Transition to Employment for University Graduates with Disabilities - Presents
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Presents
Transition to
Employment
for UniversityPresents
Graduates
Transition with
to Employment for
Disabilities
University Graduates with Disabilities
2nd Edition
P1Table of Contents
1. The Job Search, Application, and Interview Process
Introduction 3
Transition to Employment for University Graduates with Disabilities 3
Where to Begin? 3
Know Yourself 3
What Can I Do with My Degree? 4
Know the Job 4
Job Search 5
Application Process 6
The Job Interview 7
Know Your Rights 9
Know the Business Case for Hiring Persons with Disabilities 10
2. Disclosure, Accommodation, Legal Rights and Obligations
Should I Disclose My Disability? 14
Making the Decision 14
Accommodation in the Workplace 17
What is the Duty to Accommodate? 17
How Does It Work? 17
How Can I Ask for an Accommodation? 18
What If I Am Denied an Accommodation? 19
3. Employment Support Providers for Persons with Disabilities 22
P2The Job Search, Application, and your job? How can you convince an employer
Interview Process to focus on your abilities and not your
disability? How can you ensure that you will
Congratulations Grad! be successful in the workplace?
So you’ve graduated from university. It’s These extra considerations may cause some
taken years of hard work, organization, university graduates with disabilities to
and planning for you to get to this point. approach the transition to work with some
Take a deep breath and give yourself a pat degree of apprehension. However, making
on the back for a job well done! You have use of career planning tools and putting
accomplished something significant. Enjoy effective job search strategies in place can
the moment. You’ve earned it. allay any hesitations you may have and
help you to find and keep the job you want
The most common question that you will (Alberta Learning Information Services [ALIS],
likely get from family and friends at this 2016d).
point will be “What are you doing next?”
Perhaps you’ve given this question a lot of Where to Begin?
thought and have your next move planned.
But perhaps you are a little unsure and are The job search process begins with an honest
weighing the options. Should you take some evaluation of who you are and what you
time to travel? Will you take more education? bring to the table of a potential employer.
Or do you plan on transitioning into the What skills and experience do you have that
workforce? an employer will value? What type of work is
a good match for your abilities?
What you do after completing your
undergraduate degree is a personal choice. Know Yourself
No one can make the decision for you. But One of the most important components
at some point most university graduates of making a smooth transition into the
will contemplate their options in searching workforce is knowing who you are and
for employment and transitioning into the being able to effectively market yourself to
workforce. a prospective employer. Just as effectively
marketing a product involves knowing the
Transition to Employment for University product inside out – what it can do, as well as
Graduates with Disabilities its limitations – so you need to know yourself
If you are a university graduate with a well to market yourself to an employer.
disability, the process of finding and retaining
employment is typically the same as for Think of yourself as your own brand. Who
any university graduate searching for work. are you? What are your strengths and
However, there may be additional factors that weaknesses? Why should someone hire you?
you will need to consider as you search for What do you have to offer, and why are you
work: Does the nature of your disability limit better than the other applicants? (Schmidt,
the kind of tasks you are able to do? Should 2017). Ultimately, you want to highlight your
you disclose your disability to an employer? strengths and minimize the impact of any
Will you need accommodations to perform weakness you have.
P3Knowing yourself includes knowing how information, please explore the following links:
your disability impacts the kind of work you
are able to do. Many postsecondary students · University of Guelph Co-operative
with disabilities will have documentation Education and Career Services https://
(e.g., psychoeducational assessment) from www.recruitguelph.ca/cecs/students-
a medical or other professional stating the alumni/what-can-i-do-my-degree
nature of their disability and the impact it has
on their daily routine. If you haven’t taken · Carleton University Co-op and Career
the time to review this document in depth, Services
now is the time to do so. If you need help http://carleton.ca/career/students-
understanding your documentation you alumni/resources/what-can-i-do-with-
should make an appointment with someone my-degree/
familiar with such documentation such as a
disability services advisor, a career counselor These tools can give you ideas for the types
who has experience working with persons of jobs that you might be interested in
with disabilities, or the professional who applying for, or gaining the experience to
conducted your assessment. Ask them to apply for in the future. Keep in mind that
explain what it means and how it will impact in order to secure your ideal job you may
important decisions you make in the future, have to take a job that is less than ideal for
including career planning. a period of time. Don’t view this as a failure
or a compromise of your values; rather, view
Being armed with this knowledge will help it as an opportunity to gain the experience
you to determine the kinds of jobs you you need to find your ideal job when the
should target, as well as those that you opportunity arises.
should avoid. Applying for positions that you
know you are qualified for and will be able Know the Job
to handle will likely help you make a smooth
transition into employment (ALIS, 2016c). Once you have identified a job or career path
that you would like to pursue it is important
What Can I Do with My Degree? to understand what the job entails. What
kinds of duties will you likely be assigned?
Part of this evaluation includes the What skills are required to successfully meet
knowledge and experience you have the demands of the job? Do you have those
gained by completing your degree. Many skills? Will you need accommodations to
students are unsure of how their degree and perform the job?
associated major or minor areas of study
relate to various career paths. Answering these questions will involve doing
research on the position that likely goes
Both the University of Guelph and Carleton beyond the description in the job posting.
University have excellent resources for An excellent resource for understanding
helping university graduates find degree- the skills and duties a job entails is the
specific career information. Take some time Government of Canada Job Bank website
using these tools to explore potential career (http://www.jobbank.gc.ca/home-eng.do).
paths that relate to your degree. For more This is not simply a website where jobs are
P4posted. It also contains some powerful career Job Search
exploration tools that can help you identify The impact of your disability is likely to be
the duties a job will likely entail. The website minimized when you put effective career
also has information on wages associated planning and job search techniques into
with various jobs, as well as the outlook for place.
those jobs in your region.
