesLauren Lindemulder
Today, I’m joined by Jim Fruchterman. Jim Fruchterman is the founder of Benetech, a non-profit that empowers communities with software for social good uniting two worlds: the social sector and Silicon Valley. They work closely with both communities to identify needs and software solutions that can drive positive social change.
Jim is a former rocket engineer who also founded two successful for-profit high technology companies and has received numerous awards, including the MacArthur Fellowship and the Skoll Award for Social Entrepreneurship, in recognition of his work. He is a Distinguished Alumnus of the California Institute of Technology (Caltech).
Episode 223: Making The Virtual Workplace AccessibleWorkology
With so many offices transitioning to remote work and all that technology that helps power that it's easy to get overwhelmed or to be unsure where to start. When it comes to the virtual accessible workplace, I wanted to get you up to speed, which is why I'm talking to my next guests while also pointing out to you at handful a ton of great resources to help educate you and your leadership team on how to make your remote workplace more accessible. This episode of the Work All Day podcast is part of our Future of Work series powered by PEAT. The Partnership Unemployment Inaccessible Technology in honor of the upcoming 30th anniversary of the Americans with Disabilities Act. This July, we're investigating what the next 30 years will look like for people with disabilities at work and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I'm joined by Josh Christianson. He's the co-director of the partnership Unemployment Inaccessible Technology or PEAT. Josh, welcome to the Workology podcast.
Ep 132 - Workology Podcast: The Future of Accessible Workplace TechnologyWorkology
In this episode of the Workology Podcast, we talk with Larry Goldberg and Kate Sonka of Teach Access. They discuss how their organization helps provide training and support for the training of accessibility in college and university design and programming programs. With an increased focus on accessible technology for consumers, businesses, and workplaces hear how you can help train and support college accessibility training programs in your roles as HR and talent leade
Workology Podcast Episode 141 – Future of Work: Apprenticeships and Employing...Workology
I don’t think I need to remind you that we are at an inflection point when it comes to employment and the available talent we have in the market. There are now more jobs than unemployed looking for work. Especially in the technology sector, there are not enough skilled workers to fill these highly technical roles and there won’t be for years, and I mean years, unless as employers we look at creative ways to skill up our existing workforce with apprenticeships.
Ep 180 - How Autonomous Vehicles create a more Inclusive & Diverse WorkplaceLauren Lindemulder
Autonomous vehicles offer a way to improve mobility for people with disabilities helping them not only get to work be lead a more mobile and empowered life. The technology behind this is still very new, but it offers a lot of promise for not only people with disabilities but also the aging workforce. This also benefits employers are two often underemployed groups have access to transportation and filling roles within your organization.
In this episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. We will be hearing from Amitai Bin-Nun the Vice President of Autonomous Vehicles and Mobility Innovation at Securing America’s Future Energy (SAFE) about autonomous vehicles and self-driving technology is being shaped as well as how this tech is helping to change the future of job creation, unemployment, and the talent landscape.
Workology Podcast Ep 128: Accessibility in the Gig EconomyWorkology
Podcast interview with Jeff Bigham discussing how the gig economy and machine learning technology is providing work opportunities for people with disabilities. Jeff talks about how these gig workers can scale up, his research and how HR and workplace leaders can help.
Ep 230 Accessibility, Training and Job Creation Workology
Workology Podcast interview with Shane Kanaday from Source America on the topic of job creation, accessibility, and training for people with disabilities at work.
Workology Podcast interview transcript for episode 127 with Jessica Miller-Merrell and Martez Mott discussing his touchscreen technology research and accessible design for people with disabilities. This interview dives into the inclusive design in the workplace that focuses on mobile devices, touch screens, and tablets and the future of machine learning focused on this evolving technology space.
Episode 245: How Customer Experience Starts with AccessibilityWorkology
Sometimes the business case might get in the way of just doing the right thing. This happens a lot in my opinion when we are looking at accessibility and diversity and inclusion efforts. We often get caught up in the ROI of doing something instead of doing it because it’s the right thing. It’s not so much about the ROI as it is with being a good citizen of the universe and making your business and workplace accessible.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Ted Drake.
Ep 120: Cisco's Inclusive Hiring Program with Pat RomzekWorkology
Workology Podcast transcript interview with Pat Romzek discussing the Cisco Project Life Changer Program focused on inclusive hiring for persons with disabilities.
Ep 234 - Understanding Workplace Accessibility Technology TestingWorkology
I’m joined by Hadi Rangin. Hadi is an information technology accessibility specialist for Accessible Technology Services (ATS), which includes the Accessibility Technology Center (ATC) and DO‑IT. His main focus in working with DO‑IT is to promote accessible design for students across the nation, and working with staff, developers, administration, and technology vendors. Hadi has worked with companies including Zoom, Microsoft, Workday, and Peoplesoft.
Episode 232: The Role of Universal Design in Workplace Inclusion & Accessibil...Workology
According to The Mobility Resource, 18 million people have a limited mobility caused by everything from accidents to disease to the aging process. Only 12 percent of people with spinal cord injuries or SCI are employed one year post injury, and only 33 percent are employed in post injury, year 30. In this podcast interview, I wanted to shine a spotlight on mobility disabilities, including spinal cord injuries. I'm excited for you to hear today's guest. She shares her personal experience, how she's helping others, and ways that employers can make their workplaces more accessible using technology for all employees, including those with mobility disabilities. This episode of the Workology Podcast is part of our Future of Work series, powered by PEAT, The Partnership on Employment and Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we're investigating what the next 30 years will look like for people with disabilities at work and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I'm joined by Brook McCall. Brook is the director of Tech Access Initiative at the United Spinal Association. Brook leads the Tech Access Initiative at United Spinal, focused on emerging tech and where these things are tied to employment success for job seekers living with mobility disabilities. Through the initiative she's leading for United Spinal, she is working hard to connect with the tech industry. Brook is working with industry partners to advance accessible technology and is supporting tech insiders in their communities as they engage with users to understand their end user experience. Current partners include Teladoc, Microsoft, Verizon, and Google.
Ep 121: How Artificial Intelligence Creates Discrimination in HR & RecruitingWorkology
Workology Podcast interview with Dr. Jutta Treviranus discussing how artificial intelligence can create opportunities for discrimination. The interview discusses how inclusive design can help eliminate discrimination in hiring, recruiting and employment decisions.
Episode 220: Future of Work: How to Find and Select Accessible Workplace Tech...Workology
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Gregg Vanderheinen.
Gregg Vanderheinen directs the Trace R&D Center at the University of Maryland and co-directs Raising the Floor, part of an international consortium of over 50 companies and organizations building the Global Public Inclusive Infrastructure (GPII) with the goal of making all digital interfaces accessible. Gregg is recognized as a pioneer in computer access for people with disabilities and has worked in the field of technology and disability for just shy of 50 years. Many of the initial digital accessibility features for both Windows and MacOS came from his work with Apple and Microsoft.
His work can be seen in a wide range of products including computers, phones, Automated Postal Stations, Amtrak ticket machines, and airport communication terminals. He has worked with over 50 companies and numerous government advisory & planning committees including FCC, NSF, NIH, GSA, NCD, Access Board and White House. Gregg, welcome to the Workology Podcast.
