Advocating for Disability Awareness During the Job Hunt
Job hunting while living with a disability can
be a daunting prospect. Despite nationwide equality laws, you never know how
hiring managers will react when they learn about your disability status or the
accommodations that you require.
Fortunately, attitudes towards disability are
starting to change. More hiring managers are aware of their legal and ethical
responsibilities, and many go above and beyond to provide an inclusive,
equitable hiring experience.
However, you still need to know how to
advocate for yourself during the job hunt. Some hiring managers need gentle
reminders of their ADA obligations, while others should be avoided entirely. Self-advocacy can save you plenty
of headaches down the line, too, as you’ll learn to read between the lines and
pursue opportunities with businesses that hold your health and well-being close
at heart.
Know Your Rights
As a person with a disability, you’re likely
familiar with the Americans with Disabilities Act (ADA). However, it may have
been a while since you last familiarized yourself with the rights that the ADA
affords you during the job hunt.
Put simply, the 1990 ADA makes it “unlawful for an employer to
discriminate against a qualified applicant or employee with a disability.” This
rule applies to all businesses that employ more than 15 people as well as state
and federal employers.
That said, you must be able to “meet the
employer's requirements for the job, such as education, training, employment
experience, skills, or licenses,” and should be able to complete the “essential
functions” of the job to be covered by the ADA.
It’s important to note that employers cannot
reject you if you ask for “reasonable accommodation.” The exact parameters of
what is considered “reasonable” can be frustratingly subjective, but you’ll
usually find that employers today are keen to stay within the ADA guidelines.
Common reasonable accommodations include:
●
Provide accessible materials like
large print, braille, and audiotape
●
Use accessible locations when
conducting recruitment, interviews, and selection tests
●
Adjust policies and procedures to
meet your needs and ensure you have equitable access while applying and
interviewing
You should also be aware of the questions that
employers are not allowed to ask.
This can protect you against discrimination and spot red flags early in the
hiring process. ADA-prohibited questions include:
●
‘Are you disabled?’
●
‘What medication are you taking?’
●
‘How many sick days did you take
last year?’
●
‘Have you filed any workers’
compensation claims?’
Employers who ask these questions are in
breach of the ADA. You should likely remove yourself from the candidate pool
and find other opportunities with businesses that know how to meet your needs.
Recognize Your Needs
Disability affects everyone differently. As a
job hunter, you need to recognize your own needs and play an active role in
getting the accommodations you require.
Understand your mental health needs before applying to
businesses. Learn to recognize the symptoms of the condition and make a short
list of benefits and accommodations that will help you navigate the role
successfully. Be clear with prospective hiring managers about your need for
boundaries and the ways that you are best supported at work. This will
streamline the process and help you come to a mutually beneficial work
arrangement.
Be upfront and honest about any physical
disabilities that may impact your ability to perform the role. Oftentimes,
hiring managers can get creative to find solutions that work for you both. Your
employers will appreciate the heads-up and ensure that you find a role suitable
for your needs and skills.
Finding a Suitable Job
Recent data collected by the Bureau
of Labor Statistics suggests that employment rates amongst folks
with disabilities are rising. This is likely due to improved social attitudes
and increased access to jobs that can be completed by anyone — regardless of
their disability status.
If you’re looking to enter the job force for
the first time, consider applying for roles that suit your disability. For
example, if you have a physical disability that impacts your ability to travel,
consider applying for remote roles like social media management. Social media managers
are responsible for tasks like scheduling social media posts, responding to
comments and direct messages on company social channels, and tracking marketing
key performance indicators (KPI).
You can further improve your job search by
connecting with companies that cherish disability and diversity. Search local
news outlets and lean on sites like AbilityJOBs that host disability-specific
roles.
Conclusion
Job hunting with a disability can be a
challenge. You need to know your rights and should be prepared to walk away
from businesses that have too many “red flags.” Find a suitable job by refining
your search to show remote roles. When you do land an interview, be upfront and
honest about your needs and accommodations. This will help you find an employer
who truly cares about your well-being and is prepared to support you during
your career.