This guide covers: resume considerations, if and when you should disclose a disability to an employer, gauging a company’s accessibility practices and rights you have in the workplace.
Resume Considerations
You’re not required to write anything on your resume that references your disability or neurodivergence. Like all resumes, yours should highlight your strengths and leadership skills. If an employer inquires about a work gap due to health-related recovery, avoid over-explaining and instead make the statement brief. As a college student, you will probably not be asked about work gaps on your resume as it’s expected for college students to have some given their focus on school before graduation. Overall, the job application process is about the skills and talents you bring to the workplace, so remember to focus on that while you submit documents for employers to review.
Gauging the Company’s Accessibility Practices
A company can demonstrate an accessible environment in many ways that are important to watch for when you begin looking for an internship or job. Here are some examples of what to look for:
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Elevators, accessible parking, step-free access, automatic doors, accessible bathrooms and other accessibility features
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Live captioning on audio content and training for employees
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A comprehensive insurance plan that covers health-related concerns for both visible and invisible disabilities including short-term or long-term disability insurance
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The ability to work remotely if needed or provide other accommodations
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Employer takes part in accessibility initiatives to improve the workplace
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Donating or sponsoring nonprofit organizations focused on neurodiversity or disabilities
Reflection
As you are exploring different opportunities with a company/organization, consider reflecting on what is most important to you from your next employer. We all have different values in what we want in our workplaces. You may consider reflecting on questions such as:
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Do I want to work for a company that I know upholds accessibility throughout their company?
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How important is it to me for my employer to be actively dedicated to fostering an accessible workplace?
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How does this company demonstrate its values to accessibility?
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Does the company have a history of providing accessibility in the workplace?
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How does the staff treat me during the interview? Do they question my professional skillset?
Rights in the Workplace
Under the Americans with Disabilities Act (ADA), you have the right to be exempt from discrimination on all employment practices such as in job-application procedures, hiring, firing, training, pay, promotion, benefits and leave. While the ADA prohibits companies from discriminating on the basis of disability, there may still be instances where conscious and unconscious bias and discrimination occurs during your employment. It's important to look at the language of a company’s Equal Employment Opportunity (EEO) policy statement as well as their statement on diversity, equity, inclusion and belonging in order to gauge where they stand on non-discrimination efforts. Non-discrimination policies can usually be found in the “About,” “Careers,” “Diversity,” or “Accessibility” sections of the company website.
You also have the right to request a “reasonable accommodation” which includes but is not limited to; needed physical changes in the workplace, sign language interpreters or live captioning on audio content, providing a quieter workspace, accessible formats for written materials, or time off for an employee who is in the process of getting treatment for a disability. You can bring up accommodations during the interview stage and/or after an accepted job offer.
Choosing to Disclose or Not to Disclose
As you navigate the job application and search process, remember that you're not legally required to disclose a disability before or during your job interview. Given that job discrimination and bias exist, some people decide not to disclose a disability during the job application and interviewing process in order to increase their chances at receiving a job offer. Many people have noted that when they don't disclose a disability, they receive an increased number of interview requests. Sometimes one may feel compelled to disclose a disability before the interview for matters of accessibility or accommodations needed. Disclosing a disability early on may be beneficial for an employer who is committed to accessibility and inclusion. Other times, one may hold off until after the job offer to decide if they want to disclose or not. The decision to disclose is completely up to you, and you should make the decision you are most comfortable with.
While it is illegal to ask questions about your disability status, an interviewer can still ask if one “can perform essential responsibilities” for the job. This may be a way for an employer to avoid asking you directly about a disability. To answer this question, become familiar with the job description so you are prepared to reassure your interviewer of your capabilities for the job. Remember to stay positive and focus on the skills you bring to the position.
Additional Resources
Questions?
For specific information regarding your individual professional goals, please make an appointment with CNS Career Services.