Alberta Learning Information Service (2016c)
To use this tool, follow these steps: recommends the following steps when
searching for work:
1. Navigate to the Government of Canada
Job Bank website (http://www.jobbank. 1. Analyze the kind of work you are able to
gc.ca/home-eng.do) do.
2. Click on the Explore Careers tab near the 2. Look for employers who are likely to focus
top of the page. From the drop-down on your abilities and potential.
list, select “By Occupation” (http://www. 3. Figure out what you need to succeed at
jobbank.gc.ca/occupation_search-eng. a job, and apply for positions that meet
do) most of your needs.
3. In the “Occupation” text box, type in key
words of the job title you are interested in Analyze the kind of work you are able to
researching. do. If you haven’t done so already, please
4. Enter the region you are interested in review the information discussed previously
finding work in the “City or Postal Code” in the “Where to Begin?” section. Once you
text box. have taken time to evaluate yourself, your
5. Click “Search” experience, your degree program, and
6. Under the job title and NOC code, click research what duties a given job entails, you
on “Description | Titles | Duties | Related should have a sense for what positions you
Occupations” and select “Duties” from the are qualified for and know you can perform
drop-down list. well in. Apply for these positions.
This will give you an overview of the duties Look for employers who are likely to focus
and tasks that are commonly performed on your abilities and potential. This is where
in that particular job. You can use this as knowing yourself, having properly assessed
a starting point for evaluating whether a a job’s duties, and researching a prospective
given job is a good match for your skills employer is key. When applying for a job you
and abilities, and whether you may require will want to be sure that you have the skills
accommodations to successfully perform required and that the work meets your needs
some of the duties associated with that job. and expectations.
When researching employers, start with a list
of organizations that you would like to work
for. Do they reflect your values? Examine their
hiring practices. Do they have a reputation
for being inclusive, hiring a diverse workforce
P5that includes people with disabilities? might find it difficult to succeed in an open
Do they state on their website or on the office environment with cubicles and high
application form that they hire for diversity or noise levels. However, that individual might
are an equal opportunity employer? be able to overcome that barrier by using
noise-cancelling headphones in order to
Ask people in your network if they can concentrate better. A study of 46 successful
recommend any employers that have a adults with learning disabilities found that
disability-friendly hiring policy. Contact they had searched for work environments
employment agencies that work with people that optimized their skills and abilities, while
with disabilities. They are likely to know minimizing their weaknesses, allowing them
organizations that actively hire people with to experience the most success (Gerber,
disabilities (ALIS, 2016b). Ginsberg, & Reiff, 1992). This is referred to
as goodness of fit. Make this your goal when
Employers that are federally regulated searching for employment.
must comply with employment equity
legislation. These includes the federal Application Process
government, federal organizations, Crown Once you have decided on which jobs and
corporations, and federally-regulated organizations you wish to apply to you will
private sector companies, representing over want to make sure that your application
500 organizations in Canada that employ package is appealing and well-executed.
over 760,000 individuals. Every year these
organizations must file a report to the Resumes and Cover Letters. Unless you have
federal Labour Program to ensure they are made previous contact with a prospective
in compliance with the requirements of employer, your cover letter and resume will
the Employment Equity Act. These reports be the basis of an employer’s first impression
are available to the public and you are of you and will determine whether you get an
able to request a list of the organizations interview.
participating in the Legislated Employment
Equity Program. This can be an excellent Remember that you are marketing yourself.
resource for you to find an employer with a You cannot afford mistakes on your cover
proven track record of hiring persons with letter or resume – both documents must be
disabilities. flawless. Make sure your resume is up-to-
date and free of any spelling or grammar
errors. Employers typically view a resume
for 15 seconds to a maximum of one minute
Figure out what you need to succeed at (Ryan, 2012). You will want to make sure your
a job, and apply for positions that meet application package grabs their attention and
most of your needs. It is important to know doesn’t give an employer any reason to rule
what type of job is a good fit for you and you out (ALIS, 2016g).
what type of work environment you are
likely to thrive in. If conditions are not ideal, According to Ryan (2012) you will want to
you might want to give thought to whether avoid the following mistakes when creating
accommodations would help you to succeed your resume and cover letter:
at work. For example, a person with ADHD
P6· Lying. This should seem obvious but employer has disability-friendly hiring policy
employers are likely to catch lies during (ALIS, 2016g). For a more in depth discussion
the interview or reference checks, so of disclosure, please see “Should I Disclose My
don’t exaggerate or lie about your Disability?” in Section 2 of this guide.
accomplishments.
· No accomplishments listed. Avoid The Job Interview
including dull lists of job descriptions, The job interview can be a nerve-wracking
duties, or assigned responsibilities. Focus and intimidating experience for anyone. If
on your accomplishments and what you have a visible disability, you may wonder
results you achieved. how the interviewer will respond to your
· Resume too long and small font. Most disability and what is the best way to address
hiring managers won’t read anything it. If you have an invisible disability, such as an
much more than a page, so keep your anxiety disorder for example, the unknowns
resume concise, and stay focused on of the job interview may amplify feelings of
accomplishments and action words that anxiety, or you may wonder if or when you
will grab the attention of the employer. should disclose.
Similarly, avoid trying to cram too much
information in by using a small font, as In all these scenarios, the key to a successful
resumes that are difficult to read will likely job interview is practice and preparation.
be passed over. Use a size 12 font and Make no mistake about it: preparing for a
clean fonts (i.e., Arial, Helvetica) so your job interview is hard work. But the trade-off
package can be easily read. in terms of increasing your confidence and
· Spelling mistakes. Many employers will making a positive impression that increases
stop reading a resume and immediately your chances of getting hired are well worth
rule you out if there are spelling errors. the effort. A job interview is too important to
If spelling and grammar are a challenge improvise or “wing it.”
for you, ask a trusted friend or colleague Most experts recommend the following steps
to proofread your resume and give you when preparing for a job interview:
feedback.