Workology Podcast Episode 136 – Future of Work: Workplace Accessibility and I...Workology
According to the Amplify Accessibility Report from Accenture, people with disabilities can potentially add an additional $23 billion to the global economy. Advances in accessibility technology can help make this a reality enabling more than 88 million of the 160 million people with disabilities to be a part of the workforce. As part of our Future of Work series in partnership with PEAT, we wanted to explore ways technology enables people with disabilities to participate in the workforce.
Workology Podcast Ep 125 Future of Work: The Role of Contract Labor in Govern...Workology
Interview with Scott Wiseman and Joe Bielawski discussing how public sector hiring and recruiting in the government is changing including the increase in the gig economy and contractor worker. We dive into building talent clouds, co-employment and how the gig economy means more opportunities for persons with disabilities.
What Universal Access Means for the Gig Economy and People with DisabilitiesJessica Miller-Merrell
Podcast interview with Bobby Silverstein that looks at how the gig economy and web-based marketplaces are changing how gig workers are classified and how the accessibility requirements in relation to the Americans with Disabilities Act or ADA. See how Uber's recent court cases are shaping the future of employment law and how HR and recruiting recruits, hires, and engages freelancers, gig workers, project-based and contract workers.
Early Results Find Companies Spend $173 on Advertising Per HireSoftware Advice
In 2012, the American National Standards Institute accepted The Society for Human Resources’ (SHRM) proposal to establish a recognized method for determining cost per hire.
Software Advice ran a survey to determine one key piece of companies’ external hiring costs: advertising and marketing cost per hire.
Episode 190: Creating Authentic & Inclusive Experiences for Your WorkforceWorkology
The world is moving quickly and changes are happening in the way we live and work fueled by technology combined with a new awareness. We are more conscious of other types of people and lifestyles of fellow citizens not just in the US but on earth. Our responsibilities as business leaders and HR is to create workplaces that are inclusive and many of us struggle with how to get started as well as how to get the executive support to make that happen. Today, I’m joined by Frances West, she is internationally recognized thought leader, keynote speaker, strategy advisor and women-in-technology executive. Frances has held many global executive positions from marketing, sales to business development and strategic partner management. She was IBM’s first Chief Accessibility Officer and received an Honorary Doctor of Science degree from the University of Massachusetts in Boston for her work in accessibility research and digital inclusion.
Truth and Dare - Out of the echochamber into the fireJason Mesut
This is a presentation that starts to touch on the risks and issues circling the UX echochamber right now, and what we can do to battle them.
It's a presentation I gave at EuroIA on September 23rd 2011. It has been designed to be readable without presentation and also to aid comprehension by non-english speaking audiences. Hence the amount of wordy slides.
Ep 180 - How Autonomous Vehicles create a more Inclusive & Diverse WorkplaceLauren Lindemulder
Autonomous vehicles offer a way to improve mobility for people with disabilities helping them not only get to work be lead a more mobile and empowered life. The technology behind this is still very new, but it offers a lot of promise for not only people with disabilities but also the aging workforce. This also benefits employers are two often underemployed groups have access to transportation and filling roles within your organization.
In this episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. We will be hearing from Amitai Bin-Nun the Vice President of Autonomous Vehicles and Mobility Innovation at Securing America’s Future Energy (SAFE) about autonomous vehicles and self-driving technology is being shaped as well as how this tech is helping to change the future of job creation, unemployment, and the talent landscape.
Workology Podcast Ep 128: Accessibility in the Gig EconomyWorkology
Podcast interview with Jeff Bigham discussing how the gig economy and machine learning technology is providing work opportunities for people with disabilities. Jeff talks about how these gig workers can scale up, his research and how HR and workplace leaders can help.
Ep 230 Accessibility, Training and Job Creation Workology
Workology Podcast interview with Shane Kanaday from Source America on the topic of job creation, accessibility, and training for people with disabilities at work.
Workology Podcast interview transcript for episode 127 with Jessica Miller-Merrell and Martez Mott discussing his touchscreen technology research and accessible design for people with disabilities. This interview dives into the inclusive design in the workplace that focuses on mobile devices, touch screens, and tablets and the future of machine learning focused on this evolving technology space.
Episode 245: How Customer Experience Starts with AccessibilityWorkology
Sometimes the business case might get in the way of just doing the right thing. This happens a lot in my opinion when we are looking at accessibility and diversity and inclusion efforts. We often get caught up in the ROI of doing something instead of doing it because it’s the right thing. It’s not so much about the ROI as it is with being a good citizen of the universe and making your business and workplace accessible.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Ted Drake.
Ep 120: Cisco's Inclusive Hiring Program with Pat RomzekWorkology
Workology Podcast transcript interview with Pat Romzek discussing the Cisco Project Life Changer Program focused on inclusive hiring for persons with disabilities.
Ep 234 - Understanding Workplace Accessibility Technology TestingWorkology
I’m joined by Hadi Rangin. Hadi is an information technology accessibility specialist for Accessible Technology Services (ATS), which includes the Accessibility Technology Center (ATC) and DO‑IT. His main focus in working with DO‑IT is to promote accessible design for students across the nation, and working with staff, developers, administration, and technology vendors. Hadi has worked with companies including Zoom, Microsoft, Workday, and Peoplesoft.
Episode 232: The Role of Universal Design in Workplace Inclusion & Accessibil...Workology
According to The Mobility Resource, 18 million people have a limited mobility caused by everything from accidents to disease to the aging process. Only 12 percent of people with spinal cord injuries or SCI are employed one year post injury, and only 33 percent are employed in post injury, year 30. In this podcast interview, I wanted to shine a spotlight on mobility disabilities, including spinal cord injuries. I'm excited for you to hear today's guest. She shares her personal experience, how she's helping others, and ways that employers can make their workplaces more accessible using technology for all employees, including those with mobility disabilities. This episode of the Workology Podcast is part of our Future of Work series, powered by PEAT, The Partnership on Employment and Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we're investigating what the next 30 years will look like for people with disabilities at work and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I'm joined by Brook McCall. Brook is the director of Tech Access Initiative at the United Spinal Association. Brook leads the Tech Access Initiative at United Spinal, focused on emerging tech and where these things are tied to employment success for job seekers living with mobility disabilities. Through the initiative she's leading for United Spinal, she is working hard to connect with the tech industry. Brook is working with industry partners to advance accessible technology and is supporting tech insiders in their communities as they engage with users to understand their end user experience. Current partners include Teladoc, Microsoft, Verizon, and Google.
Ep 121: How Artificial Intelligence Creates Discrimination in HR & RecruitingWorkology
Workology Podcast interview with Dr. Jutta Treviranus discussing how artificial intelligence can create opportunities for discrimination. The interview discusses how inclusive design can help eliminate discrimination in hiring, recruiting and employment decisions.
Episode 220: Future of Work: How to Find and Select Accessible Workplace Tech...Workology
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Gregg Vanderheinen.
Gregg Vanderheinen directs the Trace R&D Center at the University of Maryland and co-directs Raising the Floor, part of an international consortium of over 50 companies and organizations building the Global Public Inclusive Infrastructure (GPII) with the goal of making all digital interfaces accessible. Gregg is recognized as a pioneer in computer access for people with disabilities and has worked in the field of technology and disability for just shy of 50 years. Many of the initial digital accessibility features for both Windows and MacOS came from his work with Apple and Microsoft.
His work can be seen in a wide range of products including computers, phones, Automated Postal Stations, Amtrak ticket machines, and airport communication terminals. He has worked with over 50 companies and numerous government advisory & planning committees including FCC, NSF, NIH, GSA, NCD, Access Board and White House. Gregg, welcome to the Workology Podcast.
