Does the increased use of technology in recruitment have the potential to further disadvantage job seekers with disability?

Undoubtedly, technology, particularly AI, has revolutionised the hiring process with its allure of more efficient and objective recruitment practices. However, as with any technology, there is the potential for unintended consequences, particularly for already marginalised groups. One of the groups that could face additional challenges is job seekers with disability.

According to the Australian Disability Network, one in five Australians has a disability. Yet, their participation in the workforce significantly lags behind that of people without disabilities. Even as AI pledges to make hiring more objective, there is a risk that it could inadvertently perpetuate biases or create new barriers.

Access to technology

The first potential hurdle is a very practical one. For those fortunate to be living middle-class lives in our cities, it may feel as though everyone has equal access to technology, from smartphones to tablets and laptops.

But that is simply not the case. And with almost all job applications being online today, this can be an immediate barrier before the process even starts.

In fact, according to the Australian Digital Inclusion Index 2023, 1 in 4 Australians is still digitally excluded. The index also notes a ‘persistent divide’ between capital cities and our regions and a ‘considerable gap’ between First Nations and other Australians. So, it’s simply not a level playing field.

Some people with disability also have accessibility requirements when it comes to technology. This can be about hardware, such as screen readers for people with vision impairment, and it’s important for employers to make sure their application process is compatible and accessible.

Risk of accidental exclusion

Even if the application process is accessible and the candidate has access to the required technologies, there are still risks of accidental exclusion via AI and other recruitment technology.

If AI recruitment tools are trained on historical hiring data, they may replicate existing unintentional biases against people with disabilities. They may also be unable to effectively interpret subtle nuances, such as alternative career paths or experience gained through non-traditional means.

Potential for inclusivity

While there are some risks, there are also potential opportunities to increase inclusivity using these tools.

For example, most tools omit personal details that may lead to unconscious bias, such as names, gender, age and potentially even disability-related gaps in employment.

In addition, AI tools can standardise the recruitment process, ensuring that all candidates are asked the same questions, which can omit unconscious bias. In saying that, these standardised processes must be optimised for inclusivity.

Many AI tools can also integrate with the assistive technologies discussed above, so there can be an accessibility advantage to using them.

So, does increased use of technology disadvantage job seekers with disability?

The jury is still out, and we’ll be watching closely as these technologies evolve. One thing that is clear is that organisations using these tools will need to be keenly aware of where the technologies may include and exclude marginalised groups.

Monitoring for bias is a must when integrating tools to check and correct biases, and this applies not just to disability hiring but to the full spectrum of diversity in the candidate pool.

AI legislation hasn’t caught up to the technology yet. However, as it evolves, standards, regulations and advocacy can all be used to ensure these tools are designed with accessibility in mind.

In addition, feedback loops can be built into the process so that all applicants, including those with disability, can provide feedback on accessibility and fairness in the process. It is then incumbent on employers to act on and learn from this feedback.

At VERTO, we are privileged to see the power of diversity and the potential of every individual in our work each day. Disability employment services providers, like VERTO, help job seekers navigate the recruitment process and match them with the right employers, ensuring no one is left behind in the age of AI-driven recruitment.

With the right attention and safeguards, AI can ultimately advance the inclusivity and fairness of the recruitment process. However, it's our collective responsibility to ensure it serves as a bridge to employment opportunities for all job seekers, including those with disability.