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Disclosure of your disability should be left until the point where
it becomes directly relevant to the duties that you will perform in
the job. However sometimes, under particular circumstances, you need
to consider disclosure earlier: this can happen in your CV or application
form, before or during the interview, or it can be the case that is
happens only when you are actually offered the job.
In CV or application forms it’s not recommended that you refer to your disability. However there are situations where disclosing could be of benefit, you will need to judge, based on your requirements for support, whether or not this is the right time for you. You could consider disclosing at this early stage of recruitment whenever your experience with disability could be an important asset to perform the job, or for instance whenever the position is working with or for people with disabilities and your experience would be fundamental. If you decide to disclose remember to stress the positive aspects and emphasise your ability to do the job.
For related issues click here to go to
the 'Curriculum Vitae' module
There are cases when it may be of some advantages to disclose your disability before the actual interview; this could happen when your disability is visible and obvious. You will thus avoid awkward situations during the interview, and at the same time give the employer the opportunity to prepare possible accommodations for the interview.
However, as you usually have to do this over the phone, you will have little opportunities to control the potential negative impact of your disclosure. Try to emphasise that you are the right person for the job, especially if certain accommodations were provided. Give concrete examples of accommodations that would allow you to fulfil the requirements of the job.
For related issues click here to go to the Interview preparation module
Disclosing at the interview will give you better opportunity to present your situation in a positive and relevant context. You will also have the opportunity to deal with misconceptions, provide factual information and suggest strategies to accommodate any obstacles to the job.
Avoid concentrating the interview around your disability, instead, focus on your skills, abilities and your suitability for the job. Be prepared to assure the interviewer that you have the necessary skills to perform the job. Present examples of how you have handled other jobs or life experiences, showing that you can manage the impact of your disability with or without appropriate assistance.
If you disclose at the interview you must be prepared in advance: be ready to talk about your disability and how it affects you. Inform your prospective employer about the kinds of support you may require and the grants that are available. Always show a positive determination to overcome any negative impact of your disability.
For related issues click here to go to the Interview preparation module
If you haven’t made any disclosure until you were hired, but
you think that some accommodations will be required, it may be appropriate
to notify your employer before starting the position. If you don’t
take any measures and don’t address the issue, your work performance
may suffer and it can become harder to disclose or result in your employer
questioning your performance.
If there are no accommodation considerations, you might want, out of courtesy, to inform your employer about your disability. Be brief and emphasise that it will not affect your job performance. Review of how your skills and experience fit with the requirements of the job. Be prepared to acknowledge concerns.
Several causes can change the circumstances of an employee over time: an unexpected negative impact of your disability on daily activities, a more demanding workload, or the wish to progress in your career. These can make you consider disclosing your disability at this stage.
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