Job Seekers with Disabilities
You have the skills and the ability, but you also happen to have a disability. During your job search and on the job, you want your talents to shine through and the focus to be on all the things you can do. The Office of Co-op and Career Services is dedicated to providing services and resources to assist job seekers with disabilities achieve success throughout the job search process. For additional assistance with your job search, contact the Office of Co-op and Career Services at 585.475.2301 to schedule an appointment with your program coordinator.
Content
2.2 Disclosure Pros, Cons, and Timing
3 Your Employment Rights Under the ADA
3.1 Examples of prohibited employment practices under the ADA
5.2 Full-time Employment Programs
5.3 Job Databases and other job search resources
5.4 Employers Committed to Hiring Job Seekers with Disabilities
6 Employment Perspectives Video Series: Recruiting, Hiring, Retaining People with Disabilities
Work-related Accommodations
Federal law requires an employer to provide reasonable accommodations to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer.
If you require accommodations from an employer during any phase of the employment process (from applying, to interviewing, to working in the job itself), it’s your responsibility to inform the employer that accommodations are needed (see Disclosing a Disability section for further information).
Prior to making a request for accommodations, it’s a good idea for you to think about the tasks for which you will need accommodations and learn about the accommodations you need – sharing this knowledge with your employer will demonstrate you have a solid understanding of your own needs and have already thought about possible solutions the company can implement to meet your needs. When requesting accommodations, you should be familiar with:
- The specific accommodations required. (However, the employer doesn't have to provide the exact accomodation requested. If more than one accomodation is effective, the employer can select which one to provide).
- The cost associated with each accommodation
- Where the requested accommodations can be obtained/purchased
The Job Accommodation Network (JAN) is an excellent resource for accommodation ideas. JAN provides an online database of accommodation options that is searchable based on disability-/impairment-type and specific functional limitations, and also offers information on where specific accommodations can be purchased. You can also contact a JAN consultant for free advice regarding job accommodations. http://askjan.org
Disclosing a Disability
Disclosure means sharing information about your disability for the purpose of receiving accommodations.
If you have a disability, it’s your personal choice whether or not you share information regarding your disability with an employer. Disclosure is not required, and if you can navigate the hiring process and perform the essential functions of the job without accommodations, it’s typically not necessary. However, in order to receive accommodations or receive other protection under the Americans with Disabilities Act (ADA), you do need to disclose.
Disclosure Preparation
Prior to disclosing your disability, you’ll want to prepare yourself for the discussion by taking the following steps:
- Consider the pros and cons of disclosure, and the timing.
- Review the phases of the hiring process that may present difficulties for you and/or the job duties you think will be difficult for you to perform due to your disability.
- Come up with ideas for possible accommodations. These may be accommodations you have used in the past or accommodations you have researched (see the Work-related Accommodations section for further information).
- Decide who you are going to disclose to (human resources representative, hiring manager, etc…).
- Plan out how much you want to disclose and exactly what you want to say.
Disclosure Pros, Cons, and Timing
If you choose to disclose your disability, only you can decide when the right time is to share this information with an employer; however, it’s best to disclose prior to problems occurring on the job. Overall, the timing of your disclosure really depends on whether you will need an accommodation during any phase of the employment process.
Below are some pros and cons related to disclosure timing for you to consider when making this decision.
