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.