Networking Forum

Great topic.
As long as we play this game of hide and seek with who we are since disability is a part of who we are, discrimination persists.
Ability is about getting a job, project or task done efficiently. The fact that a person cannot see, hear, walk as well as other employees does not mean that they cannot accomplish the necessary tasks to efficiently handle the job.
Whether the disability is visible or not is not the issue. Whether to disclose is not the issue.
The issue is that society still in the enlightened 21st century does not comprehend that disability is not voluntary and it can happen to anyone at any time. I realize I am ranting but I do believe that as long as employers cannot have a frank open discussion about a job when confronted with an individual with a disability, WE HAVE A PROBLEM that the ADA and all of the other organizations working with people with disabilities have not overcome.
Please explain why 16 years after the passage of the ADA and with scores of organizations supposedly focused on finding work for people with disabilities we still have a 70% unemployment rate for people with disabilities?
The needle does not move but the people in these organizations manage to get promoted and continue to make higher salaries on the basis of their work. Results are more important than discussions and political correctness.
This is less about special treatment than it is about equal treatment. If you think I cannot do something, put that challenge in front of me and watch me do what you think I cannot do however unorthodox might be my process.
We are talking about our lives here and there is no time for playing games. It is time to get serious. How can I be serious when an employer does not talk to me about the job? How can I be serious when they think they know what I can do?
I have never applied for a position in which I did not think I could excel but employers have seen my walker and blatantly told me I would be called back for second interviews which never occurred. Honesty and integrity on the employer side of the table would be appreciated since it is expected of those of us who are potential employees.
The end.

I have found that the middle of the road approach has worked best for me. My strategy is that I inform them after I have confirmed the interview --generally the day prior to the interview itself--that I am blind. I also prepare and give a powerpoint presentation for the interview where I weave in the alternative skills that I use, and how my skills transfers into to the job itself. I have had great success with this. In fact, the first time I did it, I landed the job on-the-spot. At this point, I have to give credit to my husband. I was so nervous about the interview itself that I was having major anxiety attacks. He sid, "Just give a griefing... you are good at that." So, together he and I prepared the presntation. He played the role of the scheptical hiring authority such that it forced me to address all of the key issues related to my blindness.
Upon reflection how I did it, it really showed the hiring organization that I could present well, and that I was creative about how I presented the issue as it relates to the organization. In doing the presentation, I had to do some research on the organization, and learn what were its priorities.

I will agree that how one discloses their disability is a personal decision because their is no right on wrong. However, one also must be cogniscent of the pros and cons of the approach.
For the record, I work for the Defense Information Systems Agency, and I tested my approach on two Senior Executive Level officials.

I think I might be more likely to disclose my disability before an interview if I could find out in advance that they had a track record of hiring disabled candidates. Otherwise, I wouldn't.

I do not call out specifically that I am blind on any resume used for job searching. On the resume though, I include previous jobs and volunteer activities that relate to blindness. A careful reader would have to wonder if there was a connection other than circumstance. In a telephone interview, I also often do not disclose blindness. Before going for a personal inverview however, I always disclose blindness. At that point, the interview is a sure thing, and the interviewer needs some time to get used to the idea and perhaps might even think of some good questions to ask beforehand. This approach has worked well for me in my last 4 successful job interviews.

For most of my life, I didn't acknowlege my disability to myself, let alone to my employer. I got every job I applied for and never lost a job because of my low vision. Any problems I worked out later.
As I got older and my vision got worse, I would let the employer know I had a disability in the job interview. Job hunting bcame much more difficult.
I would advise that people with disabilities not let the employer know till after they have the job.As the employer acquaints you with the job, you can also decide if you are capable of doing it. Any issues can then be worked out. Most employers tighten up when they hear the word disability.

I don't disclose my disability in a cover letter, however if an employer reads my resume he will see I have extensive experience with agencies related to disability, just not disability specific. He/she then does not know if it's MY disability or related to a family member's disability.

I disagree that we should exclude disability related voluntary activities from our resumes due the perception of disability. Sitting on a board of directors whether it's for the Red Cross, a fortune 500 company or a local disability group requires the same skills whether you are able -bodied or disabled. If anything, volunteering anywhere hopefully blows up the myth that disabled people just sit around and collect their ' welfare' cheques and do nothing.