· No cover letter. Employers state that 1. Research the job and organization that
cover letters are very influential and you are applying to. Use the company
can make a candidate stand out. Create website to learn as much as you can
a targeted cover letter that addresses about their products and services. Look
the employer’s needs, advertises your at press releases, brochures, annual
top skills and accomplishments, and reports, and social media (ALIS, 2016g;
highlights how you can perform the job. Brown-Volkman, 2012). Also take time
to review your skills and abilities against
Disclosure during the application process. the job requirements and job posting.
If you don’t need accommodations for the Think about how your skills, knowledge,
job interview and feel that your performance interests, values, accomplishments, and
will not be unduly affected by your disability, personal characteristics make you a good
most experts recommend that you do not match for the job and be ready to talk
disclose your disability on a resume or about them (ALIS 2016f ).
application form, unless you are sure that an
P72. Practice. Giving advance thought to the · Turn off your cell phone when you arrive
types of questions that will likely come up at the interview and leave it off until
during an interview and practicing how you leave. Use a pen and paper to make
you will respond to them will help you notes, rather than a laptop or other
with feelings of nervousness or anxiety. device (unless you require these as an
Take some time to review common accommodation).
interview questions1 and write down your · Follow the interviewer’s lead. Even
responses (Brown-Volkman, 2012). Don’t unusual or irrelevant questions get asked
memorize your responses – focus on for a reason.
key points you want to remember – and · Listen closely to the questions so you
then practice aloud so your replies come can answer them accurately. If you don’t
across as natural and sincere. Ask a friend understand a question, politely ask the
or family member to role play with you. interviewer to rephrase it. If you don’t
Also be sure to prepare a few questions know the answer, say so.
to ask the interviewer about the job or · Take a moment to think before you
organization that you couldn’t find in your answer a question. Be pleasant, sincere
research (ALIS, 2016f ). and direct. Stay on topic.
· Avoid answering with only “yes” or “no.”
3. Make a positive impression. It Try to figure out what the interviewer
is important to make a good first wants to know and answer with that in
impression, so be sure to dress and groom mind.
yourself in a professional manner. Dress · Follow up after the interview with a thank
how you expect the interviewer to dress you note or email that emphasizes 2 or 3
(ALIS, 2016f ). Be sure to arrive early. This reasons why you’re the best candidate for
will help alleviate unnecessary stress. Be the job.
friendly and respectful with everyone
you come into contact with. Make eye Applying these tips and suggestions will help
contact, smile, and shake hands firmly you to make a strong first impression and
when you meet the interviewer. Pay increase your chances of receiving an offer of
attention to your body language. Avoid employment.
things such as leaning back or sitting on
the edge of your chair, or crossing your
arms (ALIS, 2016f ). Be upbeat, positive,
and act confident (Brown-Volkman, 2012).
Alberta Learning Information Service
(2016f ) also recommends the following
tips during the interview:
1 For a list of typical job interview questions, see the
following article: http://www.higherbracket.ca/article_ace_
the_interview_dbv.php
P8Know Your Rights Disclosure during the interview process.
While preparing for questions that might As mentioned previously, if you don’t need
come up during a job interview, it is also accommodations for the job interview and
important to think about how you might feel that your job performance will not be
respond to inappropriate questions that unduly affected by your disability, most
a prospective employer might ask you experts recommend that you not disclose
during a job interview. For example, under your disability during a job interview, unless
the New Brunswick Human Rights Act it you are sure that an employer has disability-
is inappropriate for an employer to ask friendly hiring policy (ALIS, 2016e). For a more
questions on several grounds that could be in depth discussion of disclosure, please see
discriminatory, including a candidate’s age, “Should I Disclose My Disability?” in Section 2
race, religion, sexual orientation, or mental of this guide (ALIS, 2016b).
or physical health (New Brunswick Human
Rights Commission, 2014). You do not have However, if you have a visible disability or
to answer questions that ask for specific do decide to disclose during the interview
information on such topics.2 process, be sure to leverage the skills you
have developed as a result of your disability
If such questions come up during the to your advantage. Give yourself credit for
application process, you can simply write unique skills you have developed as a result
“not applicable” on the form; otherwise of meeting the challenges of your disability,
you should politely and tactfully tell such as creativity, flexibility, positive attitude,
the interviewer that the question is problem-solving skills, and determination
inappropriate. It is possible that you can (ALIS, 2016d). These are skills that employers
address the underlying concern that value highly and will be an asset to you if
prompted the question (e.g., concerns about you are able to highlight them during the
attendance, reliability, commitment, fit application or interview process.
within organization, etc.) by re-framing the
question and speaking about your positive
qualities, such as strong work ethic, excellent
attendance record, or desire to succeed in an
organization, for example (ALIS, 2016c).
2 If you feel that your rights have been violated during
the application or interview process, it is recommended
that you contact your provincial human rights chapter for
guidance. Contact information for the New Brunswick
Human Rights Commission can be found here: http://
www2.gnb.ca/content/gnb/en/contacts/dept_render-
er.6123.html
P9Know the Business Case for Hiring Persons without a disability. Both studies from
with Disabilities DuPont and DePaul University have
found that the attendance of employees
Employers may not know that it makes with disabilities to be equal to or exceed
good business sense to hire persons with that of employees without disabilities.
disabilities. If you have a visible disability or Statistics provided by Tim Horton’s
otherwise decide to disclose your disability franchisee Megleen Inc. found an
during the job interview, being able to absentee rate of zero for 35 employees
educate an employer on the business case with disabilities (representing 17% of
for hiring persons with disabilities can help their workforce) in 2011 (NBESS, 2015).
you to market your skills to employers (ALIS,
2016b). You might wish to mention these 3. Minimal costs for accommodation. A
advantages when an employer asks you what misconception that some employers hold
assets you bring to the organization or in is that the costs of accommodating an
response to the question “Why should I hire employee are high. The reality is that in
you?” most cases the cost of accommodating
an employee is little or nothing. Research
If you are unfamiliar with the business case conducted by the Job Accommodation
for hiring persons with disabilities, take note Network (JAN, 2015) in the United
of the following advantages for employers States found that approximately 58%
with inclusive hiring practices: of workplace accommodations cost
nothing, while the remainder incurred
1. Reduced staff turnover. Studies have an average one-time cost of $500 on
shown that persons with disabilities average. Benefits employers experienced
keep their jobs longer, resulting in as a direct result of accommodating
better retention rates compared to other an employee with a disability included
employees. Numerous companies, such retention of valued employees, increased
as Walgreens, Tim Horton’s, Pizza Hut, productivity, and reduced costs of
Marriot, and Washington Mutual have training new employees. Employers in the
reported significantly lower turnover study also cited several indirect benefits
rates among employees with disabilities that included improved company morale,
compared to employees without improved interactions with co-workers
disabilities. This results in significant and customers, and increased overall
savings in terms of recruitment, hiring, productivity in the company.
and training. By some estimates the cost
of new hires or internal transfers can 4. Access to a skilled, underutilized talent
range from $3,000 to $20,000 or more, pool. As the population ages and baby
making the case for hiring a person boomers exit the workforce, employers
with a disability a measurable financial face the challenge of finding skilled,
advantage (HRSDC, 2013; NBESS 2015). talented people to fill vacant positions.
Experts suggest there will be a race for
2. Reduced absenteeism. It is a myth that talent in the coming decades. There are
employees with disabilities are absent approximately 795,000 Canadians with
from work more often than employees disabilities who are unemployed but are
P 10able and willing to work. Almost half of 7. Promotes universal access. When
these have post-secondary education an organization is open to diversity,
(ALIS, 2016b; Human Resources and inclusivity, and accommodations for
Skills Development Canada [HRSDC], employees, everyone benefits, including
2013, New Brunswick Employer Support other employees and clients. For example,
Services [NBESS], 2015). Businesses installing automatic doors benefits not
hoping to find and retain talent simply only an employee with a disability, but
cannot ignore this pool of potential also other employees or customers
employees. who might be carrying items in their
arms. When an organization promotes
5. Competitive advantage. Close to 40 universal access and employs a workforce
million North Americans self-identify that is reflective of society, people of
as having a disability. This represents a all backgrounds feel welcome and
substantial proportion of the population comfortable in that environment. As the
that are potential consumers. It is Canadian population ages, it is likely that
estimated that persons with disabilities the proportion of persons with a disability
have an annual purchasing power will rise in the coming years. Promoting
of over $25 billion in Canada alone. universal access now will prepare an
When businesses hire persons with organization to meet the demands of
disabilities they are hiring individuals an aging population in the future (ALIS,
who recognize and understand the needs 2016b; NBESS, 2015).
of this population, allowing companies
to effectively market to customers 8. Positive impact on staff and clients.
with disabilities and reach a broader Hiring for diversity and inclusion can have
customer base that is representative of a positive impact on employee creativity
the population. Additionally, promoting and innovation, helping employees
inclusion also influences family and to be open to changes and new
friends of persons with disabilities in the developments. Studies have shown that
products they buy and businesses they the presence of persons with disabilities
choose to support (ALIS, 2016b; HRSDC, on a team improves employee morale,
2013; NBESS, 2013). satisfaction, teamwork, and motivation,
and does not cause more conflicts or
6. Improves public image and reputation. communication problems (North East
An organization that promotes an Community Partners for Inclusion, 2005).
inclusive vision can reach a broader Hiring persons with disabilities can also
customer base. Hiring for diversity and improve client relations, as a person with
inclusivity can raise the image and a disability may have understanding
goodwill of an organization. (ALIS, 2016b; and expertise in dealing with challenges
NBESS, 2013). According to one study, in mobility, learning, work style, or
92% of consumers say they are more communication (ALIS, 2016b; NBESS,
inclined to do business with companies 2015).
that have inclusive values and are 9. Promotes innovation and creativity.
recognized as open and fair employers Because of the challenges and barriers
(Creative Workforce Solutions, n.d.). that they have to overcome, people
P 11with disabilities have learned to develop Preparing for the job search and interview
alternative paths to adapt and accomplish process is hard work. But the trade-off in
tasks by thinking differently and terms of increased confidence and making
creatively. These skills can translate over a positive impression that increases your
into employment, facilitating innovation chances of getting hired is well worth the
in the workplace through the creation of effort!
new ideas, products, and services. Studies
have demonstrated that “organizations
leveraging diversity are better able
to adapt to changes in the external
environment, and are more innovative
in anticipating and responding to these
changes” (HRSDC, 2013; NBESS, 2015).
Summary
Transitioning from university into the
workforce can be a daunting process for any
graduate. Graduates with disabilities will
want to make good use of career planning
tools and effective job search strategies in
order to maximize their chances of getting
hired.
When you begin the job search and
application process you will want to:
· Know yourself and abilities well
· Know what duties a prospective job
entails
· Target positions that maximize your
strengths and minimize your weaknesses
· Make sure your application package is
accurate, professional and free of errors
· Prepare well for interviews by doing
research and practicing how you will
respond to questions
· If you decide to disclose your disability
during the application or interview
process, highlight skills you have
developed as a result of your disability
and be prepared to make the business
case for hiring a person with a disability.
P 12References and Resources Schmidt, C. (2017) How to Market Yourself to Potential
Employers. Retrieved from https://www.vault.
