JOB SEARCH STRATEGIES FOR
STUDENTS WITH DISABILITIES
The key to a successful job search is to start the process early and to not be discouraged. Navigating through the job
search process does not have to be difficult if you have a disability. Here are some helpful tips to conduct a
successful job search:
RESEARCH
It is very important to research companies to find out if they embrace workers with disabilities. Through reading a
company’s website, you will learn their values through their mission and vision statements. Pay attention to
whether a company openly acknowledges their commitment to diversity, inclusiveness and respecting their workers
and customers.
A helpful resource to use is the Canada’s Best Diversity Employer guide which examines a range of diversity
initiatives by each employer in categories not exclusively to those with disabilities but also encompasses women
and individuals who identify as visible minorities, aboriginal, LGBTQ, etc. If an employer demonstrates support for
employees in these categories then the chance of them supporting employees with disabilities is also high.
NETWORK
A good way to find out if an employer is supportive of people with disabilities is to start by asking people you know.
Speak to your contacts as they may know of someone who works with a supportive employer. Try to speak with
current employees of a company you wish to work for and ask for their impressions and observations. Your goal is to
find employers with a proven track record and commitment towards supporting a diverse environment.
You can also conduct informational interviews. Informational interviews are a great way to find out about an
organization’s recruitment strategies. Is there an active push to hire diverse individuals? What do they do to retain
their employees? Are there policies in place to support individuals with disabilities? If your information interview
takes place on company premises, take a look around to see if the employees are diverse and if the physical
environment supports people with disabilities.
Knowing an employer’s stance will determine your comfort level in working with them and how well they may take
your disability into consideration if you choose to disclose to them.
THE INTERVIEW - PAY CLOSE ATTENTION
When you are interviewing, either with or without a visible disability, pay close attention to the questions asked of
you. If a question does not relate to the duties or skill requirements to perform the job, the question is illegal. The
following link provides a brief overview of what types of questions may or may not be illegal:
http://www.canadahrcentre.com/base/interviewquestions/
If you happen to find yourself in a situation where an illegal question is asked of you, here are
some options to answer the question:
Example of a question asked by an employer: “Do you have a disability or a medical
condition?”
1. Answer the question as it relates to the job in a positive manner (to positively reassure the employer that you
can do the job; this may alleviate any concerns they may have)
i.e. “In accepting a position, I would be fully committed to my work and my references can attest to this”.
2. Answer the question at face value if you feel confident in doing so (it is also preferable to make your answer
positive by revealing tips/strategies you have used in the past.)
i.e. “I have (name of disability), however, this does not impact my ability to do a great job for you. Through the
use of adaptive technology and coping skills, I have been able to manage effectively and have achieved
success in my past work environments”.
3. Refuse to answer the question as tactfully as possible (as you are protected by law), however, try to not appear
uncooperative. By phrasing your answer this way, it allows the employer to rephrase the question and discover
their intent. They may not even realize they are asking an illegal question.
i.e. “I am not sure I understand how this question relates to the job. Can you clarify why this may be
a concern?”
DISCLOSING
Throughout the job search process, you may be wondering whether it is appropriate to disclose a disability and if so,
when would the right time be? The chart on the following website provides you with pros, cons and
recommendations for disclosing at different stages in the job search process.
Keep in mind that it is entirely your decision if you wish to disclose to an employer. If you decide to, follow the
following tips for disclosure:
1. Write a script. Practice in front of a mirror or with family or close friends so that you are confident in your delivery.
2. Keep it simple and straight to the point – no need to go into details of how long you’ve had the disability, when it
started, etc.
3. Refrain from medical terms as employers may not understand what you mean or could interpret it differently. Use
language they can understand.
4. Be clear on what your needs are – you need to clearly articulate your needs and what accommodations you
may need.
5. In your statement, provide examples of specific accommodation tools you may have used and how it was
successful for you.
6. In answering any questions, be aware of questions that may be illegal (i.e. how many sick days do you normally
take?) and answer in relation to the position at hand.
ACCOMODATION
In Canada, you have the right to be adequately accommodated under duty to accommodate legislation. Just as
employers are responsible for accommodating their workers, you as the worker, also have responsibilities. You must:
1. Request appropriate accommodation.
2. Provide sufficient information to the employer.
3. Collaborate with the employer to find appropriate accommodation options
CONTACT INFORMATION
CAREER CENTRE
FOR MORE INFORMATION OR
TO BOOK AN APPOINTMENT:
Call: 905.721.8668 ext. 3824
Email: [email protected]
Website: uoit.ca/careercentre