October 4, 2017
National Disability Employment Awareness Month 

Less than 20% of people with disabilities are currently employed, drastically lower than the 65% employment rate of people without disabilities. October is National Disability Employment Awareness Month, the best possible time to educate ourselves about successful practices for job seekers, and the many resources available to Americans with disabilities and employers interested in recruiting people with disabilities.

Fortunately, employers are taking notice that people with disabilities are dedicated problem solvers with a demonstrated ability to adapt to different situations. Companies working towards bringing greater diversity to their workplace have resources available to them. 

But whether it’s a vision, hearing, physical, or cognitive limitation, some potential employers may have concerns whether a person with a disability will have the ability to do a job. Fortunately the Americans with Disabilities Act offers special protection, but there are several other ways a person can make the case for making sure disability doesn’t stand in the way of landing a dream job. 

Focus on the Can, Not the Can’t  

If you need to ask for special accommodations, phrase it in a context of how it makes you better: “I’m going to need a ramp to be able to access the meeting room, but, once I’m in there, I’ll be as prepared and equipped as anyone else in the room.”  

Talk Yourself Up 

Interviewers expect prospective employees to detail their strengths and qualifications, and people with disabilities should do just that. Discussing responsibilities held at previous jobs, internships and volunteer organizations demonstrates the ability to get the job done.

Find a Mentor 

Platforms like the Mentorship Exchange are a wonderful opportunity to connect with business professionals in their field of interest. Mentees have a chance to interact with professionals with whom they would not otherwise have access to, as well as gain first-hand knowledge of a specific career and organization.

Put People at Ease 

Some people still feel uncomfortable when interacting with someone with a disability. In an interview situation, the more comfortable an interviewee can make a prospective boss, the better the chance of getting hired.

Be Up Front 

People sometimes notice a disability before they notice the person. While a person’s disability is not something that needs to be included in a resume or initial conversations, it should be addressed quickly during an interview. It shouldn’t become the elephant in the room.

Educate Yourself 

There is a vast array of resources for job seekers with disabilities.  People within the disability community area a great source. Here are others:  

Get Connected 

There are several Twitter chats occurring during NDEAM. Below, please find just a few that Disability:IN has heard about. Feel free to email us at [email protected] if you’d like us to include any other online opportunities! 

Oct 10 11-12pm EST | GettingHired Twitter Chat 

As part of our employer’s sponsorship with NDEAM, we are inviting our clients to participate in an NDEAM Twitter Chat to highlight their inclusive employer brand.  The chat will happen from the GettingHired Twitter handle on October 10th between 11:00AM-12:00PM EST.   

Tip: For us to monitor the posts to go out, we recommend including #NDEAMatGHI in every post or include @gettinghired’s Twitter handle. 

Oct. 19 2:00-2:45pm EST | Inclusion Drives Innovation: A Chat with Leaders on Disability Employment          

In recognition of National Disability Employment Awareness Month (NDEAM), the U.S. Department of Labor is hosting a Twitter Chat to highlight the many ways that “Inclusion Drives Innovation” in America’s workplaces. Hosted in collaboration with the Office of Disability Employment Policy and several of its Alliance partners, the chat will foster a rich online discussion about the critical role that differing perspectives play in today’s innovation economy. To join, please follow along using #In4In 

Applying these tips and exploring these resources will leave people with disabilities better prepared and informed to navigate the workforce, and employers with a more dedicated, qualified, and diverse workforce.  

 


More from Disability:IN

June 7, 2019
4 Ways to Improve Your Company’s Disability-Inclusion Practices
Hiring people with disabilities need not cost any more than hiring someone without a disability. Accommodations for the majority of people with disabilities cost nothing. And when there is a cost involved with providing technology or other tools, it’s usually less than $500 and there are tax incentives available to help. How can a company […] [Read More]


June 3, 2019
Why People Hide Their Disabilities at Work
In our study, we calculated the value of disclosing this aspect of your identity. [Read More]


May 28, 2019
US institutional investors push companies to hire people with disabilities
US investors representing more than $1trn in assets, led by New York State Comptroller Thomas DiNapoli and Oregon State Treasurer Tobias Read, have called on companies to create “inclusive workplaces” that benefit from the skills people with disabilities, who remain underrepresented in the workforce. Signatories to the statement included New York City Comptroller Scott Stringer, […] [Read More]


May 28, 2019
Corporate America Urged To Increase Disability Hiring
A group of investors with over $1 trillion in assets is looking to use its clout to pressure companies into hiring more people with disabilities. With a joint statement issued this week, the group led by New York State Comptroller Thomas P. DiNapoli and Oregon State Treasurer Tobias Read is urging businesses they’re invested in to […] [Read More]


May 28, 2019
Chief Investment Officer: Institutional Investors Call for Workplace Disability Inclusion
Companies that embrace disability inclusion in the workplace benefit from increased innovation as well as profitability,” said Read in a statement. “We are asking the companies we invest in to adopt policies to improve the representation of people with disabilities in their workforce and continue to identify opportunities for improvement. Read the full article HERE. [Read More]