| The labor market is challenging as it is, but if you are a | | | | employer is not required to provide you with the exact |
| person with a disability, you are often faced with | | | | accommodation you request. Show your openness |
| additional obstacles in order to find meaningful | | | | during this interactive process. |
| employment. Statistics show that for every one | | | | 3. Be proactive! Be prepared to demonstrate how you |
| interview a non-disabled person does, a person with a | | | | will be able to perform the essential functions of a job |
| disability does five in order to secure a job!** While | | | | with or without an accommodation. Don’t wait for |
| the numbers seem staggering, the five strategies | | | | an employer to ask, especially if your disability is |
| below can assist in improving the odds. | | | | apparent. Share with confidence how you’ll be able |
| 1. Decide up front whether or not you will disclose your | | | | to successfully get the job done and include examples |
| disability. Make a list of the pros and cons of disclosure. | | | | of how past accommodations or modifications have |
| A hidden disability may not require disclosure unless | | | | worked to everyone’s advantage. Your confidence |
| you are requesting an accommodation. You may | | | | will help dispel any concerns the employer may have. |
| choose to disclose an apparent disability ahead of time | | | | 4. Don’t let your disability define you. You are a |
| to ensure the interviewer focuses on you and your | | | | combination of many wonderful skills and abilities. The |
| abilities vs. you and your disability. The decision to | | | | more positive you are, the more an employer will |
| disclosure is yours. Do what feels comfortable, and | | | | focus on your attributes. Remember - you are a job |
| remember, disclosure doesn’t mean telling your life | | | | candidate that just happens to have a disability. Keep |
| story! Keep it simple, practice what you’ll say, and | | | | the focus on YOU! |
| only share what is relevant to the job. | | | | 5. Practice, practice, practice! Don’t go to a job |
| 2. When you are scheduling an interview, be sure to | | | | interview thinking you will be able to “wing it,” |
| ask up front what the process involves (e.g. Will testing | | | | especially as it relates to addressing your disability. |
| of any sort occur? How will the tests be | | | | Often, when we’re nervous, we will either say too |
| administered? Where will the interview occur?). If you | | | | much or too little. It’s always best to script out what |
| do require an accommodation at the initial interview, | | | | you will say, anticipate possible questions, and then |
| ask the employer as far ahead of time as possible. | | | | practice your response. Get the advice of a trusted |
| Don’t wait until the last minute! Be open to other | | | | friend or colleague. Go in prepared to dazzle them! |
| suggested accommodations by the employer if they | | | | **This specific statistic was taken from |
| would satisfactorily meet your needs. Remember, an | | | | “Windmills” Attitudinal Training Program. |