The seventy per cent unemployment rate for persons with disabilities has stayed the same for almost 30 years since I graduated from university whether in the US or Canada . Society still hasn't gotten it , business, government, even the vocational rehab places that are supposedly ' helping' disabled people. We are not make work projects, to give them peace of mind so they can pat themselves on the backs and say aren't we good.

I don't think hiding our disabilities is the answer, so employers will think we're ' more acceptable'. The private broadcasters of Ontario along with the CNIB in Ontario have been running ads talking about the employability and myths around disability. It's a good start but you know when it's going to change when it becomes PERSONAL to the employer , when he /she has a child, parent , sibling with a disability and they can't find work because of systemic discrimination. That's when things will change!

This is a very necessary but ugly issue as it pertains to people with disability's receiving honest consideration when applying for employment and what to mention during the whole process. I have a congenital disability and one that does limit one or more of my daily life functions. It is also very visible during interviews, I was born in the early fifty's and always been encourage by my parents to be independent, self-reliant and of course motivated. I am proud to be part of the disability culture and movement, my empowerment and personal accomplishments tells me that I am an equal.
Finally I will continue to mention my employment history with non-profits, disability rights organizations...etc in my resume. Because I am proud of my work experience and it is a big part of my life. I would not want to work with any employer, or any non-profit, if they do not consider my work experience of worth. Most importantly, what message are you sending to people with disability's, that you are not equal!
As long as any individual with a disability can do the essential function (ADA) of the job, with or without reasonable accommodation's. People with disability's should not hide their disability, but be totally upfront with the employer during the interview process. Of course the resume should be written accordingly, per the requirements or qualifications of the position. Just like TAB's, and why not! It is not necessary to mention your disability unless it will directly have an affect on your job performance! Again I would not recommend, nor would I hide my disability, I am an equal!

I find and feel that when we as a society or as an individual with a disability, fail to stand up for our rights and fail to mention the fact that we have a disability. We become automatically second-hand citizens of this fine country, we are an equal and we must all recognize this fact.
When leaders or Advocates fail to recognize this, it sets a precedence for the rest of our Brothers and Sisters with disability's and is not justice.

The ADA is only a tool, and it is only as good as the individual that is using it, knowledge, training, and empowerment is the key. As an experience Advocate with a disability I feel and must voice my strongest objection regarding not mentioning your disability during the employment process. Either you are empowered, either you are part of the solution, or you are a follower. If your neither, then get out of the way.

I want equal rights, I want inclusion and not entitlements, but unless the system changes, nothing will for people with disabilities. Again not more entitlements, not more programs, but more equal and fair considerations during the employment process for people with disabilities.

I am tired and sick of non-profits and for-profits organizations becoming so large, so independent on support from the government that playing the number games is more important then empowerment. They themselves contribute more to the lack of empowerment for people with disability, or the successes, then the employers.

Enough is enough, we need new leadership, we need new acceptance and inclusion all around. I have a disability, and I will NOT HIDE IT!

It was trial and error that shaped my attitude on this issue. Although I tried, I have never had any success when I've used the element of surprise. Every employer that learned about my disability for the first time during the job interview seemed to lose focus on the job and its requirements. In all such situations, the focus became what I could see, could not see, and what things I might trip over in the aisles.

My efforts to be calm, confident, positive, and brief did not work. I never got the job following such interviews. I came to realize that it will often take a lot more to educate an employer.

My short summary during a job interview will not do it for many employers. If it is the first time they are meeting someone who is blind, it is understandable that most will need a longer session to educate them about our skills, from mobility, to safety, to adaptive technology, to professional demeanor, etc. etc.

When an employer needs a lot of educationin order to feel comfortable enough to hire someone with a disability, then it is time for some assistance from the Commission for the Blind or other organization providing disability services. The Staff at these organizations can do an outreach and training presentation and serve as the trail blazer for job seekers that come along afterward.

For the job applicant to have the burden of educating and reassuring an employer who might be unenlightened and in shock would probably not work, and certainly never did for me. For this reason, here is the method I now use. If an employer responds to my resume by calling me with an appointment for an interview, I keep it short and make the appointment. The day before the job interview, I call to confirm and say, "When I get off the elevator, which is the best way to find your office? Is it right or left? I have a visual impairment and knowing this is how I can acclamate myself".

This technique has always worked for me. Now, having said that, I also realize something else, which is "To each his own".

