Diversity Statement on Advertisements and Applications

The EEOC advises that employers:

  • Include information about the essential job functions in job announcements, ads, and other recruitment notices. This will help attract applicants with the appropriate qualifications, including individuals with disabilities.
  • Consider including a non-discrimination statement in job ads and notices – Here is an example: "We are an Equal Opportunity Employer. We do not discriminate on the basis of race, religion, color, sex, age, national origin, or disability."

Facilitating the Application Process

Employers have an obligation to make reasonable accommodations to enable applicants with disabilities to apply for jobs, including the following:

  • Information about jobs should be available in a location that is accessible to people with mobility impairments.
  • If a job advertisement provides only a telephone number to call for information, a TDD (telecommunication device for the deaf) number should be included, unless a telephone relay service has been established.
  • Printed job information in an employment office or on employee bulletin boards should be made available, as needed, to persons with visual or other reading impairments. Preparing information in large print and making digital versions available are just two of the ways to make it more accessible.

Online Applications

Your business’s online application processes must be accessible or provide an alternative means for people with disabilities to apply for jobs, unless you can show that doing so would cause an undue hardship. See the section on Accessible Technology for more information.

Medical Questions on Applications

Under federal law, employers may not ask disability-related questions or conduct medical examinations before a conditional offer of employment is made, even if they intend to look at the answers or results only at the post-offer stage. This helps ensure that an applicant's possible hidden disability, including a prior history of a disability, is not considered before employers evaluate an applicant's non-medical qualifications.

  • For example, employers cannot ask whether an applicant has a physical or mental impairment, has received worker’s compensation, or was ever addicted to illegal drugs.
  • Employers may ask applicants a variety of questions to evaluate whether the applicant is qualified for the job, including asking about the applicant's ability to perform specific job functions, asking about non-medical qualifications and skills, and asking applicants to describe or demonstrate how they would perform job tasks.
  • Once a conditional job offer has been made, and before an employee starts work, employers may ask any disability-related questions they choose, and may require medical examinations, as long as this is done for all new employees in a particular job category.

If you’d like more information about asking medical questions during the application process, contact Untapped Arizona.