Colbert says you should feel encouraged to discuss your disability with a potential employer if you think this will help them make reasonable adjustments in the workplace in your favor, such as: B. Changes to the interview process or flexible working conditions. Sharing this information can increase your chances of a successful interview or help you perform at your best from day one.
“It is probably best to discuss your disability when you call to confirm an interview. You don’t need to share this information upfront on your cover letter or résumé as it is unlikely to be relevant to the role itself, ”says Colbert.
Loading
Each candidate with a disability should feel empowered to make their own decisions in order to share this information without prejudice. Finding an organization that doesn’t celebrate diversity and inclusion can tell a lot about corporate culture and even indicate that the organization is not the right fit.
Colbert says, “It’s important to remember that you are looking for a manager and employer who can support you and continue to provide you with a great work experience.”
Companies sometimes offer candidates the option to indicate disabilities on their application form. However, you shouldn’t feel limited by this method or timing. There can be many reasons why you feel more comfortable having the conversation in person or over the phone.
“If you don’t believe your disability is affecting your ability to perform in the advertised role, it’s entirely up to you to decide when or not to share this information,” says Colbert.
If you see fit, discussing your disability with a recruiter can help you rest assured that they understand it well enough to assist you.
Offer all the information you think the recruiter should know without losing focus on why you applied for the position. Remind the recruiter that your disability does not prevent you from doing your best rather than highlighting aspects of the role that you may find more difficult without adjustment. For example, highlight past successes and successes that make you an outstanding candidate.
“Avoid sharing the name of your disability or condition as the recruiter always runs the risk of researching information that is inaccurate or irrelevant to you,” says Colbert.
The decision whether and how information about a disability should be exchanged is a personal decision. However, it is important to focus on why you are the right person for the role as you will provide the skills and experience employers should be looking for.
This column was produced in a commercial partnership with Indeed.
Comments are closed.