Career Resources for Students with Disabilities

Students with physical or non-apparent disabilities often struggle to decide if they should disclose a disability in an academic or employment setting. This is a very personal decision only you can make. It’s important to learn what strengths you have to offer an employer, how to manage your job search and how to seek accommodations when necessary.

  

The Career Development Center (CDC) supports students with physical, learning, sensory, mental health, developmental and other disabilities. We encourage you to make one-on-one appointments with CDC staff members so we can advise you on your career plan, job search strategies and ways to highlight your strengths. Log in to your Handshake account to make an appointment. We can help you:

  • Learn more about major, career and industry-specific resources.
  • Create a unique job search strategy and highlight specific resources that match your interests.
  • Create an action plan for your personal job search integrating all available resources to help you find your dream internship, co-op or full-time job.

   

Disability Access Services (DAS) at Oregon State University facilitates access to university programs and services for students, faculty, staff and visitors with disabilities through accommodations, education, consultation and advocacy. If you have questions about rights, responsibilities or procedures to obtain accommodations, please contact 541-737-4098 or email [email protected].

Disability Disclosure

 

Disclosure entails sharing information about your disability to receive accommodations or adjustments to maximize your performance. Disclosure can be done to receive either academic or work-based accommodations.

 

Decision-Making Process

 

If you are trying to decide whether or not you should disclose a disability, it may be helpful to consider the following questions:

  • Do I have an obligation to disclose to perform my job effectively?
  • When is the right time?
  • How much information does the employer need?
  • How will disclosing the information affect my employment?

 

Click to download pdf

Disability Disclosure Decision Worksheet

To disclose or not to disclose...

Disclosure is voluntary and based on your personal decision. You are not required to disclose a disability. In general, one would disclose a disability in order to receive a work-based accommodation. There is no right or wrong approach to disclosing a disability.

 

Click to download pdf

Disability Disclosure Conversation Checklist

Advantages to disclosure

There are several advantages to disclosing a disability including:

  • You will start to receive reasonable accommodations.
  • You will be protected legally under the Americans with Disabilities Act (ADA).
  • You can receive assistance with learning new skills.

Times to Disclose

 

You can disclose a disability at any stage of the employment process. Stages at which you might choose to disclose include:

  • During or prior to the interview
  • When the job offer has been made
  • When you have been working in the job
  • Not at all

 

To Whom Should You Disclose?

 

Disclosing a disability is on a need-to-know basis. Check your employee handbook to find out more about your employer’s policy on accommodation requests. A general rule of thumb is to disclose to a person who has the ability to grant you work accommodations. Consider starting with a human resources professional. Under the ADA, employers are required to keep all disability information confidential.

How to Disclose

 

Let your employer know that you have a need for a work adjustment. You have no obligation to disclose a disability. However, it is your responsibility to seek out the assistance you need.

Practice your disclosure conversation in advance with a friend or person you trust. Keep the conversation positive and focused on your strengths. Your confidence will convey that you have thought about what you need in order to accomplish the tasks required of the job.

It is only necessary to share information about your work limitations, condition and needed accommodations.

Ways to disclose a disability

You may choose to disclose your disability in one of several ways, including:

  • In person to a manager, supervisor or human resources professional.
  • During an interview to make sure the work environment is a good fit, or over the phone to ensure the facility is accessible.
  • In a cover letter to communicate how you’ve overcome obstacles due to your disability.
  • On the voluntary self-identification portion of a government or job application.

Interview Strategies

1.

Do Your Homework

If you need accommodations like building access, you may need to disclose your disability. Map out the location of the interview and make sure it is accessible to you. If it is not, contact the interviewer to request a different location and have a location in mind if the interviewer needs suggestions.

It is okay to call and ask questions about accessible parking spaces or features such as elevators. It is always best to have these issues taken care of ahead of time, at least one week prior to your interview. This will also prove to your employer that you are able to plan and solve problems.

2.

Be Prepared for Difficult Questions

The best way to tackle difficult questions is to be ready for them. List questions you have difficulty with and prepare answers. Practice your responses. If a script will make you feel more comfortable, make one and practice it until you no longer need it. You can also make an appointment to review interview skills or to do a mock interview

If you encounter a question about a difficult time during school or elsewhere, answer professionally and in a positive manner. If you do disclose your disability, do so with confidence.

3.

Focus on Your Abilities

Keep the focus on your skills and abilities, not your disabilities. You are being interviewed because you are qualified and capable of filling the position. Sell the employer on your strengths and what you can do. Always be positive and reframe your weaknesses into positives. Examples of reframing weaknesses include:

  • “I am very detail-oriented, and I am going to make sure that I get it right every time.”
  • “During my interview I may not make a lot of eye contact, however I want to let each of you know ahead of time that I appreciate this opportunity.”

4.

Bring a Portfolio or Other Supporting Materials

If you have trouble talking about your strengths or making small talk, bring a portfolio to showcase your work. Let your work do most of the talking for you.

5.

Distracting Behaviors

If you have trouble with fidgeting or remaining focused during an interview, bring a small outlet for your energy such as a paperclip.

6.

Practice, Practice, Practice

Practice is the best preparation for an interview. You should spend about 2-3 hours preparing for your interview. Make an interview skills or mock interview appointment to prepare.

7.

Send a Thank You Note

A thank-you note can distinguish you from other candidates and clarify questions from the interview you felt you didn’t articulate well. It will also reaffirm your interest in the job.

Illegal Interview Questions

 

The ADA places restrictions on disability-related questions that can be asked of applicants and employees. Questions asked by employers should relate to the performance of essential functions of a job. If an interviewer asks you about disability topics, you can respond in different ways. If you are comfortable answering the question, you may. However, you do not have to. If you do not wish to answer the question:

  • inquire how this information relates to the job, as you prefer to keep the content focused on your professional qualifications.
  • politely tell the interviewer that you prefer to keep the focus on items that are directly relevant to the position.

Examples of illegal interview questions:

  • Do you have a disability?
  • Does your disability inhibit you from performing the essential functions of the job with or without an accommodation?
  • Can you sit?
  • Are you able to carry objects?
  • Why do you use a wheelchair? Will we have to make an accommodation for your wheelchair?
  • Describe all of your disabilities.

Examples of appropriate questions:

  • Are you able to perform the essential functions of the job?
  • (If an applicant voluntarily discloses that they have a disability, an employer may ask a follow up question.) Do you need a reasonable accommodation, and if so, what type?
  • Can you demonstrate how you would perform the following job-related functions?

Additional Resources, Associations, and Job Boards

 

 

Check out associations such as:

 

Check out job boards such as: