Accessible Job Posting Policy Example – Workplace Etiquette Policies

Accessible Job Posting Policy Sample

In this article, we’ll look at the key elements that make up an example Accessible Job Posting Policy. We’ve included some starter/boilerplate information to help you get started writing this policy for your company. If you’re looking for help in setting up your policies & procedures or employee manual/handbook, our team can assist.

Accessible Job Posting Policy Template

The following are the main elements that should be included in your Accessible Job Posting Policy:

1. Title Page

• Policy Title: Accessible Job Posting Policy
• Company Name: The name of the organization implementing the policy.
• Policy Number (if applicable): For easy reference within the company’s policy structure.
• Version Control: Date of creation, last review, and version number.
• Effective Date: The date the policy becomes operational.
• Approval Authority: Name and title of the individual who approved the policy.

2. Purpose/Objective

• A brief statement explaining why the Accessible Job Posting Policy exists. This section outlines the policy’s purpose in relation to the company’s goals, regulatory requirements, or ethical standards.
• Describe what problem or issue the policy addresses.
• Example Purpose/Objective:

The Accessible Job Posting Policy aims to ensure that all job postings and descriptions are provided in formats accessible to everyone, promoting inclusivity in the hiring process. By mandating accessible formats, the policy seeks to eliminate barriers for individuals with disabilities, fostering a diverse and equitable workplace. This approach not only complies with accessibility standards but also enhances the organization’s ability to attract a wider pool of talent. Ultimately, the policy supports the creation of an inclusive work environment where all candidates have equal opportunities to apply and succeed

3. Scope

• A description of who the Accessible Job Posting Policy applies to (e.g., employees, contractors, vendors).
• Specify any exceptions to the policy.
• Explain departments or roles affected, if necessary.
• Example Scope:

This policy mandates that all job postings and descriptions be provided in accessible formats to promote inclusivity in the hiring process. It applies to all departments and roles within the organization, ensuring that individuals with disabilities have equal access to employment opportunities. By implementing this policy, the organization commits to removing barriers and fostering a diverse workforce. Compliance with accessibility standards is required, and regular reviews will be conducted to ensure effectiveness and adherence. This initiative is part of broader workplace accessibility efforts aimed at creating an equitable environment for all candidates

4. Definitions

• Clarify any key terms or jargon used within the Accessible Job Posting Policy to ensure understanding.
• Avoid assumptions about familiarity with industry-specific terminology.
• Example Definitions:

The Accessible Job Posting Policy mandates that all job postings and descriptions be provided in accessible formats. This ensures that individuals with disabilities can fully participate in the hiring process. The policy falls under the category of Workplace Accessibility Policies, emphasizing the importance of inclusivity and equal opportunity in employment practices. By adhering to this policy, organizations demonstrate their commitment to creating an equitable work environment where all candidates have the necessary access to job-related information

5. Policy Statement

• A detailed outline of the Accessible Job Posting Policy itself, including all rules, expectations, and standards.
• It should be direct and clear so that it leaves no ambiguity about the company’s position or requirements.

6. Procedures

• Step-by-step instructions on how to implement or comply with the Accessible Job Posting Policy.
• Include any forms, tools, or systems that employees must use.
• Describe the responsibilities of different roles in ensuring adherence to the policy.
• Example Procedures:

Job postings and descriptions must be provided in accessible formats to ensure inclusivity in the hiring process. This involves using formats that accommodate various disabilities, such as screen-reader compatible text or audio descriptions. Employers are responsible for assessing the accessibility needs of potential applicants and providing necessary accommodations. Regular reviews and updates of job postings are required to maintain compliance with accessibility standards. Training for HR personnel on accessibility best practices is also mandated to support effective implementation of this policy

7. Roles and Responsibilities

• List the roles responsible for enforcing or overseeing the Accessible Job Posting Policy (e.g., managers, HR).
• Define who is accountable for reporting, monitoring, and updating the policy as needed.
• Example Roles and Responsibilities:

The Accessible Job Posting Policy mandates that all job postings and descriptions be provided in accessible formats to promote inclusivity in hiring. Human Resources is responsible for ensuring compliance by creating and distributing accessible job materials. Hiring managers must collaborate with HR to identify and address accessibility needs. IT support is tasked with maintaining the necessary technology to facilitate accessible formats. Employees are encouraged to provide feedback on accessibility improvements. This policy aims to remove barriers and ensure equal opportunities for all candidates

8. Compliance and Disciplinary Measures

• Outline how compliance will be monitored or enforced.
• Describe any consequences or disciplinary actions for failing to follow the policy, including the escalation process.

9. References and Related Documents

• Include links or references to any laws, regulations, or company guidelines that support the Accessible Job Posting Policy.
• Reference related company policies that connect or overlap with the document.

10. Review and Revision History

• State the review cycle (e.g., annually, biannually) and who is responsible for reviewing the Accessible Job Posting Policy.
• A history section that lists all revisions made to the document, including dates and reasons for changes.

11. Approval Signatures

• Signature lines for key decision-makers who have authorized the policy (CEO, department head, HR manager).

12. Appendices or Attachments (if needed)

• Additional information, FAQs, or case examples to provide more context or clarify how the Accessible Job Posting Policy applies in specific situations.
• Any relevant forms or templates employees need to complete.