Resources for Students with Disabilities

This section offers specialized information and insights into the career development process for students with disabilities. The following information was developed in association with the UTM AccessAbility Resource Centre.

Make sure to check out our new AccessAbility Resources brochure, which lists several print, web & multimedia resources, as well as other services the Career Centre offers. Please note: this PDF is formatted for print. Download it here

Step 1: Before your work search

  • Before you begin searching for work, it’s important to identify and assess your skills. Check out the Planning Your Career section of our website for more information
  • Once you know where you excel, you should also think about your personal limits. Knowing your strengths will allow you to search for those opportunities where you can demonstrate and highlight your skills.

Step 2: Research potential employers

  • Website and Print Information - If you see the employer has a ‘commitment to diversity’ or an ‘equal opportunity’ statement, this at least provides some assurance that the employer is aware of diversity within the workplace.
  • Visit the Premises - This can help you decide if the environment is suited to your needs
  • Talk to people - This can give you numerous job leads to organizations who have dealt with the issue of disability before.
  • Employee Assistance/Benefit Programs - Find out about the various programs that a company offers to see if they have “access related” committees/benefits in place. This info can be found on the web, in annual reports and in the Career Centre Library.
  • Employer visits on-campus - Attend an employer information session on campus and speak to a representative about access issues

Step 3: Assess your needs

Before you get an interview, it is important to take a step back and examine what you need in your working environment to perform at your best. Taking a planned and positive approach, and being able to provide concrete examples, conveys your confidence.

Here is an example of common disabilities and ways of accommodating:

Arthritis, difficulty controlling small objects
Replace small knobs with larger knobs; employ use of non-slip stickers on slippery objects around the office

Hard of hearing
Place employee further from noisy office equipment (e.g. photocopier)

Fatigue and weakness
Rest breaks from office; parking spot closer to entrance

Wheelchair
Flextime to allow for extra time taken to use a special transit service

Learning disability
Computer with spell checker

Vision
Enhance lighting conditions in the area; increase font-size on computer or print-outs.

Experiences seizures
Delete the flashing cursor from computer screen

Step 4: Know your rights

The Career Centre has numerous resources on the subject of interviewing. You should also know what you do not have to answer during an interview. Below are some impermissible and permissible questions relating to disability:

Impermissible:

  • Do you have any disabilities?
  • Have you ever been hospitalized? If so for what condition?
  • Have you ever been treated by a psychiatrist or psychologist?
  • How many days were you absent from work because of illness last year?
  • Have you had a major illness in the last 5 years?
  • Are you taking any prescribed drugs?
  • How old are you?
  • Do you plan to have a family? When?

Permissible:

  • Are you able to perform the essential functions of this job?
  • Can you demonstrate how you would perform the following job-related functions?
  • Can you meet the minimum age requirement as set by law?
  • Would you be willing to work overtime as necessary?
  • Would you be willing to travel as needed for the job?

NOTE: While interviewers cannot directly ask about an applicant’s health, in some cases after an employer makes a job offer, the applicant must undergo a medical examination.

How should I respond to an illegal interview question?

The majority of instances when interviewers pose illegal questions, the interviewer is simply unaware his or her questions are inappropriate. Here are a couple of options if you encounter and illegal question:

  1. Examine the question for intent and then answer accordingly. For instance, if the interviewer asks if you’re planning on having children, your reply might be, "I’m dedicated to my job, and commitment isn’t an issue.”
  2. Answer the question as asked. By doing so, you risk revealing more information than you may be comfortable with.
  3. Refuse to answer the question. For example, you might say, “I’m not certain about the relevance of my marital status to the position.” By not answering, you are within your legal rights. But you may sound uncooperative or confrontational if you are not tactful with your reply. The entire situation may leave a bad impression with the interviewer. Only use this option if the question makes you extremely uncomfortable.

When and how should I disclose?

When and how you choose to disclose your disability (if you decide to disclose at all) is completely up to you. It is also important to note that if a disability does not affect your performance on the job, you do not have to disclose. But to receive accommodations, it is your responsibility to disclose.

Over 2/3 of jobs accommodations cost under $500 to implement and many cost nothing at all. Please click here (link opens in new window) for information on some of the options you have regarding when to disclose with advantages and disadvantages.

Tips for disclosing:

  • KISS (Keep It Short & Simple). Remember that when you disclose, you don’t have to specify the details of your disability. Saying you have a disability is enough. But you’ll need to be specific about the accommodations you require.
  • Use Examples. When you disclose, it may be helpful to illustrate how your disability plays into day-to-day activity by providing examples from past experiences.
  • Be Positive. Do not talk about your disability as a weakness, or in a negative way. Always focus on your abilities and strengths.
  • Practice Practice Practice! One of the best ways to prepare for an interview is to rehearse in front of a mirror or friends and family. Approach your disclosure message in a similar way. