Provide an accessible alternative assessment with equal: Under applicable US employment-selection and
Provide an accessible, comparable assessment rather than excluding the applicant or changing standards for everyone.
The question
A US public agency uses AI to screen applicants for public-benefit administration jobs. An applicant reports a disability affecting access to the screening interface. Under applicable US employment-selection and disability-accommodation requirements, which approach best addresses the constraint?
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- Provide an accessible alternative assessment with equal evaluation criteria. ✓An accessible alternative addresses the stated barrier while preserving individualized, job-related evaluation under US employment-selection rules.
- Lower the screening threshold for every applicant reporting an impairment.A blanket threshold change is not tailored to the applicant’s access need and may distort the job-related selection standard.
- Use the standard interface without modification.Using the unchanged interface may preserve uniformity, but it does not address the applicant’s disability-related access barrier.
- Exclude the applicant from automated screening and consider only other candidates.Exclusion avoids the interface problem but does not provide a reasonable way for the applicant to participate in the selection process.
The trap
Address the individual access barrier directly; do not equate accommodation with exclusion or universal score changes. How to remember it
Provide an accessible, comparable assessment rather than excluding the applicant or changing standards for everyone.
How many of these would you get right?
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