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Time of Disclosure
|
Pros |
Cons |
Notes |
|
On resume, cover letter, and/or employment application |
Peace of mind for you – you’ve been up front with the employer. |
Draws attention to your disability rather than your skills. May disqualify you from the job before you have an opportunity to present your skills/abilities. |
Generally, disclosure on your resume, cover letter, or employment application isn’t recommended. However, some companies have employment programs specifically for applicants with disabilities; you will likely need to disclose your disability during the application process to be considered for these programs. |
|
When employer contacts you for an interview |
Peace of mind for you – you’ve been up front with the employer. For visible disabilities, reduces potential “shock factor” when you arrive for the interview. |
May distract the interviewer from your skills and ability to do the job, so you may not be seriously considered for the position. |
Disclosure at this stage may be necessary if accommodations are needed during the interview process. For example, if you use a wheelchair, you will want to make sure the interview site is accessible. Also, if you need to utilize a sign language interpreter, you’ll need to plan for this ahead of time with the employer.* |
|
During the interview |
Peace of mind for you – you’ve been up front with the employer. May enable you to present your disability in a positive and personal manner. |
May distract the interviewer from your skills and ability to do the job, so you may not be seriously considered for the position. Could make the interview more nerve-wracking for you. |
|
|
After the interview, before the offer |
Peace of mind for you – you’ve been up front with the employer. You and the employer were able to focus on your skills and abilities during the interview. |
Employer may feel you should have been up front about your disability earlier in the hiring process – you can address this concern by indicating you needed to learn more about the essential functions of the job prior to disclosing. You may not be seriously considered for the position. |
|
|
After the offer, before you accept |
If offer is rescinded, you may have legal recourse. |
Employer may feel you should have been up front about your disability earlier in the hiring process – you can address this concern by indicating you needed to learn more about the essential functions of the job prior to disclosing. |
This is often the best time to disclose. |
|
After your start the job |
Gives you an opportunity to prove you’re capable of doing the job. If disclosure impacts your employment status, you may have legal recourse. |
Disclosure often becomes more difficult the longer you wait. Your job performance may suffer without appropriate accommodations. Employer may accuse you of falsifying your qualifications. You may not have legal recourse against unfavorable changes in your employment status. |
Changes in your job responsibilities after you start a position may result in you needing to request accommodations. |
|
After a problem on the job |
You’ve had a chance to prove your capabilities related to the job. |
Relationship with employer and co-workers could be damaged. Employer may accuse you of falsifying your qualifications. You may not have legal recourse against unfavorable changes in your employment status. |
It is highly recommended that you disclose prior to problems occurring on the job. |
|
Never |
Your disability doesn’t become a factor in hiring decisions. Employer doesn’t need to know about your disability as long as it doesn’t impact your ability to do the job. |
If disability is discovered, employer may accuse you of falsifying your qualifications. You may not have legal recourse against unfavorable changes in your employment status. |
|
Chart adapted from http://www.muhlenberg.edu/main/aboutus/careercenter/students/job/jsg/disclosure.html and http://career.utk.edu/dco/ada.php
* For interviews taking place on RIT’s campus, interpreting services can be requested by students through RIT’s Department of Access Services at https://myaccess.rit.edu/. For off-campus interviews, you will need to ask the employer to make arrangements for an interpreter; further information on this process is available at http://www.ntid.rit.edu/nce/employers/interpreters and a list of interpreting service providers can be found on the Registry of Interpreters for the Deaf or in the Yellow Pages under Deaf Organizations & Services.
Who to Tell
In the workplace, you should only disclose your disability to those who need to be involved in the accommodation process. This may include:
- Human Resources
- Your supervisor
- Employee Assistance Program counselor – If you’re already working, have started experiencing problems, and need assistance determining how and to whom to disclose
Disclosure Script
To help you plan out exactly what you want to say and feel more comfortable with the disclosure process, prepare and rehearse your disclosure script in advance.
Your disclosure script should include:
- A brief description of your disability – Be concise and avoid using clinical or technical terms that can be confusing and intimidating. You do not need to thoroughly discuss your diagnosis.
- An emphasis on your job-related skills and abilities – You want to convey the message that you’re a qualified candidate with great skills who also happens to have a disability, rather than focusing just on your disability!
- A description of the functional limitations related to your disability that may interfere with your job performance.
- Suggestions for accommodations.
Utilize the following guide to prepare your own disclosure script:
- Description of my disability
- The key skills and abilities I possess related to this job are...
- My functional limitations are...
- The accommodations I need include...
- Now, combine the sections above to create your disclosure statement
Here's a sample disclosure script for additional ideas
“I have (provide the preferred term for your disability). I have (list your key skills/abilities) and can perform the essential functions of this job, but sometimes (indicate your functional limitations) might interfere with my ability to (describe the duties you may have difficulty performing). It’s helpful if I have (describe the specific accommodations you need). “
Disclosure guide and sample script adapted from http://career.utk.edu/dco/ada.php
The National Business & Disability Council has an informative webcast on the disclosure process available at http://www.nbdc.com/job_seekers.aspx
Your Employment Rights Under the ADA
The Americans with Disabilities Act (ADA) protects qualified individuals with disabilities from employment discrimination. If you have a disability, you must meet the following two criteria to be protected from employment discrimination by the ADA:
- You must meet the employer’s requirements for the position related to skills, education, experience, and other areas.
- You must be able to perform the essential functions of the position with or without reasonable accommodation.
The ADA applies to private employers with 15 or more employees and all state and local government agencies regardless of the number of employees. (Sections 501 and 505 of the Rehabilitation Act of 1973 prohibit discrimination against qualified individuals with disabilities who work in the federal government).