Workology Podcast Episode 136 – Future of Work: Workplace Accessibility and I...Workology
According to the Amplify Accessibility Report from Accenture, people with disabilities can potentially add an additional $23 billion to the global economy. Advances in accessibility technology can help make this a reality enabling more than 88 million of the 160 million people with disabilities to be a part of the workforce. As part of our Future of Work series in partnership with PEAT, we wanted to explore ways technology enables people with disabilities to participate in the workforce.
Workology Podcast Ep 125 Future of Work: The Role of Contract Labor in Govern...Workology
Interview with Scott Wiseman and Joe Bielawski discussing how public sector hiring and recruiting in the government is changing including the increase in the gig economy and contractor worker. We dive into building talent clouds, co-employment and how the gig economy means more opportunities for persons with disabilities.
What Universal Access Means for the Gig Economy and People with DisabilitiesJessica Miller-Merrell
Podcast interview with Bobby Silverstein that looks at how the gig economy and web-based marketplaces are changing how gig workers are classified and how the accessibility requirements in relation to the Americans with Disabilities Act or ADA. See how Uber's recent court cases are shaping the future of employment law and how HR and recruiting recruits, hires, and engages freelancers, gig workers, project-based and contract workers.
Early Results Find Companies Spend $173 on Advertising Per HireSoftware Advice
In 2012, the American National Standards Institute accepted The Society for Human Resources’ (SHRM) proposal to establish a recognized method for determining cost per hire.
Software Advice ran a survey to determine one key piece of companies’ external hiring costs: advertising and marketing cost per hire.
Episode 190: Creating Authentic & Inclusive Experiences for Your WorkforceWorkology
The world is moving quickly and changes are happening in the way we live and work fueled by technology combined with a new awareness. We are more conscious of other types of people and lifestyles of fellow citizens not just in the US but on earth. Our responsibilities as business leaders and HR is to create workplaces that are inclusive and many of us struggle with how to get started as well as how to get the executive support to make that happen. Today, I’m joined by Frances West, she is internationally recognized thought leader, keynote speaker, strategy advisor and women-in-technology executive. Frances has held many global executive positions from marketing, sales to business development and strategic partner management. She was IBM’s first Chief Accessibility Officer and received an Honorary Doctor of Science degree from the University of Massachusetts in Boston for her work in accessibility research and digital inclusion.
Truth and Dare - Out of the echochamber into the fireJason Mesut
This is a presentation that starts to touch on the risks and issues circling the UX echochamber right now, and what we can do to battle them.
It's a presentation I gave at EuroIA on September 23rd 2011. It has been designed to be readable without presentation and also to aid comprehension by non-english speaking audiences. Hence the amount of wordy slides.
A talk we had at Texity systems.
Topics were
“ Are you really a User Experience Designer ?
The shift from product design to process design”
Contents
- what is user experience ? A bit of historical perspective
- Who coined the term and what did he mean ? ( Don Norman coined this term)
- how does IA, interaction design, usability, user research, relate to user experience ?
- what is product user experience ?
- how is different from user experience design of a service ?
- if this is User Experience, then what exactly is customer experience ?
- Should there be a designation called User Experience designer?
- The CEO, the engineer, the sales manager , product manager ….. are they UX designers or they aren’t ?
- Product design vs Process design
- The notion of a User , and who is the Customer ….. can user and customer be same ?
- A better term : DUX ( designing for user experience )
Eddie Turner - PCMA Convene (June 2010)Eddie Turner
Eddie Turner was one of several featured IACC Thought Leaders who were panelists on a live webcast. The interview after the broadcast was featured in the June 2010 edition of PCMA Convene Magazine.
(Live URL no longer available. PDF available in the Summary section above.)
Presentation I gave about issues around facilitation and online communities for The Improvement and Development Agency's CoP facilitator's workshop in London, UK, 25/04/07
Why jobs of the future won't feel like work – David LeeAlicia Garcia
We've all heard that robots are going to take our jobs -- but what can we do about it? Innovation expert David Lee says that we should start designing jobs that unlock our hidden talents and passions -- the things we spend our weekends doing -- to keep us relevant in the age of robotics. "Start asking people what problems they're inspired to solve and what talents they want to bring to work," Lee says. "When you invite people to be more, they can amaze us with how much more they can be."
UI/UX Designer in the year 2020 | Developers Day Nov.19Lena Lekkou
What it's like to be a designer in the current year, what difficulties we all face and what soft skills everyone should invest in the following years so that they become future-proof in their discipline.
Design Thinking & HR - Caterina Sanders (SocialHRCamp Vancouver 2016)SocialHRCamp
Design thinking is not a new concept in many areas of business, but in HR it is beginning to gain serious ground. In a recent Deloitte report, of the 7000 respondents, 79% felt that design thinking was an important or very important issue for them this year, with HR professionals believing that they are ready for the journey of moving from “process developer” to an “experience architect”. (Deloitte Human Capital Trends 2016). This hands-on session will introduce you to the main tenets of design thinking and allow you time to try a couple of exercises as applied to the context of social technologies and HR. Participants will walk away with some tangible insights that they should be able to apply to their workplaces immediately.
I gave this talk at UXCambridge and Mirror conference in Braga, Portugal in 2016. I believe that it's people's soft skills that really make the difference on projects. I had a think about some of the best people I've worked with over the years and identified the soft skills that they all had in common. This talk looks into each of these skills in turn and explains the difference between hard and soft skills.
Social Media, Community Building and the Law Speaking NotesJames Barisic
Speaking notes for Social Media, Community Building and the Law presentation..
Presentation to the British Computer Society/Chartered Institute of IT South West, January 2010 by James Barisic MBCS.
Discusses social media use, development and legal issues.
'Net'-working in the 21st Century: Opportunity or Challenge?Helen Buzdugan
Keynote speech delivered at the Nordic Careers Network Conference on 2 June 2010, focussing on web 2.0 technologies and social media and their use and effectiveness in higher education careers work. Relates different technologies to DOTS model and maps their effectiveness for different CDL (career development learning) activities.
Metanomics is a weekly Web-based show on the serious uses of virtual worlds. This transcript is from a past show.
For this and other videos, visit us at http://metanomics.net.
Almost everything has been told on the Net.
However the conversation still goes on...
That would be a shame not to attend the new generation of social web.
CityVerve Human Centred Design InductionDrew Hemment
CityVerve Human Centred Design, Induction Workshop, 27 July 2016
Selection of slides from the Human Centred Design induction workshop for project teams with whom FutureEverything will be working in CityVerve.
Authors: Drew Hemment, Simone Carrier, Matt Skinner
Similar to Ep 214: Making Workplace Technology Accessible with Chancey Fleet (18)
Running Remote: How to Grow & Lead Remote TeamsWorkology
Lead and managing teams has never been more important especially when it comes to remote workers or employees who report to you but work off-site. During this hour-long pre-approved for 1.0 Business HRCI and SHRM Credit webinar, we will talk about how to build rapport, set expectations, and best practices for following up and communicating with your team members who are working either at home or other locations.
The world and workplace is moving fast and it is extremely important for employees and managers to be all on the same page. We’ll discuss remote engagement strategies and what technologies to leverage to reach your employees in the most effective and meaningful ways.
This webinar is a great resource for HR leaders who want to help their managers who because of COVID-19 are now leading remote teams. Our speaker will share tools and strategies for HR leaders to help train and coach your managers to be great managers who happen to do so remotely.
Included in this webinar are talking points and messaging templates for HR to share with their managers and recommended check in cadences and messaging allowing everyone to all be on the same page.
This webinar is worth 1.0 HRCI Business and SHRM credit.
"Join HR experts for an open conversation Q&A style regarding COVID-19 and how it is affecting HR and employers.
There are no words to truly explain the business challenges we are encountering right now in these uncertain and challenging times. We are working and leading teams in a world that was very different to us even a short two weeks ago.
In this webinar hear from HR experts and consultants who decided to come together after watching our own clients' and business owners' struggles. We want to provide you with HR support on a variety of topics from remote work, COVID-19 employment law changes, and other tough employee decisions you are currently facing."
Take your personal growth and career in HR to the next level by joining our webinar. Learn how to prepare for career change and create a meaningful plan to upskill your HR game regardless of the economy, time of year, or your current skills, abilities, and work experiences. Join Jessica Miller-Merrell as she walks you through secrets to creating a powerful personal brand in HR and how to develop a career strategy plan that is aligned with your personal and professional goals. While this presentation is designed for senior HR leaders, anyone can benefit in learning these practices to creating a personal brand and developing career clarity.
With so much focus on employee retention right now, employee development and upskilling is a great way to help grow and develop your employees. This presentation will cover different strategies to encourage focused self-development as well as a more formal employee development program. It's not enough to have an employee development program, HR teams must be internal marketing and sales people making the business case for the program benefits and adoption.
This webcast is pre-approved for 1.0 business HRCI and SHRM credits.
A replay will be available for those unable to attend the webinar live.
7 Strategies to Streamline HR Busywork and Maximize Your HR Team's ProductivityWorkology
The average U.S. worker spends on average 47 hours a week at work, 14 hours a week being productive, and nearly 10 hours of week distracted and surfing mindlessly on the web. As an HR executive, your struggle to optimize and elevate your own workday and your teams is constant and unrelenting.
In this webcast, you’ll learn 7 strategies to streamline your HR team and drive maximum productivity, helping to eliminate non-productive time and busywork in human resources. Hear from our speakers on how to get out from the HR weeds and be more strategic in your role supporting the larger business. This hour-long interactive presentation focuses on HR productivity strategies for success, prioritizing you and your team’s tasks, combined with recommended technologies and tools designed to help you operate in the most focused and optimized way. You’ll walk away with success strategies designed to increase productivity levels as much as 25%. Imagine if you had 25% more of anything - more time, more results or more happiness.
This webcast is pre-approved for 1.0 business HRCI and SHRM credits.
Designing AI Driven Employee Experiences Workshop: Sept. 18, 2019Workology
In early 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners (with various job titles and industries). This survey was designed to capture feedback to determine the level of understanding of what AI is, how it can be leveraged in the employee experience (EX), its implications, and whether or not HR, L&D, and other EX support professionals have a strategy to implementing AI tools within their teams.
Digitizing Talent: Creative Strategies for the Digital Recruiting Age Workology
This is digital recruiting and recruitment marketing presentation for the AHRMA Conference 2019. This session discusses internet and online recruiting strategies to reach targeted and qualified candidates.
Webinar: Evaluating HR's Readiness for Artificial IntelligenceWorkology
In 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners. This survey captured HR feedback to determine the implications and understanding of AI, how HR can leverage same and what implementation strategies HR professionals use to deploy AI. The results of the AI HR Readiness survey will be used to provide data points in this broader discussion of AI on 15 May 2019.
This presentation, which is accredited for both HRCI and SHRM CEUs, will:
Highlight the history of Technology in HR, showing software and tools to help HR move the needle from being tactical and administrative to more strategic partnering
summarize advances in technologies and related tools supporting AI for HR address macro economic changes in the workforce (demographics, remote workers, gig economy, low unemployment, etc.) that now provide HR an opportunity to use AI
summarize some use cases of AI in HR today with potential implications review steps to begin an AI strategy in your organization
In 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners. This survey captured HR feedback to determine the implications and understanding of AI, how HR can leverage same and what implementation strategies HR professionals use to deploy AI. The results of the AI HR Readiness survey will be used to provide data points in this broader discussion of AI on 15 May 2019.
This presentation, which is accredited for both HRCI and SHRM CEUs, will:
Highlight the history of Technology in HR, showing software and tools to help HR move the needle from being tactical and administrative to more strategic partnering
summarize advances in technologies and related tools supporting AI for HR address macro economic changes in the workforce (demographics, remote workers, gig economy, low unemployment, etc.) that now provide HR an opportunity to use AI
summarize some use cases of AI in HR today with potential implications review steps to begin an AI strategy in your organization
Navigating Immigration: How to Hire Current Visa HoldersWorkology
U.S. businesses are consistently faced with the challenge of finding qualified candidates to fill highly skilled positions. The demand for the best talent continues to be fierce and many employers are turning to foreign talent already in the U.S. on a visa. Join Immigration Attorney, Jason Finkelman, for a discussion on how U.S. businesses can find success navigating the immigration system to hire foreign employees who are already in the U.S. with a visa or in the green card process.
Learn when employers can hire existing visa holders, when these candidates are able to change jobs, steps involved for employers and visa holders alike, and the timeline for processing and approving the transfer of employment. This session is advanced and is geared towards human resources leaders, recruiters, and business leaders who oversee and/or are involved in the hiring process.
Addressing the Elephant in the Room: eRecruiting & Accessibility Workology
The subject of accessibility in e-recruiting and digital recruitment is often overlooked or misunderstood. This session will discuss how to leverage e-recruiting and use technology focused on providing accessible applications, onboarding and candidate engagement programs for job seekers with disabilities. This session will help you:
· Find solutions, talent communities and organizations that provide access to candidates with
disabilities going beyond job boards to reach specific, active and engaged job candidates.
· Learn strategies to conducting an accessibility audit of your organization's current recruiting and
e-recruiting processes and activities.
· Understand how to address accessibility for federal contractors, government, and private as well as public businesses.
Workology Podcast Ep 123: Universal Design for the Gig Economy Workology
Podcast interview with Bobby Silverstein that discusses the legal implications for employers regarding the gig economy. How do you classify these workers and what types of universal design and accessibility are you legally required to provide. A look at case law, where we are going, and how web-based freelance and gig marketplaces fall under the Americans with Disabilities Act for people with disabilities.
The Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Ep 214: Making Workplace Technology Accessible with Chancey Fleet
1.
Episode 214: Making Workplace
Technology Accessible
Intro: [00:00:00.15] Welcome to the Work OLogy Podcast, a podcast for the disruptive workplace leader, join host
Jessica Miller Merrell, founder of work ology dot com as she sits down and gets to the bottom of trends, tools and
case studies for the business leader, H.R. and recruiting professional who is tired of the status quo. Now here's
Jessica with this episode of Workology.
Jessica Miller-Merrell: [00:00:25.5] I'm reading a lot of buzz on the Internet about accessibility and technology. I
[00:00:30.0] love that more companies are considering accessibility for their employees and in their hiring process.
