How do I discuss my disability?

mrsconn23 · June 2017

Dear Prudence,
Last year I suffered a medical issue that left me legally blind. Since then, I’ve been working part time, but I’m now looking for a full-time job. In my line of work, the only accommodation I really need is some text-to-speech software and forgiveness for occasional social awkwardness; because I can’t see faces, I recognize people only after learning their voices. I’m confident that this is considered “reasonable accommodation” under the Americans With Disabilities Act.

But my question is at what point in the application process do I mention my disability? Friends within the blind and low-vision community disagree about this. One says, “put it as a casual aside in the cover letter; you are an easy ‘diversity hire’ so they’ll love you.” The idea of “milking” my blindness makes me uncomfortable, as does the idea of edging out a similarly qualified but fully sighted candidate. Others say to wait until during or even after the interview (like, just show up with my cane, smiling—the idea of which also makes me uncomfortable). What say you?

—When to Tell

kimmiinthemitten · June 2017

I'd discuss this with some legal experts. You can't *not* be hired for your blindness, but that doesn't mean some people won't. I'm not sure when they best time is to bring it up though in the hiring process.

I struggled with this one as a manager when a Deaf person applied for a telemarketing job. I'm obviously sensitive to this as a child of Deaf adults, but for a purely telemarketing job, the relay service they used wasn't a reasonable accommodation. Had they applied for a job that required a different set of telephone skills it would have been a totally different situation, and although I hired someone with years of experience and knew I did nothing wrong, I still felt bad as hell.

6fsn · June 2017

Im not sure it needs to be in a cover letter, but it doesn't seem fair to show up with a cane. A heads up prior would allow the company to think of questions, accommodations, etc.

*Barbie* · June 2017

A lot of companies prefer to do phone screens or at least a call before an in-person, so this would give LW a chance to mention it before the in-person.

Another option that LW may have is working with a staffing agency or recruiter that is aware of their disability, and can guide them towards jobs where it will not be an issue.

kvruns · June 2017

that is a tough one. While she isn't required to say anything up front it does sound like she wants to, and I'm sure it would be appreciated by the company. I'd say during a phone interview it would be a good time to mention it

short+sassy · June 2017

I definitely wouldn't put her disability in a cover letter. That's just asking for a less than scrupulous company to immediately be dismissive. In addition, I'd even go as far as to say it isn't appropriate information for a cover letter. The entire purpose of a cover letter is to entice a manager to look further at your resume and further flesh out your experience.

I also agree she shouldn't blindside them with her disability. That makes it awkward for everyone. Like the other PPs, I think a good time to bring it up is in the beginning of the interview process. Either at the end of a phone interview or a "by the way" after setting up an in-person interview.

I face this a little myself when I start a new job, though at least not in the hiring process. To me, it is important my boss and key coworkers know that I have Type I Diabetes, just in case I have a low blood sugar episode at work. But it's always a little bit of a "hem and haw" for me as to when and how I mention it. Usually, I'll bring it up about a month in. I try to keep it a casual conversation and assure people rare blood sugar episodes rarely happen. I describe what an episode looks like and what steps they should take. As in, "Jen, your blood sugar seems low, drink this Coke."

charlotte989875 · June 2017

Many online application systems give the opportunity to voluntarily disclose during the application process. Maybe there?

short+sassy · June 2017

charlotte989875 said:

Many online application systems give the opportunity to voluntarily disclose during the application process. Maybe there?

I'd still want to give a heads up before an in-person interview. Those voluntary disclosures are often not included with the candidate's info for the interviewers/hiring managers. Or, if it is, the interviewer may not have noticed.

I'm guessing a bit here, but I think most companies use those for statistical purposes, to ensure/"as proof" that they have a normal percentage range of people with disabilities applying for appropriate positions and are also hiring at a similar, appropriate percentage rate. It's not about one particular candidate. It's about "trends".

I'll use an example with race, because race is an identifier that everyone has. If a company is in a city with a 60% minority rate, but 80% of their applicants are white and 75% of their new hires are white, that's potentially a problem they should look into. Maybe the way they are advertising new posts are not getting out/appealing to all the members of their community. Maybe they are, even inadvertently, catering primarily to white candidates. Or, on an uglier note, maybe there is a "problem hiring manager" or two who are racist.

How do I discuss my disability?

Re: How do I discuss my disability?

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