Examples of prohibited employment practices under the ADA include:
- An employer cannot engage in recruiting practices that discriminate against job seekers with disabilities. For example, if an applicant with a learning disability requires extra time to take a pre-employment test, the employer must modify the test to accommodate the applicant’s needs.
- An employer cannot refuse to provide reasonable accommodations for a known disability during the interview process or on the job.
- Prior to making a job offer, an employer cannot ask applicants questions that would likely reveal an applicant’s disability (however, these types of questions can be asked after a job offer has been made as long as the employer asks the same questions of all applicants offered the same type of job).
- Prior to making a job offer, an employer cannot require applicants to undergo a medical exam (however, an employer can require a medical exam after a job offer has been made as long as the employer requires this of all applicants offered the same type of job).
More information regarding the ADA is available at http://www.ada.gov/ and http://www.eeoc.gov/facts/ada18.html
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the ADA. If you think you have been discriminated against in an employment situation on the basis of disability, you should contact:
U.S. Equal Employment Opportunity Commission (EEOC)
http://www.eeoc.gov/
(800) 669-4000 (Voice), (800) 669-6820 (TTY)
Interviewing Tips
Before the Interview
If you require an accommodation during the interview process, be sure to notify the employer well in advance so they are prepared to meet your accommodation needs. For example, if you use a wheelchair, you will want to make sure the interview site is accessible.
Also, if you need to utilize a sign language interpreter, you’ll need to plan for this ahead of time with the employer. For interviews taking place on RIT’s campus, interpreting services can be requested by students through RIT’s Department of Access Services at https://myaccess.rit.edu/. For off-campus interviews, you will need to ask the employer to make arrangements for an interpreter; further information on this process is available at http://www.ntid.rit.edu/nce/employers/interpreters and a list of interpreting service providers can be found on the Registry of Interpreters for the Deaf or in the Yellow Pages under Deaf Organizations & Services.
Visit the Work-related Accommodations and Disclosing a Disability sections for more details on requesting needed accommodations.
During the Interview
The ADA restricts the types of questions an employer can ask during an interview; overall, employers are prohibited from asking questions that will likely expose an applicant’s disability prior to making an employment offer.
|
Examples of Appropriate Interview Questions |
Examples of Improper Interview Questions |
|
Can you perform the essential duties of the job? (Interviewer should provide a description of the job duties before asking this question) |
Are you disabled? / Do you have a medical condition? / Have you ever been on disability leave? |
|
Can you describe or demonstrate how you will perform the essential duties of the job? |
How severe is your disability? / What is your prognosis? |
|
After you have disclosed you have a disability, it is appropriate for the interviewer to ask: • Do you need a reasonable accommodation? •What type of reasonable accommodation will be needed? |
Do you need accommodations to perform this job? (This question is only appropriate after a job offer has been made or after you have voluntarily disclosed that you have a disability) |
Chart adapted from Legal Q&A: Handling Improper Interview Questions by Nancy Conrad and Tanya Salgado, December 2007 NACE Journal
If you encounter an improper interview question such as those listed above, try not to take it personally – the interviewer most likely does not realize that the question he or she is asking is inappropriate. So, how should you respond?
When responding to an inappropriate interview question, you typically want to avoid answering the question directly, as you may provide information that could negatively impact your chances of getting hired. Likewise, you usually don’t want to outright refuse to answer the question, as this could result in making both you and the interviewer feel uncomfortable for the remainder of the interview.
The best course of action in this situation is to do the following:
Consider the intent of the question, and instead of responding to the improper question directly, respond in a way that addresses the question’s true objective.
- Consider the intent of the question, and instead of responding to the improper question directly, respond in a way that addresses the question’s true objective.
- For example, if the interviewer asks, “Are you disabled?,” you can interpret that the intent of this question is really “Can you perform the essential duties of this job?”. So, you may want to respond by saying “I’m assuming you’re asking this question because you want to know if I’m able to perform the essential duties of this job, and I assure you I’m capable of performing the essential functions related to this position.”
- If you aren’t sure what the intent of the question is, ask the interviewer to further explain what it is he/she is asking.
- For example, if the interviewer asks, “Have you ever been on disability leave?,” you can say, “I haven’t been asked this question before. Can you tell me more about what it is that you’d like to know?”
It’s important to note too that an employer can’t ask you to take a medical exam prior to offering you a job. However, after you have been offered a job, the employer can make your offer contingent on you completing a medical exam, but only if all applicants offered the same type of job have to take the exam. The employer can’t refuse to hire you due to disability-related information discovered during the exam if you can perform the essential functions of the job with or without an accommodation.
