Networking Forum

Pam, I believe your pass work experience as a manager sshould be the proof you need to show employers desspite your blindness you are a successful business leader.Pam, I am a blind woman who is interested into a management role and would very much like to talk to you. Please contact me at kgallagher@nib.org or (703) 310-0343

Pam, I'm the other side of the coin, i.e. a blind male professional now awaiting "successor" training after my Guide Dog's retirement. Presently, I'm a Sr. Administrator in a private sector entity doing business in several Southeastern States. Previously, I've been on the Federal government scene for the past five years, just completing a term as a Presidential Appointee/Public Member, U.S. Access Board where I Chaired the Board's Committee developing the refresh/update of Section 508/Chapter 255 Standards; Co-Authored "Accessibility/Usability" Guidelines required in response to the "Help America Vote Act" (HAVA) and, administered the update/refresh of Title II, ADA Standards affecting public transit vehicles and Amtrak. Pretty good, huh? No, , it's meaningless as all noted ocurred yesterday! Employers at the level we seek don't care about what we've done, if they did, we wouldn't be sitting there before them. They want to know what can you do for me today and, in the future to benefit my organization and, make "Me" shine! In mentioning your blindness, knowledge of Assistive Technology (AT) and independent travel with a Guide you're doing nothing more than fulfilling the organizations so called commitment to interview "qualified" candidates and, fulfill their EEO/AA and Diversity commitment to avoid litigation. At your Career level, your resume speaks volumes about your Knowledge, Skills and Abilities (KSA's). What is totally missing from the post is how you convince the interviewers:

a) You'll make their job easier;

b) Add value to their organization's bottom line;

c) Promote their organization's "diversity" standing to the public and their corporate community..

In a previous ESight post, I commented on questions I follow-up with to my perspective employer. In 28 years of employment, the most important question, "When we sit down next year at this time to assess my performance, what will you be looking at in order to give me an 'A' Grade?" This demonstrates I'm not only focused on the interviewers/organizations success but, I'm prepared to do what is necessary to succeed including whatever concerns/issues I may need to address in order to overcome the organization's disability stigma. I'd like to arrange a "Conference Call" between Cathy Gallagher, myself and you to continue this discussion "Off-Line".

James you've echo'ed my thoughts again in your answer because I think as you say Pam's resume tells them all the bricks and mortar of her qualifications. And although I hate the fact that she is probably being interviewed because of a government mandate to interview qualified disabled candidates, it's a fact of life now because business and corporations and small business owners don't want to be saddled with a ADA suit.

Pam, why not after your how do you do's and passing out your extra copies of resumes, start with "Before you begin to ask me questions I'd like to ask you if you have any questions about my disability , my adaptive technology I use and how it's useful to the job I'll be doing for you." Be prepared if you have to , to give a demonstration FIRST so that'll be your way of having them face the disability issue first thing , rather than them leaving it unspoken during the rest of your presentation.

It can be a powerpoint presentation or however you want to do it but get it out the way. Even at this level, there's still a lot of fear in upper management and sometimes it's not just that you are disabled but that you are a disabled woman, two whammies that put upper level management into a tizzy in some cases. Rely on your strengths which you arleady know , use them in that presentation to dispel any of the myths and stereotypes you and other disabled employees encounter. Be self assured, be confident, demonstrate your positive self-esteem that has contributed to you getting you as far as you have.

So you have to anticipate what you think their fears are, design and implement your presentation of AT and your other presentation to wipe all those fears out and show them that it's to their advantage to have you in upper management, not just as a token disabled manager but as a manager who is au current in not only the skills needed in their business but as someone who is aware of issues pertaining to disability that will bring customers and awareness their way , making you a trailblazer and ultimately their business a trailblazing business because they have you steeped in the knowledge based industry.

Accept any and all help , practical and not so practical offered to you in your quest to move on up to tier two. All knowledge is power and useful , even if you're not quite sure how it is useful yet ,you'll find out. Good luck and I know you'll do well in that second tier management position. Liz

Thanks all for your advice and support - I will most certainly let you know how I get on.

Further to my initial post, I just wanted to say that I think the real issue for employers, and anyone who does not experience disability, is that, even though they can see us managing full and productive lives, they immediately think to themselves, "I couldn't do that!" This then translates very quickly into, "no-one can really do that!"

Let me share with you the past week, during which I tested my theory out on several people at my workplace. The HR manager admitted to me earlier in the week that if she hadn't seen for herself over several years that I am capable, she would never have believed anyone who might have told her about what I or other people with disabilities have achieved.

Knowing that I am considering applying for an internal strategic role within my current workplace, one of the recruiters who I e-mailed for her advice, came to discuss this with me on Thursday. The objection she raised may have caused me to feel very frustrated and even angry a few years ago as it bordered on patronage, however I knew this lady was actually trying to help me. Her objection? Well she thought all the travel to various locations around the city would be an issue for me. I told her that if this was the only objection to my applying for this role, then I am frankly delighted, because there is no issue. I was more concerned she might not think I have the intellectual horsepower. I then went on to explain how I travel independently 30 kilometers to and from work each day and also around the city and the rest of New Zealand to appointments now. I said that as long as there are cab drivers and airline pilots, I don't have a problem.

My boss told me yesterday that he was frankly scared for himself, when he was advised last year that he would be managing a blind person. He then followed this comment up however by noting I am one of the few people he knows who actually gets things done at work and he really appreciates this.

So going back to my initial comment above, it's people's belief systems we're really having to conquer.