Metaverse-Based Simulation For Accessible Job Application Processes Among Women With Visual Impairments
DOI:
https://doi.org/10.29284/1dqatb67Keywords:
Visual impairment; employment barriers; metaverse; accessibility; effective communication.Abstract
Women with visual impairments (VI) continue to face persistent discrimination and structural barriers to employment, reflected in high inactivity rates and limited access to equitable recruitment processes. Negative employer perceptions, inaccessible information, ineffective communication practices, and poorly adapted physical environments contribute to systematic exclusion. A four-stage methodological framework was implemented. First, a multidimensional contextual analysis was conducted, considering age and educational level. Second, statistical analyses were performed to identify significant associations. Third, a metaverse-based process model was designed to support accessible information management and effective communication. Finally, a functional simulation was developed. The findings reveal statistically significant associations between age and optimism about the future, as well as moderate-to-high effect sizes related to perceptions of inclusion and attitudes towards technology. Educational level shows a strong association with self-perceived personal value and satisfaction with institutional support. A comparative analysis with generative AI tools indicates that the proposed metaverse model offers a more comprehensive set of accessibility and communication functionalities for job applications and interviews. The results underscore the need for structured dialogue protocols, mobility assistance mechanisms, and proactive workplace design strategies. While generative AI tools provide partial support, the metaverse-based approach enables an integrated simulation of recruitment, mobility, and workplace accessibility. This study presents a novel technology-driven framework that promotes both technological and cultural awareness to reduce communicational, physical, and procedural barriers in employment contexts. The proposed model provides a robust foundation for future inclusive recruitment initiatives.
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