Alberta Learning Information Service. (2016a). Cover com/blogs/job-search/how-to-market-yourself-to-
letters and emails – Opening the door to an interview. potential-employers
Retrieved from https://alis.alberta.ca/look-for-work/
cover-letters/cover-letters-and-emails-open-the-door- Gerber, P. J., Ginsberg, R., & Reiff, H. B. (1992).
to-an-interview/ Identifying alterable patterns in employment success
for highly successful adults with learning disabilities.
Alberta Learning Information Service. (2016b). Journal of Learning Disabilities, 25, 475 – 487. doi:
Finding work opportunities as a person with a disability. 10.1177/002221949202500802
Retrieved from https://alis.alberta.ca/look-for-work/
additional-resources-for-specific-audiences/for- Human Resources and Skills Development Canada.
persons-with-disabilities/finding-work-as-a-person- (2013). Rethinking disability in the private sector – Report
with-disabilities/ from the Panel on Labour Market Opportunities for
Persons with Disabilities. (Departmental Catalogue
Alberta Learning Information Service. (2016c). Human No. ISSD-111-01-13). Retrieved from http://www.
rights and you: What can employers ask? Retrieved from esdc.gc.ca/eng/disability/consultations/rethinking_
https://alis.alberta.ca/look-for-work/interviews-and- disabilities.shtml
offers/what-can-employers-ask-you/
Job Accommodation Network. (2015). Workplace
Alberta Learning Information Service. (2016d). Plan for accommodations: Low cost, high impact. Retrieved from
success – A tip for job seekers with disabilities. Retrieved http://askjan.org/media/lowcosthighimpact.html
from https://alis.alberta.ca/look-for-work/additional-
resources-for-specific-audiences/for-persons-with- New Brunswick Employer Support Services. (2015).
disabilities/plan-for-success-tips-for-job-seekers-with- Employer’s guide in hiring persons with a disability.
disabilities/ Moncton, New Brunswick: Author.
Alberta Learning Information Service. (2016e). Talking New Brunswick Human Rights Commission. (2014).
about invisible disabilities. Retrieved from https://alis. Guideline on accommodating physical and mental
alberta.ca/plan-your-career/additional-resources- disabilities at work. Retrieved from http://www2.gnb.
for-specific-audiences/for-persons-with-disabilities/ ca/content/dam/gnb/Departments/hrc-cdp/PDF/
talking-about-invisible-disabilities/ Guideline-Accommodating-Disability-at-Work-New-
Brunswick.pdf
Alberta Learning Information Service. (2016f ). The 4
p’s of a successful interview. Retrieved from https://alis. North East Community Partners for Inclusion.
alberta.ca/look-for-work/interviews-and-offers/the-4- (2005). Guide to hiring persons with disabilities for
ps-of-interviews/ Saskatchewan employers. Retrieved from http://
garytinker.ca/media/pdf/Employer_Guide.pdf
Alberta Learning Information Service. (2016g). Resume
checklist. Retrieved from https://alis.alberta.ca/look- Ryan, R. (2012) Resume mistakes can cost you the
for-work/resumes-and-references/resume-checklists/ job. Retrieved from https://issuu.com/jobsparx/docs/
jobsparx_magazine_-_january_13_issu
Brown-Volkman, D. (2012). How to ace an interview
3
– The checklist. Retrieved from http://www.
higherbracket.ca/article_ace_the_interview_dbv.php
Creative Workforce Solutions. (n.d.) Employer’s toolkit.
Retrieved from http://www.cwsvt.com/media/CWS-
Employer-Toolkit.pdf
3 Please note that links to articles can change with-
out notice.
P 13Disclosure, Accommodation, about your abilities as well as your limitations.
Legal Rights and Obligations Employers may have misconceptions about
your disability, so be prepared to clarify
Should I Disclose My Disability? any misconceptions in a respectful manner.
Rather than focusing on limitations, be sure
Many students with disabilities wonder to talk about your disability in a positive way
if they should disclose that they have a and be able to explain how your abilities will
disability to a prospective employer during allow you to meet the requirements of the
the hiring process. There is no right or wrong job. If safety is a concern, be sure to discuss
answer to this question. Disclosing that you this with your employer to ensure the safety
have a disability is a personal decision. No of you, your co-workers and clients.
one can tell you whether you should disclose
or not. The decision to disclose or not, and Alberta Learning Information Service
the timing around disclosure, is completely (ALIS, 2016b) provides these helpful tips
up to you. for successful disclosure of a disability to a
prospective employer:
Making the Decision
In making the decision you should carefully · If you’ve had little success in disclosure
weigh the pros and cons of disclosure. Each situations or feel uncomfortable, try
situation will be different, depending on the role playing the disclosure process with
nature of your disability and the duties you supportive friends or family members.
will need to perform. · Be positive. Focus on your skills and
qualifications and don’t present your
Visible Disabilities. In the case of a visible disability as a weakness.
disability that is obvious to an employer, give · Be prepared to address any concerns
some forethought to the timing of disclosure. employers might express, even if they’re
If you need accommodations for the job not expressed directly.
interview (e.g., ASL interpretation, making · Know what workplace accommodations
sure the interview location is wheelchair you may need, including their availability,
accessible, etc.) it would be better to make cost and funding programs the employer
these arrangements in advance rather than can access.
take a potential employer by surprise. This · Anticipate the employer’s questions
will give the employer time to prepare if about your disclosure and know how
alternative arrangements need to be made you’ll answer them. Use examples.
and will show the employer that you are
proactive and take initiative. Invisible Disabilities. It is entirely possible
that if you have an invisible disability there
Depending on the requirements of the job, may be no need to disclose that you have
a prospective employer may have questions a disability at all, especially if you believe
about how your disability will impact your that your disability will not have an impact
ability to perform job-related tasks. Some on your job performance. Disclosure of
employers will ask you directly about this; an invisible disability is a personal choice.
others may be hesitant or unsure how to If your safety or the safety of others is a
broach the subject. Be upfront and honest concern then you will need to disclose at an
P 14appropriate time (ALIS, 2016c). Otherwise When deciding whether to disclose an
you will need to weigh the pros and cons of invisible disability, consider the following
whether to disclose or not and when the best questions (ALIS, 2016c):
time to do so would be.
· Will disclosure help or hurt your chances
An important consideration is a prospective of getting or keeping work?
employer’s view of your disability. · How will the employer react?
Unfortunately, there are still many · What are the misconceptions about your
misconceptions and stereotypes surrounding disability and how will you address them
disabilities, and not all employers are immune if you disclose?
to biases and misinformation. Because of this, · If your disability is under control, is there a
some employers will not hire an individual reason to disclose?4
if they know the applicant has a disability. · Do your coping strategies allow you to
Therefore, unless you know that an employer meet the job requirements?
has a disability-friendly hiring policy, · If you know you can’t perform some of
disclosing your disability on an application the duties in the job description because
form, resume, or during an interview may of your disability, would disclosure
place you at a disadvantage, or may be used encourage the employer to modify the
to screen you out from other applicants (ALIS, job to fit your abilities?
2016b). Unless you know that you will need
accommodations to perform the job, most
experts recommend to not disclose until an
offer of employment is made.
4 If your disability is under control you may decide
that you do not need to disclose an invisible disability
after having accepted a job offer. If this is the case,
Alberta Learning Information Services (2016c) notes
that it is important that you get a letter from your doctor
documenting that “at the time of employment, you were
deemed fit to work.” Keep this letter for your records so
that, in the event that the status of your disability changes
and you need to disclose, you can demonstrate that you
were effectively managing your disability when you were
hired and had no need to disclose at that time.
P 15The following table adapted from Alberta Learning Information Service (2016b) can help you
weigh the pros and cons of disclosure at various points in the hiring process:
Option Advantages Disadvantages Recommendations
Third party referral Recommended by Little control over what Good option if
someone the is said about you the person
employer knows recommending
You could be screened you is
Employer is aware of out supportive
your situation
Follow up with a call to
the employer
Application, resumé or Demonstrates Could be used to Use if employer
cover letter openness screen you out has equity
program
Employer may be
Limited space to
recruiting for diversity Focus on your skills
describe abilities, and abilities
accommodations
Can’t address
employer’s concerns
When interview is Employer is Employer may react If you require
scheduled interested negatively accommodations for
the interview, disclose
Allows employer to You may not receive at this time
prepare serious consideration
Call employer to
Provides opportunity to disclose if someone
discuss your disability else booked the
interview
After interview is Same as above Same as above Same as above
scheduled
Gives time to prepare
When you meet Reduces risk of Employer might react Use this method if you
employer employer forming negatively to surprise are confident you can
preconceived opinions keep the employer
focused on your
abilities
During the interview You can reassure Same as above If your disability is not
employer visible, use this option
and focus on your
You can answer abilities
questions
After receiving a job If your disability won’t Possible strong In this situation, if your
offer adversely affect your negative reaction from disability is invisible,
ability to do the work, employer you may choose not to
employer can’t disclose at all
withdraw offer
P 16Final Thoughts on Disclosure… [PETL], & New Brunswick Human Rights
Ultimately, the decision to disclose is a Commission [NBHRC], 2013). This is referred
personal one, based on weighing the pros to as the duty to accommodate. This legal
and cons while taking into consideration obligation is mandated in all provinces and
the nature of your disability, your strengths, territories by provincial human rights acts.5
weaknesses, and the demands of the job you Federally-regulated workplaces are subject to
are applying for. the Canadian Human Rights Act through the
Canadian Human Rights Commission.
By putting effective career planning and job
search techniques into practice you will likely The Accessible Canada Act (Bill C-81)
be able to minimize any concerns you may is new legislation passed by the Government
have around the disclosure of your disability of Canada in 2019 to remove barriers to
(ALIS, 2016c). accessibility for persons with disabilities.
According to the Government of Canada,
Keep in mind that if you feel that you will the Act will “help to change the way that the
need accommodations in the workplace you Government of Canada and organizations
will likely need to have a conversation with within federal jurisdiction address disability
your employer and disclose your disability. and interact with Canadians” (Government of
Canada, 2019b).
Accommodation in the Workplace
You may find it to be the case that The Act will apply to all sectors under
your disability requires some sort of federal jurisdiction, including the banking,
accommodation in the workplace. telecommunications, banking, and
Accommodations involve a change to the transportation industries and will set out
work environment or your duties in order requirements that organizations must follow
for you to successfully carry out your job in order to remove barriers to accessibility.
(Canadian Human Rights Commission, 2013). The new Act is designed to improve access
Examples of workplace accommodations may to employment opportunities, accessibility
include such things as making a workspace in buildings and public places, the design
accessible, use of specialized software or and delivery of services, and ensure access
equipment, flexible working conditions, to accessible goods. The Act will come into
adjustment or reassignment of duties, to effect on a date to be determined by the
name a few. Governor in Council (Government of Canada,
2019a).
What is the Duty to Accommodate?
In Canada employers have a legal obligation
to “identify and eliminate any rules, policies,
practices, facilities or equipment that
may have a discriminatory effect against
employees or potential employees [emphasis 5 While every province and territory in Canada recog-
added] and limit their opportunities for nizes the duty to accommodate, each province has different
grounds that constitute discrimination. Be sure to review
employment” (WorkSafeNB, New Brunswick the grounds in your province or territory (HR Council,
Department of Post-Secondary Education 2016).