That's what the workology podcast and our future of Work series with PEAT is all about. I wanted to hear more about
assistive technology from an expert who helps train, lead and coach every single day in this area. Where is the future
of assistive technology going and what things do? HRN Workplace leaders need to be more aware of what do they
need to do to make their workplaces and businesses [00:01:00.0] more inclusive and accessible? This episode of the
Work OLogy podcast is part of our Future of Work series powered by PEAT. The Partnership, Unemployment and
Accessible Technology in honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July.
We're investigating. What does the next 30 years have in store? What will the workplace look like for people with
disabilities? And what is the potential of emerging technologies that will be there to help make [00:01:30.0]
workplaces more inclusive and accessible? Today, I'm joined by Chancey Fleet. Chancey is an assistive technology
coordinator for a library in New York. Chancey is an affiliate in residence at Data and Society Research Institute. She
also serves as the president of the National Federation of the Blind Assistive Technology Trainers Division Chancey.
Jessica Miller-Merrell: [00:01:52.68] Welcome to the Workology podcast. Thank you. I'm so happy to be here. Can
you tell us a little bit about your background?
Chancey Fleet: [00:01:59.31] Sure. So [00:02:00.0] I identify as blind and I am a technology educator. I've been in
that field since I was an undergrad in college where I was studying sociology and psychology. And I had the
opportunity to start teaching people with disabilities how to use their technology and bringing to them the sense of
confidence, flexibility, independent learning and freedom that technology has always afforded me.
Chancey Fleet: [00:02:28.83] So even though I was studying [00:02:30.0] sociology and psychology in college.
Chancey Fleet: [00:02:33.45] I thought for many years that those weren't fields that I was really going to be working
in.
Chancey Fleet: [00:02:39.81] I thought I had found my calling as as an assistant technology trainer. What's been
interesting over the years, as technology becomes more complex and there's more and more to negotiate. That's not
just hardware and software, but also as social forces. Legal forces, organizational [00:03:00.0] cultures and the
individual decisions that people make around technology and what that does to benefit or harm their lives. I find that I
actually am drawing on that very old background that I have in sociology and psychology. And my current
professional practice, I think gives it all together.
Chancey Fleet: [00:03:20.93] I teach people how to use digital tools with mindfulness, with confidence, with an
outlook that is positive in terms [00:03:30.0] of what they can accomplish, but an outlook that's also skeptical in terms
of whether tools are ever really all good or all bad. And I think understanding how technologies appeal or don't appeal
Workology Podcast | www.workologypodcast.com | @workology
2. to people. What frustrates and empowers a learner? And how technologies are designed with maybe more than just
the user's interests in mind. I think it all comes together in the practice that I have now.
Chancey Fleet: [00:03:59.4] I'm based at a library [00:04:00.0] in New York. I curated assistive technology that we
have in our branch and I run a technology coaching program. We do about 150 hours of one on one coaching a
month, powered by staff and volunteers who are native users of assistive technology. I run a fully accessible graphics
lab called the Dimensions Project, where we give blind and sighted people the tools to create accessible, non-visual
spatial representations using tactile graphics and 3D prints. [00:04:30.0] And then last year, I just finished up a
fellowship at Data Society Research Institute, where I did direct advocacy, community organizing and and writing to
shine a little bit of a light on the intersection between cloud connected accessibility tools and critical issues and data
ethics.
Jessica Miller-Merrell: [00:04:49.91] I'm already impressed. Let's talk about the importance of accessibility when it
comes to technology. You mentioned that you identify as blind so [00:05:00.0] you can speak firsthand as someone
who's using the technology, but also in your work with with others.
Chancey Fleet: [00:05:08.33] It runs really deep for me. A lot of my early formative experiences were about moments
where I noticed technology either getting in my way or helping me to remove a roadblock.
Chancey Fleet: [00:05:20.72] When I was in kindergarten, which was in nineteen eighty seven, my father got me a
laptop. It was really early for a kindergartener to have a laptop with this laptop, [00:05:30.0] ran dos. It had two floppy
disk drives and it ran a screen reader called Arctic Business Vision, and he made sure that I learned to type as well
as read braille and learn a word processor. And that means that at a time when most blind children were relying on a
Braille transcriber to mediate interaction between them and their classroom teachers to Braille out of worksheet and
then Braille homework that that a child did in response to that worksheet, [00:06:00.0] I would just sit there and load
things up on a desk, read my work and do my work. And I realized that blindness didn't cause me to be dependent on
other people. You know, I didn't think of it properly in those terms in kindergarten, but I noticed that if I had the right
tools, I could just do stuff on my own schedule without waiting around and. That has stayed with me for it for all these
years. And it's every bit as relevant when I find a new tool that works for me today. [00:06:30.0] And on the other
hand, I remember these times when there was just an absurd lack of accessibility that kept me from having a good
time. I remember opening up a Christmas present one year and it was a talking language translating dictionary and I
really wanted it because I was a nerdy kid. But it turns out that only the words in the dictionary would speak. And
that's the rest of the thing wouldn't. And I was crying on Christmas morning.
Chancey Fleet: [00:06:56.71] And, you know, sometimes as an adult working in this space, I am still [00:07:00.0] on
the inside crying on Christmas morning because often accessibility that's technically achievable doesn't happen
because when people develop hardware and software, they may not have robust ways of checking accessibility
during the development workflow.
Chancey Fleet: [00:07:15.85] The people who know how to do that might not be empowered to stop inaccessible
things from shipping. And frankly, we get fatigued and a lot of blind workers are not as excited as they could be or
should [00:07:30.0] be about new opportunities and new technologies, because we just like know in our bones that
even though accessibility is well understood by enough of the community and so technically achievable, it's often just
work that is not done.
Jessica Miller-Merrell: [00:07:46.34] Oftentimes when H.R. people think of accommodation, they think of
accommodation in the form of like a screen reader or a foot rest in the office.
Jessica Miller-Merrell: [00:07:56.8] They don't necessarily think about accessible [00:08:00.0] technology. So can
you give us some examples of maybe how accessible technology would be used in a work comp in a work context?
Workology Podcast | www.workologypodcast.com | @workology
3. Chancey Fleet: [00:08:09.16] I would say that a screen reader without accessible mainstream technology that it's
working to interpret is like offering your employee a foot rest without offering them for a screenwriter's job is to read
whatever's happening in the operating system selectively and efficiently and give us the tools that we need to avoid
using the [00:08:30.0] mouse and avoid using the screen and still get our work done and feel confident, focused and
productive. Lots of programs allow screen readers to do that very well. Microsoft Office and G Suite, although of
course they have their issues and things always get a little bit better and a little bit worse. And it's a cycle. But
[00:09:00.0] on the other hand, there are programs and it's not necessarily programs where achieving accessibility
would be more difficult. But elements on the screen are not labeled properly. Images are not described. Mechanisms
are not provided that allow someone using a keyboard to do something that most people would do with a mouse. And
these little sort of pedestrian and very solvable issues lead to [00:09:30.0] a condition where any worker at any time
may be asked to onboard with a new program and discover that it is just hostile to them as a screen reader user. So
what ally ship an effective human resource management looks like in the accessibility space is not only providing the
specialized tools that a worker may need, such as screen reader magnification programs, switch control, but also
having [00:10:00.0] an organizational wide procurement policy where when something is being considered to be
acquired, the vendor has to furnish proof that it's accessible.