Job Search Resources
The employment programs and job databases below are tailored specifically for job seekers with disabilities. To maximize the effectiveness of your job search, these resources should be used in conjunction with other job search resources offered through the Office of Co-op and Career Services and those recommended by your Program Coordinator.
*To obtain co-op credit for a position obtained through one of these programs or job databases, the position should be a full-time, paid, work experience that is directly related to your field of study, and lasts at least 10 weeks for each co-op block. If a position does not meet these criteria, you must obtain co-op approval from your academic department prior to accepting the position.
Co-op Employment Programs
If you need assistance completing the application forms for any of the employment programs listed below, please contact the Office of Co-op and Career Services. RIT/NTID students may also contact the NTID Center on Employment for assistance.
- AAPD Internship Programs (Application deadline: January; Application available starting November) Each year, the American Association of People with Disabilities (AAPD) hosts two Summer Internship Programs for College Students with Disabilities in Washington, DC, providing paid travel to and from DC, paid fully-accessible housing, and living stipends. http://www.aapd.com
- Entry Point! (Application deadline: Fall) - A program of the American Association for the Advancement of Science (AAAS) offering internship opportunities for students with apparent and non-apparent disabilities in science, engineering, mathematics, computer science, and some fields of business. AAAS identifies and screens undergraduate and graduate students with disabilities who are pursuing degrees in science, engineering, mathematics, computer science, and some fields of business, and places them in paid summer internships with corporate partners including IBM, NASA, Merck, Google, Lockheed Martin, CVS, NAVAIR, Pfizer, Infosys, Shell, Procter & Gamble and university science laboratories. http://ehrweb.aaas.org/entrypoint/index.htm
- Emerging Leaders (Application deadline: Fall) - Emerging Leaders is a competitive program that places undergraduate and graduate students with disabilities in summer internships with their corporate partners and provides them with leadership development opportunities. Emerging Leaders’ corporate partners include Booz Allen Hamilton, Eastman Kodak Company, Lockheed Martin, and Microsoft Corporation, among others. http://www.emerging-leaders.com/students.htm
- Mobility International USA Internships (Applications accepted year-round) - Mobility International USA is a US-based nonprofit organization with the mission to empower people with disabilities around the world through international exchange and international development. MIUSA sponsors internships for undergraduates and graduates year-round, and internships typically last 3-6 months. Internship assignments vary and include event planning, research, and public relations.http://www.miusa.org/about-miusa/jobs-and-internships/intern
- Workforce Recruitment Program (WRP) - Coordinated by the Office of Disability Employment Policy (ODEP) and the U.S. Department of Defense, the WRP is a recruitment and referral program that connects federal and private sector employers with highly motivated post secondary students with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs. Opportunities for students from a variety of majors are available. Interviews for the WRP will be conducted on-campus in the fall. RIT students can obtain more information on this program by contacting Janine Rowe in the Office of Co-op and Career Services at jmroce@rit.edu. RIT/NTID students who are deaf or hard-of-hearing should contact Dawn Lucas in the NTID Center on Employment at dawn.lucas@rit.edu for further details.
Full-time Employment Programs
Workforce Recruitment Program (WRP) - Coordinated by the Office of Disability Employment Policy (ODEP) and the U.S. Department of Defense, the WRP is a recruitment and referral program that connects federal and private sector employers with highly motivated post secondary students with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs. Opportunities for students from a variety of majors are available. Interviews for the WRP are conducted on-campus in the fall. RIT students can obtain more information on this program by contacting Janine Rowe in the Office of Co-op and Career Services at jmroce@rit.edu. RIT/NTID students who are deaf or hard-of-hearing should contact Dawn Lucas in the NTID Center on Employment at dawn.lucas@rit.edu for further details.
