This edition of the REACH Toolbox continues a series of articles that detail the services that are offered by the REACH Program and University Career Services to help students with disabilities achieve their career goals. Although most of these services may appear to be more general in nature, it is important to remember that all students, regardless of the presence or absence of disabilities, have exciting opportunities to explore their career interests, apply for jobs, prepare for interviews, and engage in their chosen fields of employment. Therefore, REACH and University Career Services endeavors to provide the following services to assist students for each of these phases:
- Take assessments to identify potential careers based on personality preferences and interests.
- Partner with Career Directors in respective colleges to learn about industry-specific internship/employment opportunities.
- Create a Handshake (BYU’s platform connecting students to employers) to receive opportunities tailored to specific interests and skills.
- Prepare for Career and STEM Fairs.
- Prepare application materials (e.g., cover letters, resumes, references, thank-you notes).
- Prepare for the job interview.
- Determine if and when disability disclosure to employer is appropriate.
- Learn strategies to request accommodations.
Why Disclose to Your Employer?
Ultimately, if you will need accommodations to perform the essential functions of your job, you will need to disclose your disability to your employer and request accommodations. Although this may feel like you are placing yourself in an unwanted spotlight, the accommodations that you receive at BYU do not follow you to employment. However, the Americans with Disabilities Act (ADA) and the Rehabilitation Act will protect you from discrimination and will promote access through accommodations. In order to invoke these protections and accommodations, you will have to discuss your disability and needs with your employer.
In terms of whom to disclose your disability and request accommodations, you should identify the person who has the ability to assist you to implement your requested accommodations. Often times, this would be the supervisor who is responsible for decisions regarding the hiring and promotion of personnel. (Author’s Note: You may feel intimidated by disclosing your disability to your supervisor, who has authority to make such decisions, but by doing so you will have the opportunity to have your performance evaluated for promotions, just as your colleagues without disabilities would be evaluated. Remember, the accommodations that you receive are not intended to make you stand out. Rather, your accommodations are meant to allow you to perform on an equal playing field with your coworkers.)
When Should You Disclose?
There are many points during the job acquisition process at which you could choose to disclose your disability to your employer, including the following:
- In a letter of application or cover letter.
- Before an interview.
- At an interview.
- In a third-party phone call or reference.
- Before any drug testing for illegal drugs.
- After a job offer.
- During the course of employment.
- Never.
(Author’s Note: Although there is not one ideal time to disclose your disability, consider carefully evaluating your needs at each of the above points. If you would either visibly manifest any sign of your disability or need accommodations, then you might want to disclose your disability and request accommodations at that given point. For example, if your disability has a visible component that could be seen during direct or virtual interactions with an employer, then you would want to prepare to discuss your disability during the job interview. Additionally, think about disclosing your disability and requesting accommodations if you need them to complete a work sample.)
How Should You Disclose?
Before you get to the point that you need to disclose your disability, find somebody that you trust with whom you can practice your disclosure discussion. As you do, remember the following points:
- Keep your delivery positive.
- Think about the relevant information that you will need to share about your disability so that your employer understands it on a surface level.
- Think about the applicable strengths that you have gained as a result of your educational, general life, or even disability-related experiences, and weave these experiences into your disclosure discussion.
- Think about the accommodations that you will need to perform the essential functions of the job, and be prepared to discuss the monetary costs of those accommodations, how they can be obtained, and how they can be implemented.
- Do not spend any time dwelling on challenges or hardships that result because of your disability.
As you compile your thoughts, consider developing a script to use when you have your disclosure discussion. One example of a script could be as follows:
“I have a medical condition that sometimes interferes with my ability to __________. In a previous position (Author’s Note: You could also reference your time in school if you have no previous work experience), I found that __________ helped to minimize my problems in this area. (Author’s Note: Consider adding an example here of how much the efficiency of a given task improved as the result of implementing the accommodation.) I would like to discuss implementing a similar workplace accommodation here. I am confident that my experience, skills, and enthusiasm will enable me to perform the position of __________ successfully. I look forward to proving myself as a valuable member of your team.2”
(Author’s Note: You should not simply memorize your script because disability disclosure is intended to be a fluid conversation between you and your employer. Since you will be unable to predict your employer’s reactions or comments, you need to plan for enough flexibility to appropriately respond to him or her. For assistance to prepare for your disability disclosure discussion, please schedule an appointment with Tyler Briggs by contacting the University Career Services receptionist at (801) 422-3000, or contact Tyler via email at tyler_briggs@byu.edu.)
1. Office of Disability Employment Policy. (n.d.). Youth, disclosure and the workplace: Why, when, what and how. Retrieved from https://www.dol.gov/odep/pubs/fact/ydw.htm
2. Access Technologies Group. (2016). Disability disclosure done right. Retrieved from http://www.softskillsbuilder.com/2016/01/disability-disclosure-done-righ...