On the second to last Tuesday of October, which is National Disability Employment Awareness Month (NDEAM), I want to remind everyone of the tough decisions that disabled job seekers face every day.
Deciding whether or not to disclose a disability and ask for accommodations in a job interview can feel like playing a game of roulette with your career. It’s a personal choice that involves a little wheel spinning and a lot of praying. Will this disclosure help you interview at your best and land the job, or will it cause you to lose the opportunity?
Even in 2024, the uncertainty of this process leaves many talented individuals gambling with their futures. Employers who genuinely want to live up to their public statements of how much they care about inclusion must do more than meet minimum legal requirements when requested. They need to actively foster environments where candidates feel safe and confident disclosing their needs. This will enable people to bring their best, most authentic selves to the interview without the fear of their disability disclosure affecting the outcome.
It’s time for HR staff and hiring managers to normalize discussions around accommodations. Every single time you set up an interview, the last question you should ask is, “Is there anything we can do to make sure you are at your best during the interview process?” I like this phrasing because people associate “accommodation” with “medical paperwork.” When we create spaces where disability and accommodations are handled matter-of-factly, everyone wins, from the employees who thrive to the organizations that benefit from genuine diversity and inclusion.
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Alt: Deciding whether or not to disclose your disability and ask for accommodations in a job interview feels like a delicate career balancing act. One misstep could tip the scales and cost you the opportunity.