P 17How Does It Work?6 · Accept some degree of absenteeism due
Essentially, if you have a disability or develop to a disability
a disability during the course of employment, · Move employee from night shift to day
your employer must provide reasonable shift
accommodations in order for you remain · Transfer employee to a different position
in your job. Disabilities covered in the New · Offer rehabilitation
Brunswick Human Rights Act include most · Offer training
physical and mental conditions that affect · Hire an assistant or a temporary
ability, and covers both visible and invisible replacement
disabilities. Examples of invisible disabilities
under this definition include physical health How Can I Ask for an Accommodation?
conditions, such as diabetes and epilepsy, While it is clearly established that employers
and mental health conditions, such as in Canada have a legal duty to accommodate
intellectual impairments, learning disabilities, employees with disabilities, your manner,
mental health disorders, drug and alcohol attitude and approach in seeking a workplace
dependency, depression, and burnout accommodation can make a great difference
(WorkSafeNB et al., 2013). to making the process a smooth and
successful one.
There are a number of options available for
an employer to accommodate an employee Do not assume that your employer
with a disability depending on the unique understands what accommodations you
circumstances of each situation. The need or how an accommodation can
following list from WorkSafeNB et al. (2013) be implemented. While an employer
provides examples of some accommodations may understand that they have a legal
that may be utilized: obligation to accommodate you, they may
not understand what your specific needs
· Purchase or modify computers for are, or may be under the impression that
use by employees with visual or other implementing accommodations will be
impairments difficult, time-consuming, or expensive.
· Provide wheelchair ramps and accessible
bathrooms Be an expert on your disability. View it as your
· Modify job duties (light duties) role to be a self-advocate and respectfully
· Reconfigure job duties educate your employer on the issue. Present
· Alter job schedule your request to your employer once you
· Provide time off for medical have already mapped out the solution.7 It is
appointments recommended that you place your request
· Allow for part-time hours, full-time hours, for accommodation in writing in order to
or flex-time 7 An excellent resource for accommodations in
the workplace can be found at askjan.org. This website
6 This section will refer to the procedures in place in includes the Searchable Online Accommodation Resource
the province of New Brunswick under the New Brunswick (SOAR), which allows users to search for accommodation
Human Rights Act. However, the legal requirements of options for various types of disabilities. SOAR can be
the duty to accommodate are similar across Canada, and accessed from the following link: https://askjan.org/soar/
also widely recognized in the United States (WorkSafeNB, index.htm
2013).
P 18keep the request documented throughout with specific information along with the
the process. Clearly explain to your employer solution. This will likely facilitate a positive
why you need the accommodation and interaction resulting in your getting the
how it will help you to perform your duties accommodations you need.
successfully.
What If I Am Denied an Accommodation?
Keep in mind that you do not need to Under the duty to accommodate, employers
disclose any personal or confidential must accommodate employees with
information that is unrelated to your disabilities to a reasonable degree unless this
accommodation request, although you places the employer in a position of undue
may have to provide medical or other hardship. How undue hardship is defined
documentation to support your request depends on a number of different factors
(WorkSafeNB et al., 2013). and varies from one situation to the next. The
standard for what constitutes undue hardship
Alberta Learning Information Services (2016a) is high, and in most cases an employer
makes the following recommendations will be legally obligated to provide the
when talking to your employer about accommodation (WorkSafeNB et al., 2013)
accommodations:
· Take care of your own needs, if possible, According to the New Brunswick Human
by providing equipment or technology. Rights Commission (NBHRC; 2014),
This removes a potential barrier for some common factors considered when
employers who are considering your determining if an accommodation
application. constitutes undue hardship are:
· Be open, honest and clear when
you request an accommodation. · Extremely high financial costs
Give examples so the employer can · A serious disruption to a business
understand what’s involved. · Health and safety considerations
· Explain what your specific needs are. · A very long absence of indefinite duration
Don’t expect your employer or co-workers · A substantial interference with the rights
to anticipate them. of other employees
· Know how much it costs to provide · Inability to renovate the facilities to
physical accommodations you need and accommodate an employee
where they can be purchased. · Inability to interchange, alter or substitute
· Know what funding is available for duties within the workforce
accommodations and show your · The extent to which the inconvenience
potential employer how to access it. would prevent the employer from
· Offer solutions and suggestions. carrying out the purpose of its business.
Emphasize what the accommodation will
enable you to do. It is important to note that an employer
does not make the determination of what
In most cases, accommodations cost very constitutes undue hardship. If your employer
little and are easy to implement. Make denies an accommodation on the grounds
it easy for your employer to implement of undue hardship, you may file a human
an accommodation by presenting them
P 19rights complaint with the New Brunswick · If you decide to disclose, talk about your
Human Rights Commission (HRC). The HRC disability in a positive way by focusing on
will determine whether implementing the abilities, not limitations, if any
accommodation would place undue hardship · To know what accommodations you will
on your employer. As previously noted, the need and work with your employer to
standard for undue hardship is strict and, in implement them
most cases, it will be determined that the
accommodation is reasonable. One reason why persons with disabilities will
disclose is if they need accommodations to
Keep your expectations reasonable when perform some of their duties.
requesting an accommodation. You may
not get exactly the accommodation you If you need accommodations in the
requested but may be granted a reasonable workplace, keep in mind the following:
accommodation that does not place undue
hardship on your employer. If this is the · In Canada, employers have a legal
case it is recommended that you accept any obligation to provide reasonable
reasonable efforts your employer makes accommodations to employees with
toward your request, even though it may not disabilities
be perfect or your ideal solution (WorkSafeNB · Be an expert on your disability and clearly
et al., 2013). explain to your employer why you need
the accommodation and how it will help
Summary you perform your duties successfully
One of the biggest questions university · In most cases, accommodations cost
graduates with disabilities have is whether or relatively little and are easy to implement
not they should disclose their disability to an · If your employer denies a request for
employer. accommodation they must demonstrate
that the accommodation places them in a
In making the decision to disclose or not, position of undue hardship
some important considerations are: · If your employer denies an
accommodation you may appeal the
· Disclosure is a personal decision; some decision to your local human rights
individuals will disclose, while others commission
choose not to · Keep your expectations reasonable and
· If you have a visible disability, give some work with your employer to come up with
forethought as to the timing of disclosure, a suitable solution
especially if you are going to need
accommodations
· If you have an invisible disability, you
may not need to disclose unless your
ability to perform some tasks or safety is a
consideration
P 20References & Resources8
Alberta Learning Information Service (2016a). Accommodations – working with your disability. Retrieved from
https://alis.alberta.ca/succeed-at-work/additional-resources-for-specific-audiences/for-persons-with-disabilities/
accommodations-working-with-your-disability/
Alberta Learning Information Service (2016b). Disclosure: What to say about your disability – and when.
