Disclosing a disability to a potential employer
From The Career Development Project for College Students with Disabilities
By Anne R. Thompson, Leslie Bethea and Jamie Satcher
Decisions about disclosure are one of the most important questions to
be resolved in the job search process. The best guideline in making the
decision is whether this time and this place and in this way will
contribute to the employer's decision to hire. If the employer will see
the disability as a positive for hiring-then disclose early. Employers
who may be positive would include organizations that serve persons with
disabilities, companies that receive federal grants, or companies that
have a policy for hiring persons with disabilities. It is important for
the job seeker to research the company.
Possible times to disclose include
Cover letter
Generally this is not the best time to disclose as
the job seeker may not get the interview. If the job seeker has a job
match that the disability helps meet, then this may be the best time to
disclose.
Resume
Once again, this in not the best time to disclose
in most cases as the job seeker may not get the interview. It would be
appropriate to disclose if the company has a positive attitude toward
hiring persons with disabilities. If the job seeker discloses in the
resume, follow the three basic disclosure rules: keep it brief, do not
use medical terms, and keep it job related.
Telephone call for an interview
If the applicant uses a wheelchair, will need a
sighted guide, or other accommodation for the interview, it is essential
to disclose to assure accessibility. The rule here is to disclose only
after the time and place for the interview have been established and the
applicants have had the opportunity to point out some of their skills
and abilities. In conclusion of setting up a time and place the
interview, the applicant might say: " I use a wheelchair, can you tell
me where I will find the accessible entrance?", or, " I have a visual
impairment and may need a guide for the first time to orient
me." Exception to the rule: if a secretary calls to set up the interview
then set the time and place. Do not disclose to the secretary. Call the
employer or interviewer back and disclose with a carefully prepared
script.
Application form
Any questions that cannot be answered without
disclosing on the application form may be answered by a statement such
as "will discuss". Application forms may not ask if the job applicant
has a disability but may ask about limitations in performance of the
essential job functions.
Interview
Disclosing a visible disability for the first time
at the interview may cause awkward situations and a shock effect on the
employer. Some job seekers still prefer this time and capitalize on the
opportunity to sell their abilities face to face with an
employer. Applicants who choose this time need to follow the basic rules
for a good disclosure:
- Script the disclosure and rehearse the script.
- Avoid medical terms and not give medical history
- Keep it brief-remember the employer is only interested in whether the
applicant can do the job.
- Keep it job related.
- Point out abilities developed from living with a disability. For
example: "Being a wheelchair user has enabled me to develop special
skills in advance planning and problem solving. I have had many
opportunities to perfect my organizational skills."
After disclosing a disability, the job applicant
should take the initiative in discussing the accommodation needed to
perform the basic function of the job. The employer is not required to
bring up accommodations and may expect the job applicant to discuss
accommodation if any is needed.
Disclosure is a personal matter. Decisions about
time, place, and how should be based on the best way to get the
interview and then get the job offer. Applicants who are able to
disclose in a manner that is comfortable to them and focuses on their
abilities will impress the interviewer that they are capable and ready
to go to work.
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