Cecilia Tomney, CRC
Employer Services Specialist
N J Commission for the Blind and Visually Impaired

During my long professional and personal history as a totally Blind Person, I am convinced that it is better, to never apply, for any Position, for which, you do not feel absolutely know that you are prepared, to achieve success if employed.

Never reveal any disability info up front.

Never submit a Resume in advance, of a personal interview, since Resumes are, 1st. used as an eliminator.

Standardized application forms usually can, be managed very well, without any negative revelations.

CFS

San Antonio, Texas

P. S.

I was an Employer, for 13, years, and also ran a Temporary Employment Co. for several years.

The American Disabilities Act is not enforced or implemented, and is a classic example of unequal opportunity for the disABLED. It is a cruel hoax inflicted on an entire class of people, who are
disempowered and voiceless, thanks to government and so-called "pro-disability" bureaucracies.

A person should not be forced to divulge his or her disability, at any time, including the employment
process. This includes the filing of applications for any reason (admission to a school, applying for
loans, or seeking employment, etcetera), the interview process, and after acceptance (to a school,
for a loan, or for a job, etcetera). In gaining acceptance as an author, for example, a person wants
to be known as a "writer", and not as a "disabled writer" (the latter is a negative label or stereotype).

When there is a gap in employment (example: 12 years on disability without any work history), a
person can state that he or she was attending school, and can choose not to provide documentation.
A person can also be financially secure, for a given period of time, and not need to work (people
should not be required to prove their worth, at any time, including the filing of applications for any
reason).

Regarding background checks, a person's credit-worthiness should not be a matter of consideration
or scrutinization (example: many people are denied bank accounts or employment because they have
bad credit). Having bad credit is unfortunate, but is not a crime, or an illegal act. Like smoking, bad
credit may endanger a person's health, but is not punishable by forcible imprisonment (i.e., smoking
marijuana is illegal, but smoking cigarettes or cigars is not illegal).

|My disability is a visable one,(right side semiparesis) and is quite visable, but irrevelent to most jobs I have ever applied for. To disclose a disability in a cover letter or a resume is foolish, and tantamount to saying I don't really want this job. However, because it' like an elephant in a room, it must be brought up by you at the appropriate time--after you've told them about all your strenghs, but before they come up with excuses not to hire you. If you disclose it they still have no legal right to ask your references about the impact or ask them if there have been any liability issues. But many employers don't know that. They cannot presume to know whether your disability will get worse or stay the same or how long you've had it or any number of other issues. They will presume however. If you decide to bring up your disability you need to somehow know what else needs to be addressed. My question is: how far do you go with disclosure. Even if you reassure them the disability will have no impact on the job performance some people will assume that if they couldn't perform a task with one hand you can't perform the task with one hand. It's quite frustrating.

Whatever happened to disability pride?

In the 1980's and 90's here in New Zealand, government departments set aside a week every August, in which disabled people all over the nation celebrated our uniqueness. At that point, I had only one impairment: the blindness with which I was born. I have acquired two others since then (both hidden), but have learned to be proud of all three. They are as much a part of my uniqueness as my Celtic heritage and I shout them from the rooftops in the same way as I do the fact that I am a New Zealand-born Celt. How can we expect others to feel good about us if we do not feel that about ourselves? I even had a photograph on the front of my CV, along with a statement about how fortunate I feel to have had the opportunity to experience both a congenital and acquired impairments in the one lifetime. This really makes people stop and think about their own attitudes. It may not always get me the job (and I know the one I do get will be the one that was meant for me) but it certainly gives them pause. I love being blind, mad and mildly physically impaired, because they are positive parts of me and have given me opportunities I would never have had otherwise. Cherish your uniqueness!!!

I have been partially sighted since 1995 and employed as a legally blind computer programmer ever since.

I have had more problems in job interviews ever since I lost my right leg (I now walk with a prostetic) than I ever did due to my blindness. Unfortunately, I still have enough vision that I can see the look of horror on people's faces when they realize that I am an amputee.

So, to combat this, I have had to learn new people skills and use my sense of humor to put them at ease. My talent is no longer enough anymore.

However, my talent is a big part of the interview process. I bring my laptop computer and demonstrate both Zoom Text and Jaws (even though I am not a regular Jaws user).

In most cases, between my warm personality to them and the presentation I give them, they are so amazed by what I showed them, they cannot stop thinking about me. That's what we want.

