The Job Search & Disclosing Your Disability

The Job Search
Job searching with a disability, including neurodiversity, can be a challenging experience. Navigating the job market often requires overcoming not only the standard hurdles of securing employment but also the additional barriers that come with a disability. Traditional hiring processes, such as interviews, may not align with your strengths, leading to difficulties in showcasing your potential to future employers. Finding an inclusive employer who recognizes and appreciates these strengths can make a significant difference in the job search experience.

Navigating interviews, whether over the phone or in person, can be challenging. To help you feel confident and prepared, try these options:

  1. Take this Neurodiverse Student Skill Building LinkedIn Learning Path. With your Merrimack email, you have free access to LinkedIn Learning courses. Use this course to help build upon skills that would help during the interview process.
  2. Use Quinncia for mock interview help. This free tool allows you to practice a virtual interview and gives immediate feedback on speech rate and clarity, micro-expressions, and the content of responses. After the interview, Quinncia provides an overall analysis that includes data points like rate of speech and filler words.
  3. Prepare for your virtual job interview by researching the employer on Handshake, practicing with mock interviews and dressing professionally to make a great first impression. Remember to test your technology, choose a clean background and maintain eye contact with the camera to ensure a smooth and successful interview experience.

With the below resources and support, you can find employment opportunities that align with your skills and needs.

  1. Watch this video about getting empowered to frame your resiliency and creativity as a skill to a hiring manager.
  2. See the list of on campus employment opportunities for a chance to gain experience prior to entering the workforce.
  3. Search a disability-friendly job board or organization for connections and internship opportunities.

Knowing what companies value varying abilities in their employees is a great place to start for your job search.

  1. Autism @ Work Employer Roundtable Companies: Ameritrade, Aspiritech, ADI Autism2Work Practice, Cintas, Dell Technologies, DXC Technology, Ernst & Young, Ford, Fidelity Investments, Freddie Mac, Hewett-Packard Enterprise, IBM, INNO SYS inc., JP Morgan Chase and Co., Microsoft, Qualcomm, Rising Tide Car Wash, SAP, SAS, Spectrum Designs, Travelers, Ultra Testing, US Bank, Willis Towers Watson
  2. Disabilities Part 2: Inclusive Companies: Lou Orslene of JAN teaches us how to locate progressive and diversity-inclusive companies in our job search. Lou also gives us tips on how to tell if any company is inclusive.

Disclosing Your Disability
Disclosing a disability to an employer is a deeply personal decision that potentially introduce challenges into the workplace. The fear of discrimination or being perceived as less capable can make the prospect daunting. However, disclosure is often necessary to secure the accommodations needed to perform your job effectively. Balancing the desire for privacy with the need for support can be difficult. Ultimately, disclosing your disability is about framing it in a way that empowers you to succeed in your professional environment.

When applying for a job, you are generally not required to disclose a disability unless you need an accommodation during the hiring process, such as for an interview or test. Disclosure can also be voluntary in specific situations, like when applying to federal contractors who are required to invite applicants to self-identify for affirmative action purposes.

Once employed, individuals can request accommodations at any time, and disclosure is not mandatory unless needed to address a workplace barrier. Employers must keep any disclosed disability information confidential, and accommodations should be discussed through an interactive process without requiring detailed medical information unless absolutely necessary.

Here are some tips on how to disclose a disability to an employer:

  1. Timing: Choose the right moment to disclose your disability. It’s best to do so when you know an accommodation is needed, before job performance issues arise or when a workplace barrier is identified.
  2. Method of Disclosure: You can disclose your disability verbally or in writing, depending on your comfort level. While you don’t need to use specific legal terms, clearly state that you need an adjustment or change at work due to a medical condition.
  3. Requesting Accommodations: Be prepared to explain the type of accommodation you need and why. It’s helpful to research and know the possible accommodations that could assist you in performing your job duties effectively.
  4. Communicating Clearly: When disclosing, speak to someone who can act on your request, such as a manager, supervisor, or HR professional. Use simple, clear language and avoid jargon. For example, you might say, “I have a condition that requires an adjustment in my work schedule.”
  5. Documenting Requests: Consider documenting your request for accommodation in writing, which can be useful in case of any disputes. A written request can serve as a formal record of your disclosure and the accommodations you’ve requested.
  6. Understanding Confidentiality: Remember that your disability-related information is confidential. Your employer is required to keep it private and share it only with those who need to know to implement the necessary accommodations.

All this information from sourced from Job Accommodation Network (JAN). JAN provides free consulting services for all individuals, regardless of employment status. Services include one-on-one consultation about all aspects of job accommodations, including the accommodation process, accommodation ideas, product vendors, referral to other resources, and ADA compliance assistance.