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Tips for Job Hunters with Disabilities
By Michele A. Leahy - courtesy of the American Association of People with Disabilities
September 30, 2002
Jobs, jobs, jobs. Where are the jobs? In this job seeker saturated market, people with disabilities are widely being overlooked. The words behind the acronym EOE (Equal Opportunity Employment) only seem to apply to affected groups who have a more visible and socially accepted role within the American fabric. Even on some job applications when it's requested for you to fill out your minority status disability is almost never included on the minority list.
The job hunt is a tedious and labor-intensive task for almost all walks of life. It's just a shame there are so many misconceptions about the ability that people with disabilities face than so many of our non-disabled counterparts. The obstacle isn't being able to get the job done; it's being able to get the job. Conquering the task of getting your résumé on the right person's desk and receiving the ever-wanted phone call to come in for an interview is daunting. When seeing is believing, the potential employer occasionally gets a shock when a person with a visible disability comes through the door. The reasons why they called you in for the interview may no longer matter. Knowing your rights of what the employer is and isn't allowed to ask can be useful. Tiptoeing around the questions, wondering how and why you have a disability is always a joy. You know and they know your mobility impairment isn't invisible. Can't park the wheelchair outside. The ADA can defend our rights but during the interview process it's hard to prove discrimination. Depending on your comfort level sometimes it's helpful to talk about your disability. It eases the tension or curiosity and allows the interviewer to be more open to you. For example, if there is a lot of traveling with the job your interviewing for, telling a story of how you independently vacationed throughout Europe may diminish the interviewer's doubts about your ability to travel for the job.
Employers may have reservations about hiring a person with a disability. The most common fallacy is that people with disabilities lack dependability. To a certain extent our society has failed to promote people with disabilities in the workforce. Many Human Resources departments are oblivious to the high productivity levels of people with disabilities. It's left to us to be the educators. Talking with companies about the perks is an effective way to shed some light on the positive attributes of hiring a person with a disability. Yes, there are positives to hiring people with disabilities. It's documented that most people with disabilities do not drain health insurance benefits any more than the average "able bodied" employee because many of our disabilities are stagnant. We are loyal employees. People with disabilities are very adaptive with a knack for problem solving since its something we face on a daily basis. These are markings of a valued employee.
Logistics are an important concern among different companies. In most situations modifying a work environment is nominal. People with disabilities need to bring this bottom-line consciousness to the employer. Easy access throughout the office is a legitimate concern to all parties. Access needs to be addressed upfront. It can start as early as the interviewing process. Discuss foreseeable obstacles you may encounter while complimenting on the disability friendly aspects of the office. Speaking of both accessible and non-accessible components enables an open dialogue with your employer.
Placement agencies and recruiters are a great alternative to the conventional newspaper "help wanted" section for finding a job. These agencies are hired by different outside companies to find qualified candidates to fill their company's vacant positions. An advantage to companies enlisting an agency or recruiter is their knowledge of the laws regarding employment, and the agency's desire to fill the company's position quickly with a person who is right for the job. An agency's interpretation of competence extends to the ability to get the job done and done well. Many agencies are well versed on sensitive issues that plague the employer and employee, such as disability. Reducing stress in these delicate situations is a part of the agency's purpose. By doing this, agencies get to sell your skills, qualifications, giving you a chance to feel more relaxed before your interview with the potential employer.
Temporary work is a proactive way to find employment while building your resume and skills. Temping can last from one day to an indefinite period of time. Temporary work gives you the flexibility to work when you want, in a variety of businesses. If interested in banking, ask the temporary agency to place you in a financial office. If you are looking for a position to advance your skills, the agency may place you in a position where those skills in need of improvement are at the forefront of your temporary assignment. One of the benefits of temporary work is even if you are searching for permanent placement you have the opportunity to work "temp-to-perm". This is useful for you and the employer to find out if the job is a good fit for everyone involved.
Freelancing on projects is another method to utilize your qualifications. Having a defined role within a project offers you the chance to take responsibility while creating a niche. It puts you in an authoritarian position. It connects you with people who can propel your career and has the possibility to lead you to your next job. Project work can expose you to a completely new industry while allowing you to bring your expertise to a particular job.
In today's job force being qualified is not enough. Job hunters with disabilities have often been told we must be overqualified. Now the message is we need to be diversified. Being judged based on outer appearances is commonplace, not limited to us people with disabilities. One of the best ways to eliminate some backward concepts regarding people with disabilities is to get out there and work. Fortunately, in our times we have laws, programs such as the Ticket to Work program, employment agencies and advocacy groups that can help us become working taxpaying citizens.
October is Disability Awareness Month. Throughout the country the American Association on People with Disabilities (AAPD) is hosting it's 3rd Annual National Mentoring Day, which focuses on employment issues for people with disabilities. AAPD is the largest national nonprofit cross-disability member organization dedicated to promoting "economic self-sufficiency and political empowerment" to Americans with Disabilities. For more information on AAPD's National Mentoring Day in your area please contact:
AAPD (American Association on People with Disabilities)
1819 H Street NW, Suite 330
Washington, DC 20006
202-457-0046 (V/TTY)
800-840-8844 (Toll Free V/TTY)
www.aapd-dc.org
Please send your questions or comments to: ddmchelly@entermail.net.
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