Looking for a job is not easy, especially for a disabled person. Interviews are a nerve-wracking part of the application process. That’s understandable, given that it’s also a significant step in a job application. Because of this, interviewees spend most of their time studying for the meeting to ensure they get the best fighting chance.
The first impression is crucial for applicants. However, many interviewers get disheartened finding out that a person with a disability has applied for the job. No matter how qualified they are and how well they do in the interview, there is still discrimination toward persons with disabilities, even if their disability isn’t a liability to the job.
A 2004 United Nations survey found that only 35% of people with disabilities who were of working age were employed. In the survey, around two-thirds of unemployed respondents said they would like to work but could not find jobs.
American With Disabilities Act
Today, US laws help protect the rights of these disabled people, and one of these laws is the Americans with Disabilities Act (ADA). The ADA is a civil rights law that prohibits discrimination against people with disabilities in all areas of public life.
This law ensures that people with disabilities are given the same rights and opportunities as everyone else, offering protection to them. In addition, it guarantees equal opportunity for these individuals, namely in:
The Americans with Disabilities Act Amendments Act (ADAAA) was signed into law in 2008. This act made several modifications in the definition of “disability,” and the changes apply in all five titles of the ADA. This article will discuss Title I of the ADA, which primarily deals with employment.
Title I (Employment)
This section talks about equal opportunities in employment for individuals with disabilities. This section states that employers must provide reasonable accommodations to qualified applicants. Employers must provide any form of modification or adjustment to a job that will allow an applicant/employee with a disability to perform their functions.
The ADA requires all employers to accommodate the disabilities of job applicants (mental or physical disabilities) during the recruitment process. Some examples of these accommodations or modifications are:
● A deaf applicant requesting a sign language interpreter to communicate.
● An applicant in a wheelchair requesting the interview to be conducted in a wheelchair-accessible room.
However, asking an employer to provide specific devices is unreasonable because the request has nothing to do with adjusting an aspect of the interview process. These requests can also be called interview accommodation.
How to Request for Reasonable Accommodations?
It might be a bit overwhelming and scary to ask for accommodation. Here are some tips that you can use to make that request.
Make the ask
When you decide to ask for reasonable accommodation, make sure to explain your request respectfully, not sounding overly demanding. You may request reasonable accommodation verbally or in writing.
Let the company know if any aspect of the recruiting process needs to be changed due to a disability. Employers might need time to make the changes, so the sooner this is said, the better.
The act prohibits companies from removing candidates from the pool because of an accommodation request. If you’re nervous, you can ask a third party to request the accommodation (e.g., medical professionals, vocational rehabilitation counselors, job coaches, etc.).
Be prepared to answer questions
Your employer may have questions regarding your condition and why the accommodation is necessary. Ensure to explain your condition in simple language they can easily process, as they may not be familiar with medical terms.
Prepare for the possible questions regarding your request so you can answer comfortably. But don’t feel pressured to dive into all the details; only share information you deem relevant for the job.
Agree on reasonable accommodation
There will be an offer for a type of accommodation at some point. If your employer offers an alternative accommodation that does not meet your needs, explain why that is and reiterate your specific needs. Approach the discussion positively. For example, you can say that you will require X and Y to perform your best on the job.
Persons With Disabilities Have Rights
If you’re a person who wants to start applying for a job but is afraid of discrimination because of your disability. Remember that it is your right to be treated equally and receive the same opportunities.
The ADA was created for a reason. A person’s disability should not hinder them from excelling in something they are good at. Don’t be afraid to request reasonable accommodations, especially if they’re imperative for your success in the job.
Comments
0 comment