Provide a comparable accessible assessment: Under applicable US employment-selection and
Use a comparable accessible assessment rather than relying on narrow validation or excluding the applicant.
The question
A US manufacturer uses AI to screen applicants for quality-inspector roles. The tool was validated only on applicants performing an unassisted visual task; a qualified applicant requests assistive technology, and the tool cannot process it. Under applicable US employment-selection and disability-accommodation requirements, which response best addresses both constraints?
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- Exclude the applicant from automated consideration and use no alternative assessment.Exclusion avoids the software limitation but does not provide an appropriate accommodation or a fair job-related evaluation.
- Apply the validated screen unchanged because its prior validation is documented.The validation concerns an unassisted task and does not resolve the requested accommodation or establish validity for the accommodated process.
- Provide a comparable accessible assessment. ✓A comparable accessible assessment addresses the accommodation need while preserving a job-related basis for evaluating the applicant.
- Lower the quality-inspector requirements so the existing tool can be used.Changing the role’s requirements is not shown to be necessary and does not address the tool’s accessibility or validation limitations.
The trap
Separate the validity of the original test from the duty to provide an accessible, comparable evaluation. How to remember it
Use a comparable accessible assessment rather than relying on narrow validation or excluding the applicant.
How many of these would you get right?
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