I am now a Software Development Manager and manage a team of five programmers, 3 of whom are totally blind. For any cosmetics, I have two sighted programmers.

My team and I are an example that, just because we cannot see, doesn't mean that we cannot perform a job and a good one too.

Bill Dennis
Software Development Manager
Island Club Resorts
Bimini Bay Resorts & Spas
Orlando, FL
wdennis@islandhideaway.net

The posts of Barney Mayse and Len Bourret particularly struck a chord with me.

As a person who during nearly 20 years of service had to go to the EEOC twice to get action on a reasonable accomodation, got a strong and positive determination in my favor, was locked out of work in retalliation,with no assistance or enforcement whatsoever by the government agency, it is easy to see why companies feel prefectly empowered to do whatever they want in defiance of law and ethics.

A person with a disability has to constantly "jump through hoops" at work to prove their capabilities, and I believe from my experience, are evaluated on a more stringent set of performance criteria.

Because of the current "climate", against workers with disabilities, unfortunately, the disability specialist recruiter has extra "baggage" to work against and has to be that much more driven and capable but are not.

I have had low vision all of my life and in the past five years I have been experiencing more vision loss. Since graduating from college almost thirty years ago I have had several jobs working with people with disabilities both in the private and public sector. I have never revealed my blindness on a resume but my work history and volunteer experiences could raise suspicion. I am very proud of my work experiences and will not hide them. I have tried both approaches of telling a prospective employer upon being scheduled for an interview; I have called the interviewer's office and requested information on directions to the office from an elevator or the front door for orientation purposes due to the fact that I have a vision impairment, and I also have walked into an interview without revealing my blindness. I have felt that I would weave my disability and how I accomplish tasks together during the interview. I have had success in both of these approaches and as was stated before it is really a personal choice. You do what seems most comfortable to you. Whichever approach you choose, be confident in who you are and how you would do the job tasks and find out as much as you can about the work culture of the organization. Recently, I was involved in gathering data from a few different employer focus groups and the one thing that was brought up quite often that employers look for when making hiring decisions was whether the candidate would be a good fit within the organization work culture. Securing a job interview for a person with a disability is really an opportunity to show how you can be a value added employee. That said, I also agree that the comfort level of the interviewer towards interacting with persons with disabilities can play a great role in the final hiring decision.

This is certainly one of those never ending, tricky judgment calls for all job seekers with a disability. On one hand, you do not want to shock the interviewer by not mentioning your disability during the telephone interview, but on the other hand, you do not want to give the interviewer a chance to ponder “hiring a person with a disability for too long before the actual interview. Personally, I have always disclosed my visual impairment during the initial phone call from the prospective employer, after they have confirmed that they absolutely want to meet with me in person.

In my disclosure, I briefly describe my visual limitations, always trying to underplay the impairment while conveying a solution based attitude. For example, “I just want to mention that I happen to be a visually impaired job seeker and I use screen reading software to perform nearly all basic computer functions. I am quite comfortable with my situation and I would like the opportunity to describe or demonstrate my skills.” Before getting directions, sometimes, I divulge even more information about JAWS or OpenBook, depending on the reaction of the interviewer.

Over the past 5 years, I have landed only one on-site job, (which only lasted 7 months), via the tactic of divulging my disability on the telephone, a few days before the interview. I am presently contemplating whether or not to change or modify my strategy. I recently read another e-Sights member’s post, stating that, “once an interview appointment has been set, a quick phone call on the day of the interview”, you can casually mention, “I am visually impaired and would like specific directions to your office, once I reach your building”. This strategy makes sense to me because you are eliminating the possible “shock factor”, but you may be minimizing time for preconceived notions about employees with disability to creep into the mind of the prospective employer.

I think that the timing of disability disclosure depends upon a personal work history. It seems that, in my situation, this dilemma, before or during, makes no difference. I have been practicing law in Ukraine for many years. Currently, I am residing in the U.S. and organizing my own practice as an admitted attorney in New York. I lost my sight at the age of 10 almost 40 years ago. Everything that I accomplished, I have been able to achieve while being blind. I consider that it is my significant advantage that I have proved my ability to overcome difficulties and numerous barriers on the way to my goal. In addition, it is fair to say that if we are discriminated against on the bases of disability, timing of disclosure of disability becomes completely irrelevant. This amounts to the question: whether we are comfortable to be rejected before or after interview.