Retrieved from https://alis.alberta.ca/look-for-work/additional-resources-for-specific-audiences/for-persons-
with-disabilities/what-to-say-about-your-disability-and-when-to-say-it/
Alberta Learning Information Service (2016c). Talking about invisible disabilities. Retrieved from https://alis.
alberta.ca/plan-your-career/additional-resources-for-specific-audiences/for-persons-with-disabilities/talking-
about-invisible-disabilities/
Canadian Human Rights Commission (2013). What is the duty to accommodate and how can it help me? Retrieved
from https://www.chrc-ccdp.gc.ca/eng/content/what-duty-accommodate
HR Council. (2016). HR policies and employment legislation. Retrieved from http://www.employmentincentives.
com/state_incentives/documents/Vermont/cws_employer_toolkit.pdf
New Brunswick Human Rights Commission. (2014). Guideline on accommodating physical and mental disabilities
at work. Retrieved from http://www2.gnb.ca/content/dam/gnb/Departments/hrc-cdp/PDF/Guideline-
Accommodating-Disability-at-Work-New-Brunswick.pdf
WorkSafeNB, New Brunswick Department of Post-Secondary Education, & New Brunswick Human
Rights Commission. (2013). Accommodation at work. Retrieved from http://www.worksafenb.ca/docs/
dtaaccommodationatwork_e.pdf
Government of Canada (2019b). Canada’s first federal accessibility legislation receives Royal Assent. Retrieved
from https://www.canada.ca/en/employment-social-development/news/2019/06/canadas-first-federal-
accessibility-legislation-receives-royal-assent.html
Government of Canada (2019b). Making an accessible Canada for persons with disabilities. Retrieved from
https://www.canada.ca/en/employment-social-development/programs/accessible-people-disabilities.html
8 Please note that links to articles can change without notice
P 21Developmental Disability
Traumatic Brain Injury
Learning Disability
Visually Impaired
Hard of Hearing
Mental Health
Non-for-profit
Organization
English only
French only
Mobility
Autism
Ability New Brunswick
Atelier L’Artisan X X
Canadian Council on X
Rehabilitation and Work
Canadian Mental Health X X X X X X X X
Association New Brunswick
Canadian National Institute for X X
the Blind
Carleton Victoria Community X X
Vocational
Catena Jobs Plus Skill and X X
Development Centre Inc.
Centre Horizon X X X
Crosswinds Centre X
EmployAbility Now X X X
Ergon X X
Fredericton Works X
Key Industries X X X
L’ Atelier des Copains Co-Op X
Ltd.
Let’s Work X
M.E.T.S. X
M.O.R.E. Services Inc. X
Minlak Training Program X
National Educational X
Association of Disabled
Students
Neil Squire Society X X X X X
New Brunswick Association for X
Community Living
New Brunswick Deaf and Hard X
of Hearing Services Inc.
Open Sky X X
Options Employment Outreach X
Inc.
Oromocto Training & X X X X
Employment Centre Inc.
Post-Secondary Education, X
Training and Labour
Premier’s Council on the Status X X X X
of Disabled Persons
Restigouche Residential Agency
Inc.
Schizophrenia Society of New X
Brunswick
St. Croix Vocational Centre X
Inc.
P 22APPENDIX
Employment Support Providers for Atelier L’ Artisan
Persons with Disabilities
Programs/Services Offered:
The following is an alphabetical listing of A branch of ADAPT agencies
employment support providers.
Location:
Ability New Brunswick 280 Old Shediac Rd.
Memramcook, NB
Overview of Organization: Our mission E4K 1W3
is to empower the independence and full 1-506-758-2751
community participation of persons with artisan@bellaliant.net
disabilities throughout New Brunswick who
have a mobility disability. The Canadian Council on Rehabilitation
and Work (CCRW)
Programs/Services Offered:
Vocational/Employment Overview of Organization: To promote
· Job Search, Application and support meaningful and equitable
Support, Education, Funding employment of people with disabilities.
As innovators and agents of change, we
Locations: build partnerships, develop skills, share
Fredericton Office knowledge and influence attitudes.
440 Wilsey Rd.
Fredericton, NB Programs/Services offered:
E3B 7G5 Employment Services
1-506-462-9555 · Career Counselling, Skill
Development, Job Search,
Moncton Office Application Support
236 St. George St. The Partners Approach (Saint
Moncton, NB John)
E1C 1W1 · Career Counselling, Skill
1-506-858-0311 Development, Job Search,
Application Support, Disclosure
Contact: Support, Accommodation
info@abilitynb.ca Support, Funding, Post-hiring
Services
ADAPT Agencies WORKink (Canada wide)
· Online Help & Job Search
Overview of Organization: Serves
people with intellectual/developmental Location:
disabilities; with a focus on increasing 535 Main St.
quality of life by offering programming Moncton NB
that is geared towards obtaining and E1C 1C4
maintaining employment. 1-506-858-1650
mlegere@ccrw.org
P 23You can also read
