Job Choices - February 2013 - Diversity Edition - (Page 52)
DISCLOSING A DISABILITY IN A JOB INTERVIEW
efore disclosing a disability in a job interview, consider two things. First, do you have a choice? Second, if there is a choice, does disclosing strengths you have developed as a means of working with your disability increase your likelihood of getting the job? The legal implications of disclosure are part of those decisions. As an applicant, you are not required to disclose a disability at the time you apply for a job, even if you later need a workplace accommodation. You may wait until you actually are seeking accommodation—which may be months or years later—before you disclose. However, it is wise to seek accommodation before performance suffers.
By Betsy Johnsen, Esq.
When Disclosure Is The Only Option
For many, disclosure is not a choice. People with a visible disability (or visible accommodation) are already “out.” Asking for reasonable accommodations for the interview itself should be done through a separate (non-interviewing) administrator, and the request should be kept confidential. Some job applicants decide disclosure is necessary to explain gaps of time in a resume, or to be able to include important activities, such as disability-related campus clubs or community activities. Whenever the interviewer is aware of a potential employee’s disability, you may apply the strategy of “discuss and dispel”—discuss the disability’s impact on
your professional life and dispel any misconceptions. This kind of discussion educates the prospective employer and dispels misinformation about a particular condition. An interviewer who knows only a label and no facts might imagine the worst. You can set the record straight on the scope of your condition. If you have an apparent visible disability, it is advantageous for you to show how you can effectively use that awareness. For example, any attention may mean you are a sales rep that clients easily remember, or an HR person quickly recognized by co-workers. During the interview, highlight the opportunities present in the job and show how you would handle that extra attention when relevant.
Job Choices: Diversity Edition | National Association of Colleges and Employers
Table of Contents for the Digital Edition of Job Choices - February 2013 - Diversity Edition
Job Choices - February 2013 Diversity Edition
Opportunities by Employer/Website Index
From Campus to Career
Timeline: From Campus to Career
Building the Skills That Employers Want
What Employers Want
Playing Fair: Your Rights and Responsibilities as a Job Seeker
10 Tips for Using Social Media in Your Job Search
The Art of Writing Job-Search Letters
A Step-by-Step Guide to a Winning Resume
Are You Demonstrating These on Your Resume?
What Belongs Where? Organizing Your Resume
The Successful Interview: Preparation and Practice Make Perfect
Quick Tips: The Video Interview
Sample Interview Questions
Questions to Ask in the Interview
Acing the Behavior-Based Interview
Disclosing a Disability in a Job Interview
Examples of Preemployment Inquiries Related to Disabilities
How Can You Find a Gay-Friendly Company?
The Critical First Year on the Job
Adapting to Corporate Culture
Selecting and Cultivating a Mentor
Opportunities by Occupation
Job Choices - February 2013 - Diversity Edition