Chancey Fleet: [00:10:10.69] The internal process for figuring out what the accessibility claims are accurate is
strong. There's a mechanism for reporting accessibility issues when they do exist. There's a roadmap of
consequences for vendors who deploy accessibility regressions [00:10:30.0] after a contract has been signed and
manifestly inaccessible technologies don't get bought or their contracts don't get renewed. Just like hard lines have
been taken in the civil rights movement over the years on issues of parenthood and gender and ethnicity and many
other things. It's a hard line to take right now because everyone's not doing it and it's hard for any one [00:11:00.0]
organization or human resources department to do something that feels radical. But I guarantee you that if everyone
woke up tomorrow and decided to stop purchasing accessible technology, the landscape would change in just a
couple of years because vendors want to sell products and if they can't sell products without providing. Robust,
reliable accessibility. They will just have to start providing products that do meet [00:11:30.0] the standards
demanded by by Social Justice and by H.R. departments need to have disabled employees who are as productive as
as their potential and their skills would warrant. Jim Frontmen who founded Benitec, which is a social justice
technology nonprofit that, among other things, has developed book share, an accessible online library of over a
million titles, has recently said the procurement is the single [00:12:00.0] most powerful lever that we can employ to
shift the industry to become more accessible and move the needle on the employment of folks who have disabilities.
Jessica Miller-Merrell: [00:12:12.74] I want to break down a little bit more of what you said because I feel like we
could just end the podcast right now. You've given us already so much information, but I want to reiterate it because
what you were saying is that. HR people, as [00:12:30.0] we are going through and starting to look at procurement of
technologies, we need to make sure that they are accessible for all employees, and that means bringing in
employees who have different disabilities into the process so that they can test, ask questions, give their opinion and
help make sure that we're selecting the right tech. Is that that's what you're saying?
Chancey Fleet: [00:12:57.43] Yes. And also making space for [00:13:00.0] employees with disabilities to choose not
to be accessibility testers by default. I've done some freelance accessibility testing in the past and across my roles.
Sometimes I'll still do it as a way to be in solidarity and help the folks who are having to deal with H.R. and
procurement and support their work. That being said. I'm not passionate about that activity. I don't enjoy it. It feels
stressful and a little bit upsetting and it is not something [00:13:30.0] that I really want for my career. So I think it is
important to incorporate people with disabilities into the process of procurement and deployment and decision
making. Sometimes workers will want to be actively engaged in accessibility testing, but sometimes that just looks
like keeping them in the loop and empowering them to help make decisions, given information that's been furnished
about accessibility and it's [00:14:00.0] possible to contract with firms who can do extensive, robust accessibility
testing. And it's also possible to have someone in-house for whom accessibility, testing and remediation is a
Workology Podcast | www.workologypodcast.com | @workology
4. specialty. You don't always want to put that on your workers just because they are the end users who will be affected.
Sometimes that's the very last person that wants to do it.
Jessica Miller-Merrell: [00:14:25.02] Thank you for that clarification, because I immediately think, oh, I I have these
people here, but it's [00:14:30.0] a voluntary option and they might not be the best person to do the testing. Yeah. If
they're not users or comfortable with different types of technology or just for whatever reason, they could also.
Chancey Fleet: [00:14:46.83] For me, what it is, is it feels a little close to home. It's very hard for me to detach and
do a dispassionate, granular audit when I know that my future productivity and comfort is in the balance. It's just
[00:15:00.0] a it's a funny position to be put in.
Jessica Miller-Merrell: [00:15:03.69] I appreciate the insights here because I that's not where it like your you're
opening my eyes because I'm like, oh, these people are here. Like, let's involve them in the decision making process.
But that doesn't mean they're always the best people to be involved.
Chancey Fleet: [00:15:19.31] I think of it a lot of the way. What I hear from folks that are on the frontlines of social
justice that intersects with. Ethnicity and [00:15:30.0] parenthood and other backgrounds. Is that a big part of alliship
is, yes, making space for marginalized groups to be part of the process and part of the decision making that happens,
but being super careful about asking marginalized groups to do all the labor of eliminating their own marginalization? I
hope that makes sense for some people. They do want to get in the weeds. And even for me on some days, if I think
[00:16:00.0] I know exactly how something could be better and I have a vision for changing it, and I'm not just going
to be reporting on what's wrong, I will get excited about it and I will engage with it. You absolutely do want to ask your
workers. You want to give them the opportunity to be as involved in the accessibility, testing and vetting process as
they want to be. You just want to make space for it to be a decision.
Jessica Miller-Merrell: [00:16:22.32] Thank you. I know this is this is fantastic.The other thing that you said was that
as an H.R. leader [00:16:30.0] or a purchaser of this technologies technology is to be prepared to walk away from
that technology if it doesn't do the things that it's supposed to do.
Chancey Fleet: [00:16:42.63] Yep. You said it right there. It is a hard one. And I think what makes it the hardest is
that right now. Vendors know. That each H.R. department, each procurement team is an island and there's
[00:17:00.0] not a broad based groundswell of people who are putting their feet down in full and saying no more, no
more inaccessible products.
Chancey Fleet: [00:17:12.1] If that were to change, if folks were to make a conscious decision to make a hard stand
right now. And enough of that happened in enough large organizations. The effect would be swift and it would
[00:17:30.0] be dramatic.
Jessica Miller-Merrell: [00:17:31.77] Well, that's why we're we're having you on the podcast so that we can help
start this conversation. So people are confident and comfortable and willing to walk away when a piece of technology
doesn't do what it should be doing. For all employees. Yes.
Break: [00:17:47.25] Let's take a reset. This is Jessica Miller Merrill. And you were listening to the work all podcast.
Today, we're talking with Chancey Fleet about creating an accessible workplace with technology. This [00:18:00.0]
podcast is sponsored by work ology and is part of our future work series in partnership with PEAT. The partnership,
Unemployment and Accessible Technology.
Break: [00:18:10.23] Are you tired of putting your professional development on the backburner? It's time for you to
invest in yourself with Upskill H.R. by workology. We're a membership community focused on personal development
Workology Podcast | www.workologypodcast.com | @workology
5. for each are gain access to our elite community training, coaching and [00:18:30.0] events. Learn more and Upskill
H.R. dot com.
Jessica Miller-Merrell: [00:18:35.58] So one of the things I wanted to ask you because as an H.R. person, I'm sitting
here thinking as you're talking like, wow, there's a lot of technology I need to do this testing, usability testing. Is there
a database or a resource that we can go to to get more information on what technology really does what? Because I
feel like we talked to the salespeople and they're just gonna say, oh, yes, it does all these things, but that's
[00:19:00.0] not always the case.
Chancey Fleet: [00:19:01.47] So I'm not immersed enough in the field that I can give you specific recommendations
about the exact path to follow. But I do think I know some resources. So one good place to start is web aim dot org.
The aim part stands for accessibility in mind. So it's wcp a I am dot org. And there you will find a treasure trove of
information about accessibility and technology. There's a wonderful community of accessibility and technology
professionals. I personally love to follow the A 1 1 why tag on Twitter. A 1 1 y is a short form for accessibility because
it's a and then 11 more out and then 11 more letters and then y and there's a really generous, smart, open, prolific
community of people who are posting up articles, answering questions, offering office hours, offering mentorship
[00:20:30.0] and doing lots of other cool things. Twitter is a really productive and generative space for me. And I think
if if if you let it be if you engage with that community, that's one way to have to have colleagues in accessibility, even
if you don't happen to have colleagues and accessibility already in your organization.
