When it comes to the job-hunting process and disclosing a disability timing is everything. You don’t want to disclose too soon and potentially lose a valuable career opportunity, but you don’t want to wait too long so the news comes as a total surprise to your future employer. We recently spoke with Barry Wheeler, advisor for students with disabilities at the University of Guelph, about the best way to inform your prospective employer of this unique situation.
The choice to disclose your disability on your resume is entirely personal. In some cases disclosing at an early stage can be positive if you feel the employer will value your disability.
“I sometimes suggest if it’s a visible disability to state in the cover letter ‘Even though I have an ability impairment it does not stop me from doing anything I want to do or from attaining my goals.’ However with invisible disabilities it’s up to the individual. If you are comfortable disclosing right away, do so. But if you feel that it may hinder you from getting an interview then definitely do not. Don’t put it on the cover letter but in the interview if it feels comfortable bring it up,” advises Wheeler.
If you have a disability that requires accommodation for the interview, it is necessary to disclose ahead of time, preferably when you are called to schedule. This will allow the employer to make the necessary arrangements for the interview and can also benefit you by creating an atmosphere of trust.
Although Wheeler believes it is ultimately an individual's choice he does recommend, “If you have a very visible disability I suggest disclosing just so the interviewee is not so surprised when you go there.”
If you have not yet disclosed your disability the interview is the time to do so.
“If you feel comfortable in the interview and are fairly certain you are going to land the position it would show good faith to disclose. If you feel there is any kind of hindrance you may not land the position if you were to suddenly disclose try saying something like ‘By the way I do have Multiple Sclerosis (MS) but it’s not presently prevalent, but later on it’s hard to say.’ If it feels comfortable in the interview disclose towards the end. If you are unsure, definitely once you land the position you should disclose. This is no secret,” recommends Wheeler.
Use this as the opportunity to educate your prospective employer. If you require workplace accommodations do your research and find out if you are eligible for any government programs. Being informed creates a more positive experience and will make the employer more likely to consider you for the position.
Wheeler recommends being very specific when discussing workplace accommodation: “This is what my needs are. This is where you can get it. This is what the cost will be. Here is an area where you can apply for some funding.”
While most large companies usually have access to this type of information many smaller ones may not have the knowledge, education or awareness. “That’s when you would have the answers before the employer asks you the questions. Most times they are quite intrigued and interested and want to know. So in other words the individual would need to act as an educator but they are opening doors for others by educating employers in a positive way,” says Wheeler.
Being armed with knowledge can turn your disability into an ability. If approached with confidence and sincerity employers are bound to be impressed by your initiative, drive and positive attitude. These are great qualities that are sure to get anyone, disability or not, hired.
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