Job Databases and other job search resources
- The ABCs of Schedule A for Applicants with Disabilities: Schedule A is a hiring authority that allows Federal agencies to hire job seekers with disabilities without going through the traditional, competitive hiring process. Review this guide to learn more about Schedule A and how to navigate the Federal hiring process. http://www.eeoc.gov/eeoc/initiatives/lead/upload/abc_applicants_with_disabilities.pdf
- AbilityLinks: Offers a job posting and resume database, and career-related articles. http://www.abilitylinks.org
- American Foundation for the Blind (AFB) Career Connect: Provides a mentoring program that connects job seekers who are blind or visually impaired with mentors, and a variety of career-related articles and tips. http://www.afb.org
- Bender Consulting Services , Inc.: Consulting firm that helps people with disabilities find jobs related to IT, finance/accounting, engineering, HR, and general business. www.benderconsult.com
- COSD Career Gateway: A nationwide job posting and college student resume database sponsored by Career Opportunities for Students with Disabilities (COSD) to enable students with disabilities to connect with employers committed to workplace diversity. http://www.cosdonline.org/
- Disability.gov: A Federal government inter-agency portal site that provides access to comprehensive information about disability-related programs and services. http://www.disability.gov/employment
- disabledAbledperson.com: Job database and career-related articles. http://www.disabledperson.com/
- DisaboomJobs: Job database and career resources for people with disabilities. These aren’t “disability” jobs, they’re ability-, skill set- and professional-expertise jobs. The companies represented here are, however, actively seeking to recruit and provide employment for people with disabilities as part of their inclusive workforce. http://www.disaboomjobs.com/
- Equal Opportunity Publications (EOP): Publishes several magazines, including Careers & the disABLED, and also provides a job posting and resume database. http://www.eop.com/
- GettingHired: Includes a job posting and resume database, career assessment and interview preparation tools, and career-related blogs and articles. http://www.gettinghired.com/JobSeeker/Dashboard.aspx
- HireDisabilitySolutions: Job posting and resume database. http://www.hireds.com/
- Hire Heroes USA: Provides career placement assistance to all returning service men and women from all branches of the military, and specializes in services for those who are injured or disabled.http://www.hireheroesusa.org/
- JobAccess: The goal of JobAccess is to enable people with disabilities to enhance their professional lives by providing a dedicated system for finding employment. Includes a job posting and resume database. http://www.jobaccess.org/
- Lift, Inc.: Non-profit agency that trains, hires, and places information technology and information management professionals who have disabilities with major corporations. http://www.lift-inc.org/
- National Business & Disability Council: Provides access to both a job posting database and a national resume database. Also provides information on upcoming career events. http://www.nbdc.com/job_seekers.aspx
- One More Way: Job posting and resume database; sponsored by The Sierra Group Foundation. http://www.onemoreway.org/
- Project HIRED: Private, non-profit organization that provides a range of services to assist job seekers with disabilities conduct an effective job search, including retention support after being hired. http://www.projecthired.org
- Proyecto Vision: Provides links to co-op/internship opportunities for students with disabilities. http://www.proyectovision.net/english/opportunities/internships.html
- U.S. Office of Personnel Management – Federal Employment of People with Disabilities: Resources for job seekers with disabilities who are interested in working for the Federal government. http://www.opm.gov/disability/index.asp
- USAJobs – Individuals with Disabilities: Resources for job seekers with disabilities who are interested in working for the Federal government. http://www.usajobs.gov/individualswithdisabilities
Employers Committed to Hiring Job Seekers with Disabilities
The following list highlights some of RIT’s employer-partners who have consistently demonstrated a strong commitment to hiring job seekers with disabilities. While this list is not exhaustive, you may find it to be a helpful starting point for developing a targeted list of companies to whom you’d like to apply.
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Aetna |
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Northrop Grumman |
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Affiliated Computer Services (ACS) |
HP |
Proctor & Gamble |
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Allstate Insurance |
IBM |
Prudential |
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Apple, Inc. |
Intel |
Raytheon |
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BAE Systems |
Internal Revenue Service |
SAIC |
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Barclays Capital |
John Deere |
Social Security Administration |
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Boehringer-Ingelheim |
Johnson & Johnson |
The Dow Chemical Company |
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Boeing |
JPMorgan Chase & Co. |
The Nielsen Company |
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Booz Allen Hamilton |
KPMG LLP |
Time-Warner |
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Caterpillar |
Lockheed Martin |
U.S. Department of Defense |
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Chevron |
Marriott |
U.S. Department of Homeland Security |
|
Cisco Systems |
Merck |
U.S. Department of State |
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CitiGroup |
MetLife |
U.S. Environmental Protection Agency |
|
Department of Veterans Affairs |
Microsoft |
U.S. Nuclear Regulatory Commission |
|
Eastman Kodak Company |
Motorola |
United Technologies Corporation |
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Ernst & Young |
NASA |
Verizon |
|
FBI |
National Institutes of Health |
Walgreens |
|
GEICO |
National Security Agency |
Yahoo! |
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General Electric |
NIKE |
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Employment Perspectives Video Series
Making the Recruiting and Hiring Process Accessible