Chancey Fleet: [00:20:50.01] I also recommend that you go to your local accessibility meetup again and many cities
have an A1 1 y meetup and sometimes a yearly a 1 1 y conference or camp. And [00:21:00.0] those tend to draw an
interdisciplinary crowd of people from technology, arts and culture. User training. Side user experience. All with
accessibility in mind. And then lastly, and this should go without saying. But let me say it anyway. Bring people with
disabilities into [00:21:30.0] your pipeline. And that doesn't just mean I mean it does mean hiring people with
disabilities onto your teams immediately who are already well qualified and ready to go. But it also means doing
outreach in our communities and investing in the development of emerging professionals. Some of the ways to do
that, you can invite high school and college students with disabilities to come and do tours and talks of your
organization to do job shadows. And you can also offer [00:22:00.0] volunteer experiences and internships. If your
organization does any kind of civic, tech or public facing work, consider sending some your employees out to places
where a lot of people with disabilities are, to vocational training programs, to summer camps.
Chancey Fleet: [00:22:18.85] Disability pride events to all those places where you might find people who, if they
connect with you, might think of you when they are looking for a job. And if you work in a role where you're
[00:22:30.0] in a position to do proactive outreach around recruitment and employment, make sure that you make
your welcome clear. A lot of people with disabilities, myself included, conserve our energy by really singling out
opportunities where it's already clear that we're encouraged to apply. If I see a posting that says, you know, in that
boiler plate of folks were encouraged to apply. People disabilities are encouraged to apply. That makes me
[00:23:00.0] more likely to engage. If I've actually seen someone from your company at a disability focused event.
Engaging with us in a substantive way. I am all the more excited. So I think not only signaling things that but also
actively doing things that demonstrate an investment to communities with disability is a way to get your future
employees thinking about you and excited about joining you.
Jessica Miller-Merrell: [00:23:23.21] I'm starting to see a tech companies talking about accessibility and inclusion
with [00:23:30.0] our technology, which I love. It's it's it's happening. But I wondered how do we hold them
accountable or ask these questions as maybe they're starting to talk about things like we care 2.0 standards. How do
we ensure that they're doing what they say they're going to do?
Chancey Fleet: [00:23:48.55] This is a new iteration of a timeless problem. We're you in the first stage. The company
totally ignores the needs of a demographic. And in the second [00:24:00.0] stage, the company realizes that it's good
Workology Podcast | www.workologypodcast.com | @workology
6. for marketing to embrace the demographic and they start doing marketing. And we can see this across marketing to
communities of color, to specific genders, to people who are GLBTQ And now, congratulations. It's our turn to people
with disabilities and sometimes marketing matches up with reality and sometimes marketing attempts to make its own
reality for long enough [00:24:30.0] for purchase decisions to get made.
Chancey Fleet: [00:24:32.38] And so it is a good sign. I think mostly when a company chooses to include information
about inclusion and accessibility in its marketing messages and there are many companies who have a sincere
commitment that should be applauded. That said, marketing is advertising claims, whatever they are, always have to
be checked. And so while marketing may draw you into [00:25:00.0] conversation with the company and that's
perfectly fine, then it's fine to get excited that we're being represented, that it's time to do your homework.
Chancey Fleet: [00:25:24.28] Because even a company that is fully, sincerely committed to accessibility may
experience [00:25:30.0] changes in ownership, staffing and organizational priorities and accessibility can break at any
time. Thank you.
Jessica Miller-Merrell: [00:25:39.28] This is all very helpful. Just started to notice this myself and I thought, what is
this? What does this really mean? So I appreciate your insights here. Also, I'm a little bit jaded about when it comes
to marketing and advertising in this space. I like real buzzword. Bingo. Let's move on a little bit. I want to talk about
data privacy. When you and I were talking [00:26:00.0] and we were doing our prep for the show on the subject, you
said something to me that really opened my eyes. Can you talk to us about why data privacy is something that H.R.
leaders should be thinking about when it comes to accessible technology?
Chancey Fleet: [00:26:16.21] We've spent so long convincing people about the need for accessible technology that
we've conditioned folks to think that accessibility is some sort of pure good that [00:26:30.0] can't be complicated by
other factors. And this is why we see accessible technologies reviewed in the mainstream tech press with just the
most ridiculous rose colored glasses. So, for example, I use a visual interpreter service called a I are a i._r._a real
time access to visual interpreters who can interpret any visual elements of any situation.
Chancey Fleet: [00:26:55.99] And I love working with Aira interpreters because I can walk up to [00:27:00.0] the
office copier or do you or origami at home or figure out what's up at a farmer's market and instant access to visual
information that is not determined by someone else's priorities or schedule is one heck of a drug.
Chancey Fleet: [00:27:15.43] That being said. This is a for profit tech company. And even though The New York
Times created, in a word, literally entitled Tech for Good and gave it to Air. Aira also happens to be a company that
[00:27:30.0] is not very transparent about the security features and data processing happening in its app.
Chancey Fleet: [00:27:39.75] It's a company that retains audio, video and location data about the sessions that users
have had, sometimes on very sensitive topics for a period of 18 months, unless the user says at the top of every
single session that they'd like to opt out of recording. And if you check [00:28:00.0] out the terms of service, all of that
data, the visuals, the conversations, everything could even go with the company in the event of an acquisition. So,
yes, accessible technology is wonderful, but we have to have the same critical lens that we're already used to
applying. One trend I'm seeing [00:29:00.0] in the space right now is that more and more accessibility tools are cloud
connected and that's sold as a feature. Access to A.I. and machine learning and processing power in the cloud is
touted as an automatic good and in some cases that is what we need. And with the right security protocols, that may
even be what we want. But there are products [00:29:30.0] out there that, for example, process plain text. You know, I
can take a picture of a printed page and they send it to the cloud to be processed. It's stored on some server
somewhere. And you know what? My phone has enough processing power to do that job locally just fine. When you
see a cloud connected technology solving and accessibility problem, please ask yourself whether cloud connection is
a feature for you or a future for the vendor.
Workology Podcast | www.workologypodcast.com | @workology
7. Jessica Miller-Merrell: [00:29:59.01] Because they're storing that data, [00:30:00.0] they won't. They're pulling it
somewhere and then using collecting that information, how it's being used or shared. Once you've send it to the
cloud, it's out of your hands.
Chancey Fleet: [00:30:09.78] I have one direct ask for our listeners because I'm really passionate about the visual
interpreters space. I am living in a world now for the past couple of years where if I encounter some tiny annoying
thing, whether it's a copier, your or a thermostat or, you know, my 3-D printer that came with a diagram [00:30:30.0]
for how to assemble it, I can connect to a visual interpreter and without bothering any of my colleagues or deciding
that I'm not up for the challenge. I can power through that task. Visual interpretation is an amazing asset to my career
and to my personal life, and I worry that we've been given a one time gift. Of public trust and acceptance of deploying
cameras [00:31:00.0] in the service of accessibility in spaces where normally cameras are not allowed. I think that
rights important and I want it to stay. And so by my direct ask is that when you engage with A.I. or human powered
visual interpreter technology in the workplace and that you are procuring it for your employees, make it a condition of
contract, that there is transparency about how data is processed and that data is [00:31:30.0] not stored for residual
secondary purposes on the servers of the vendor. I think we need to have a an organizational and location based
ability to opt out of being part of that data harvesting operation, because I think if we don't do that, we are letting
ourselves in for exposures which might include exposures in the event of a hack or a security breach, a law
enforcement request [00:32:00.0] or an internal leak that could have a reputational impact on not only the person or
the company who's interpreted time is is exposed, but also a reputational impact on the visual interpreter industry as
a whole.
