- But not most mobile browsers.
- And not the millions of people in countries who don’t have access to the bandwidth & speed to upgrade their browsers.
But we’re talking about a custom application, built for a specific company, which won’t be used by people in 3rd world countries, and are unlikely to access the software from their phone, and obviously they’d have hardware/firewall meeting the application’s requirements. And if they don’t have anyone with a disability on staff, then it isn’t a problem, right?
Here’s the thing – in the USA anyway, Title I of the Americans with Disabilities Act (ADA) covers employment and basically states that an employer cannot discriminate against an employee, or a prospective employee, on the basis of their disability. Other countries have similar anti-discrimination legislation and regulation.
For instance, if an employer holds interviews for a job on the second floor of a building without elevator, and refuse to relocate the interview for a wheelchair user, they are breaching Title I of the ADA.
In a similar way, if an employer hires a firm to code a bespoke application, and the application is not usable by people with disabilities, and is required to complete one of their primary job function, it could be argued that the employer is discriminating against potential prospective employees – they could not hire the person because the job requires the use of a non-accessible piece of software. This is discrimination – whether intentional or not.
Other Similar Cases
There is another case where I could see this being a problem – if a company selects a CMS for their website, and the CMS in question doesn’t allow users with disabilities to add/maintain content from the back-end. If their role in the company would include updating/adding content to the website, they can’t be hired on the basis of the system used, and that constitutes discrimination.
So there you go, something to consider when selecting a CMS or purchasing a custom-built software solution.