Once you have decided what to disclose, you need to think about the
most appropriate time to do so. There are many opportunities, and no
right or wrong answer, however it is important that you feel
comfortable with the decision you make. It may help to discuss this
with another person with disability, the career advisor or disability
officer at your university.
Think about other times when you have told someone about your
disability. What worked well, and how did you feel most comfortable?
Put yourself in the employer’s shoes, what would best convince them you
are the best person for the job?
You may find that it is generally more appropriate to discuss
workplace adjustments during the interview than in a résumé or
application, unless you require reasonable adjustments for the
interview.
There are a variety of opportunities to disclose your disability
during the recruitment process. The following section outlines the
benefits of disclosing disability at different stages of your
employment.
Letter of application & résumé
Use your discretion to determine if it is appropriate at this stage,
considering factors such as the type of employer you are approaching
and your individual circumstances. It is not standard practice unless
your disability is relevant to the job; however sometimes your
disability may be implied in the way you describe your experience and
community involvement. It is your decision and you do not have to
disclose at this point. Remember, the disadvantage is that you are not
there in person to emphasise your skills and abilities, or dispel any
concerns they may have.
You may wish to mention your disability if it is:
- appropriate to demonstrating your skills, eg. if you have been involved in advocacy or sport
- relevant to the job, such as if you have are applying to work in a disability organisation.
Application forms
If you consider your life experiences and disability relate to your
ability to do the job, you may wish to mention your disability when
describing your suitability for the position.
Some forms may also ask questions about disability, and if you feel it
is appropriate you can give details. You may also choose to ignore the
disability-specific questions or write ‘Not Applicable’. You are not
legally obliged to disclose your disability unless safety is a concern.
While it may not be illegal for organisations to collect such
information, it is illegal for this information to be used for
discriminatory purposes. This means, for example, that an employer can
ask about your disability but cannot refuse you an interview or
withdraw an offer of employment based on this information, unless they
can prove you are incapable of fulfilling the inherent requirements of
the job.
Medical questionnaires
You may be asked to complete a questionnaire about disability, as
well as answering questions about general health at any stage of the
recruitment process. Answer truthfully. Once again, it may not be
illegal for organisations to collect such information, but it is
illegal for this information to be used for discriminatory purposes.
Equal opportunity monitoring forms
At organisations where these forms are used all applicants are
required to complete them; the purpose behind these forms is to see if
the total mix of applicants represents society as a whole and meets any
equal opportunity targets the organisation may have. These are usually
separate from the application form and are not used in the selection
process; in fact, they are created by the Human Resources department.
The selection panel does not see them at all.
Before an interview
If you will require reasonable adjustments for the interview, eg.
sign language interpreter or accessible venue (including toilets and
parking), speak directly to the appropriate person. You may wish to put
this in writing (email, fax or letter) and ask them to confirm the
arrangements with you prior to the day. Keep a copy yourself.
Advantages
- It can help you decide whether you want to work at the
organisation; by finding out about its employment equity strategies,
support structures for employees with disability and the organisation’s
workplace adjustment schemes.
- You can have a frank conversation with the employer about
disability issues in relation to the inherent requirements of the job.
This discussion can help determine whether work-related adjustments are
required and/or whether support services are needed.
- This strategy also eliminates any surprises or awkwardness when meeting the employer.
During an interview
If your disability cannot be concealed and you have not previously
disclosed it, you have to decide how to manage disclosure at the
interview. (See the ‘Deciding How to Disclose’ and interview sections
of this booklet.)
Advantages
- You can discuss workplace accommodations that are necessary to do the job.
- Highlights your life experiences and how they may be relevant to the position.
- Provides the employer with evidence of your skills, abilities and ways for overcoming any implications of a disability.
- Enables you to obtain information about an organisation’s
employment equity strategies, support structures for employees with
disability and workplace adjustment schemes.
- Explains any disability-related breaks in your employment history which appear on your résumé.
- Demonstrates problem solving skills.
On offer of employment
If you disclose after an offer of employment, you can feel certain
that you have not been discriminated against because of disability
during recruitment.
Advantages
- Secures workplace accommodations that are necessary for you to do the job.
- Increases the responsiveness of employers and co-workers to your needs.
- Allows you to obtain information about an organisation’s support structures for employees with disability.
- Provides an opportunity to obtain information about an organisation’s workplace adjustment schemes.
- Increases access to appropriate employment supports.
- Provides access to appropriate supports increasing the likelihood of job retention.
- Enables you to obtain information about an organisation’s
employment equity strategies, support structures for employees with
disability and workplace adjustment schemes.