Chancey Fleet: [00:32:18.97] And I love it too much to want to see that happen. So let's call on those vendors to do
better than they are right now on making sure that we can [00:32:30.0] access interpretation without that residual
exposure.
Jessica Miller-Merrell: [00:32:33.76] And one of the reasons they're likely asking you every time you go in and say,
yes, I want to I want to connect with a visual interpreter on a technology like IRA, maybe I can explain, like how it
works because not every ATRA person is. I mean, I wasn't familiar and I started working with P that this thing this
even existed, which I think is fantastic. But also you're talking about potential perils, you know. [00:33:00.0]
Chancey Fleet: [00:33:00.46] Yeah. So. And let me preface this by saying that I've done a lot of soul searching
before I took the decision to to say this out loud to H.R. people, because I don't want to have a chilling effect on the
industry. As I said, visual interpretation is a really powerful tool in our lives. But I think if we want to preserve it, not
only for ourselves right now, but for generations to come. We're going to have to demand more transparency
[00:33:30.0] and rigour from the industry in terms of privacy and security. So please don't take this as a call to shut
down visual interpretation in the workplace. Please just take it as a call to demand more control over what's
happening to data that gets generated in the workplace, just as you would with any other vendor.
Chancey Fleet: [00:35:24.29] You know, sometimes I help library patrons with crafts or with their computers. So
[00:35:30.0] I need to be able to follow directions to assemble things. Origami sometimes is, believe it or not, a
legitimate part of my job. And when I go online and look for YouTube videos of where Origami so that I can learn it
and teach it to others, what I encounter are completely silent videos. That's just someone's hands moving. or maybe,
maybe you're at a conference and you're in the audience. There's a technical. PowerPoint presentation. And whoever
put it together is not bothering to describe the slides or making them available [00:36:00.0] online. And you've got to
figure that situation out. Or maybe your networking with your colleagues and you would love to be able to go get a
coffee and a bagel. That's all not a tall order, but you're meeting all these new people and you don't want to turn any
of them into your personal assistant because that changes the dynamics when you're networking. It's really powerful
to be able to just find out where things are with your phone and suddenly independently go get what you need. So
that's what official interpreter app does. It offers flexibility through [00:36:30.0] description of visual things on demand.
Workology Podcast | www.workologypodcast.com | @workology
8. Jessica Miller-Merrell: [00:36:33.15] Awesome. Thank you for forgiving us. I think on STARTING POINT for that. I
think they're amazing. I I would I would be a life changer. Life saver for. Yeah, it's for so many people. I mentioned at
the beginning of the podcast that we're heading towards this year is the 30th anniversary of the Americans with
Disabilities Act. So with the P Future Work series, I'm asking each person that [00:37:00.0] we're we're talking to over
the course of this year, looking back and then looking forward. But looking forward, what emerging workplace trends
or technologies do you think are going to have the biggest impact on people with disabilities moving?
Chancey Fleet: [00:37:15.96] Oh, it data analytics and a AI in hiring decisions. So I've been reading about tech, for
example, that does facial sentiment analysis [00:37:30.0] to help predict to help score the quality of applicants
interview. And as someone who has eyes that are going to do their own thing, no matter what I say and who doesn't
make traditional eye contact, I have a feeling that that might be a test. I would fail. Other people who are neuro
divergent or have other disabilities or just have certain personality types might [00:38:00.0] be eliminated using this
sentiment analysis. Even though they might be the best person for the job and make unique contributions to. Or might
bring unique expertise to your position. I'm really worried about that. I also downloaded just for fun and infuriating kind
of fun. I guess an app called Job Flair. And please check the field notes. If it's job fair, CloudFlare. I [00:38:30.0]
believe it's called job player. I downloaded this app called Job Flair that promises to take potential applicants through
a flight of quick sort of gamified skills tests after which they can be rated and matched with potential opportunities. I
encountered one test that asked people to quickly mix and match images, and those images are not described,
[00:39:00.0] not legible to my screen reader and I encountered another one that was a math test that was much the
same.
Chancey Fleet: [00:39:07.45] And when you test the skills of people you have never met against a normative model
of what success looks like when you predicate their success on an A.I. driven decision maker who cannot be asked
for accommodations, happy before you can ever connect them with a human being inside your [00:39:30.0] company.
You are enacting a type of discrimination that is very hard to detect, hard to prevent and hard to prove.
Chancey Fleet: [00:39:40.84] So I really think that these tools that claim to make hiring decisions more seamless and
frictionless for you are actually creating a tremendous legal liability and having a chilling effect on diversity inclusion.
So I would recommend [00:40:00.0] against using them in their current form. And if you think that they have a future,
engage really strongly with vendors to explore how their models are redefining existing biases and the culture.
Jessica Miller-Merrell: [00:40:16.36] Thank you. I appreciate the thoughts on this. I think that there I have a lot of
conversations upcoming and future podcasts where we're we're tackling we're talking a lot about artificial intelligence
and the data analytics and [00:40:30.0] employment screening and for a variety of different employee groups. You're
not the only one who's thinking about this. So I think it will be interesting. Definitely. And as we move as we move
forward. Very complicated. Yeah.
Chancey Fleet: [00:40:48.25] And I would encourage you, if you're thinking about this in more intersectional terms
beyond just the scope of disability. Please do check out the Data Society Research Institute, where it data society dot
net.And we have [00:41:00.0] researchers working on all of the intersectional implications of these tools for hiring and
worker management. We have a labor futures initiatives and we publish papers and we also have pretty frequent
public talks and it's a really diverse and thoughtful community where everyone is welcome to come and engage
around these issues and think critically together.
Jessica Miller-Merrell: [00:41:26.75] Chancy. Thank you so much for taking the time to talk with us today.
[00:41:30.0] I really appreciate it.
Chancey Fleet: [00:41:31.21] You're so welcome.
Workology Podcast | www.workologypodcast.com | @workology
9. Break: [00:41:32.44] The Work OLogy Podcast Future of Work series is supported by PEAT, the Partnership on
Employment and Accessible Technology. PEAT's initiative is to foster collaboration and action around accessible
technology in the workplace. Peter's funded by the U.S. Department of Labor's Office of Disability Employment
Policy. Oh, dep-. Learn more about Pete and Pete works dot org. That's P.E.A, T.W. O. R.K. s dot org. [00:42:00.0]
Closing: [00:42:00.49] I absolutely love the work that Chancey is doing and I appreciate her candid and open
opinions that honesty is so refreshing. It really is a breath of fresh air. It's so hard with all the marketing talk in the
H.R. technology space to cut through the noise and understand how we in H.R. as workplace leaders can help our
employees and candidates have a great hiring and employment experience. It's conversations like these that give me
a new perspective and hopefully [00:42:30.0] enlighten you on how all these different technologies can change the
game. I especially loved the visual interpretation technologies. They are life changing and something that you should
really consider adding for your visually impaired employees. The Future of Work series is in partnership with Pete and
it is one of my favorites. Thank you to Pete as well as our work ology podcast sponsor work ecology.
Episode Link: http://workolo.gy/ep214
Workology Podcast | www.workologypodcast.com | @workology