Job Searching With A Disability

If you have a disability, it’s important that you know your right to work and to be provided reasonable accommodation is protected.

The Ontario Human Rights Commission guarantees fair treatment, both during the application process and at your new job.

Beyond that, employers are also making efforts everywhere to ensure a place for everyone at their company, regardless of disabilities, race, gender — or any factor that shouldn’t factor into whether you can succeed in your career!

In fact, some employers have even gone so far as to create programs that foster jobs for people with specific disabilities, too! Think Microsoft, Wal-Mart, and other industry giants, who have programs for people with autism, as an example.

But as a job seeker with a disability of any kind, you may still be feeling some reservations about how best to apply in a way where your disability doesn’t take centre stage over your abilities.

In today’s article, we’ll discuss how to get a job you’ll love while still getting what you need with respect to your disability. Let’s take a look!

Know When To Disclose

Disclosing your disability is your prerogative.

If your disability will in no way affect your recruitment process or your ability to perform your duties on the job, then know that you have no legal obligation to disclose it to any employer.

For that reason, it is not pertinent to disclose your disability on your resume. Many people will also choose not to disclose their disabilities at all.

You may still choose to do so, and you should in the event that you require (or may eventually require) any accommodations.

Some situations where you may wish to bring it up sooner include if you require a mobility aid and your interview is scheduled to take place somewhere that is not accessible to you. For instance, a building with no elevators when your disability prevents you from climbing flights of stairs.

In that example, you should advise your recruiter you will need to make other arrangements. Perhaps you can meet on the first floor instead. And at your interview you can discuss working on the main floor office as well.

You cannot expect all types of accommodations without disclosing your ability. But you should never feel like disclosing your disability is a danger to your treatment, before or after being hired.

Know What You Need

While employers will want to help you and accommodate you during the hiring and onboarding process, they may not exactly know the best ways in which to do so.

That’s why it’s a good idea to go in prepared with information about exactly what your disability requires in order for you to be a peak performer at your job!

Consider what sort of workspace adjustments you will need. Do you need a standing desk? A special headset or monitor? Do you need a distraction-free office or to work in a low-traffic zone?

What about other accommodations? Do you need a flexible work schedule? A remote job? Set break times? etc.

Whatever your needs, you need to be aware of how your employer can address them for you.

Don’t feel like you need to be cautious of asking for special equipment or anything that may cost money, either. When you require physical accommodations (which you are not able to supply yourself), then your potential employer has access to funding from the government to cover the costs associated with creating a work environment where you can be at your best!

The only barrier to reasonable accommodation is if you and your employer don’t have a clear conversation about what you need.

You can also use your self-awareness to spin up a win-win situation for the employer! For example, “As long as I have a standing desk, I can deliver outstanding customer service!”. Now you’ve managed to talk yourself up while still talking about your needs.

Accentuate Your Abilities

Sometimes, when we’re nervous about something, we can’t help but focus on it more than we need to.

If you’re anxious about your disability, you might end up focusing too much on it during the application and interview process.

But just like any job applicant, you’re there to be judged on your abilities — not your disabilities.

Decide if and when you’ll want to disclose your disability. And once you’ve done so and stated your expectations in terms of accomodations, keep your conversation on track by getting back to what makes you an exceptional candidate!

For instance, if your recruiter emails you about an in-person interview, and you need to reply that your hearing requires you to have an ASL translator with you, you can still follow up with something like:

“I appreciate your understanding. I’m excited to meet with you and to have the opportunity to bring my 10 years of programming experience to your team!”

Likewise, at an interview, don’t let your disability dominate the conversation.

Employers are not allowed, by law, to inquire about disability status. That said, you may wish to proactively tell them to ensure you are both on the same page about what you will need to succeed.

If you do, keep it brief and to the point. And always focus on how, with their accommodations, you will be a valuable asset to the business.

Conclusion

Are you wondering if (and how) you should tell an employer that you have a disability?

META hosts a “Disclosing a Disability” workshop!

In this session, you will learn if and when to disclose a disability to an employer, according to your rights and responsibilities. We will discuss various ways to approach employers about your disability, as well as the pros and cons of disclosing.

For more information, or to register, please call: 613-966-9069.

Job Searching With A Disability