If you have a disability that will be apparent to the employer (blindness, use of a wheelchair or crutches, spasticity, etc.), it is critical that you bring a good understanding of your strengths as well as the ability to problem-solve in new situations.
Show confidence without seeming arrogant. The employer may not immediately feel at ease, so you will want to create an atmosphere of positive and comfortable communication.
It would be illegal for the employer to ask about your disability, but he or she will be drawing conclusions about how it might affect your job performance. These conclusions may be negative unless they are addressed head-on.
Therefore, it is often best to be proactive and raise the topic yourself. Without dwelling on your disability, anticipate employer concerns about whether you will be able to do the job. Explain how you have accomplished things in the past and how you will be an asset to this company.
For example, an employer who is unaware of screen-reader technology may wonder how someone who is blind would be able to write and review complex documents. Explain what is available and, if possible, offer a sample of your work.
The employer's next issue might be how expensive it would be to obtain this software for your workstation. Prepared with the knowledge that most workplace accommodations cost nothing or at most a few hundred dollars, you can alleviate this concern.
Be aware of your rights under the Americans with Disabilities Act, but keep in mind that honest and respectful communication can resolve many problems before they begin.
If you have a hidden disability, such as epilepsy, depression, or a learning disability, you will need to decide whether to disclose this information. There will be advantages and disadvantages either way you choose.
While disclosure could offer protection under the Americans with Disabilities Act, it may also create lower expectations from the employer and distrust or jealousy from other employees.
If your disability will require workplace accommodations or affect your performance, you will need to make your employer aware of this. Here are some things to think about in making this important decision:
- Is your condition active or in the past? For example, if you have developed strategies to compensate for your learning disability, disclosure may not be necessary.
- Is there something you want everyone to be aware of, such as what to do (or not to do) if you have a seizure?
- Are there things you will need to do to relieve stress or improve your mood, such as taking an occasional break to play a videogame or go for a walk?
- Certain medications may cause others to wonder if you have a drug problem. Would it be better for them to know what you are taking and why? Also, if drug testing is required, you may want to explain the results.
- Some disabilities, such as Asperger's Syndrome, can affect eye contact and interfere with reading social cues. Making other people aware may make them more tolerant. Is it worth the risk of being considered different?
- An informed boss can be an ally and advocate, especially if your talents are of particular benefit. His or her expectations of you may be more realistic if you share the whole picture.
However you decide, it is important to be comfortable with yourself, to demonstrate confidence without arrogance, and to show what you can offer to the company.
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