By: Robert D. Morissette, Special Assistant, Office of the Deputy Secretary
October is National Disability Employment Awareness Month.
More than 70 million Americans report having a disability. Even though people with disabilities are part of every community, a 2023 Bureau of Labor Statistics report showed only 22.5% of people who identify with having at least one disability are employed (compared to 65.8% of people without disabilities). We must continue to raise the bar on our standards to ensure that all workplaces are inclusive settings, where people with disabilities feel valued, and set the expectations that allow people with disabilities to succeed.
During my time as an educator, I became more comfortable with my genuine self and stopped masking – the practice of concealing or suppressing aspects of one’s neurodivergent traits or conditions – as often because the students were accepting of my neurodivergent traits.
After eight years, I decided to take a break from teaching and become involved in political campaigns. As I was driving to another state to start my new job, I went back and forth on whether I had to mask who I was with my new team. The worry was unfounded, and I felt accepted, included, and supported from my entire team. This helped me become more comfortable about not only having disabilities, but comfortable sharing that I have disabilities. After the political campaign ended, I went through the job seeking process again. While the process can be lengthy and challenging for people with disabilities, there is an added decision about whether to disclose our disability.
I hesitated disclosing my disabilities out of the fear of subconscious negative bias that hiring managers might have toward candidates disclosing their disability. Even though under the Americans with Disabilities Act (ADA), employers are not permitted to reject applicants because of disability status, it is difficult to know whether disclosing a disability subconsciously plays a role in hiring decisions. I eventually decided to always disclose that I have at least one disability, which helps me decide if it’s a company I want to work for.
Based on my experiences with difficult, lengthy, and frustrating job searches, I have found a few strategies that helped me when I was applying for jobs. I have also included tips that could help job seekers, employees, and employers.
- When writing resumes, job seekers can seek out and work with a resume coach. It helped me create a solid resume I can update moving forward.
- Employers may choose to share interview questions ahead of time so the applicant knows what topics will be covered. This can help people with disabilities structure our thoughts and responses to help ensure we make the most of the time allotted for an interview and share the most relevant information.
- Employers can provide options and examples to clarify work expectations. Job seekers and employees can ask clarifying questions. “Business casual” may not be obvious to everyone, but employers can share photos to make it clear. What does “fast-paced” mean to an employer? Providing examples can help alleviate ambiguity associated with workplace jargon.
- Employers should listen to their employees when they share what they need to be successful. Each person with a disability is an expert on themselves and knows what they need. When they advocate for themselves and share the reasonable accommodations they need, employers should be open to the request and work together to find solutions.
One of my greatest experiences was working in an environment where I was heard. Supervisors and co-workers accepted my constant questions, listened to me when I had difficulties, provided helpful feedback, and gave genuine praise. I am comfortable to admit that I need help, or that I’m feeling a little overwhelmed, because I am not afraid to be seen as “flawed.” I was still expected to meet certain expectations, but they also asked how they could help me succeed, and they helped. I felt safe to talk about my needs.
These strategies were useful for me and may be useful to others seeking employment or to employers striving to make their workplace more inclusive. As a country, we have gone from having “ugly laws,” to being celebrated at the White House. Change is difficult, and it takes time, but it is happening. I am hopeful for the future.
All of us can do our part to make the workplace more inclusive. When interacting with someone who is disabled, whether it is apparent or not, the best thing to do is treat them as a human being first. Listen to them, and don’t make assumptions. Acceptance and inclusion are about adjusting to help others feel welcomed and set up for success.
For more information, refer to the following online resources:
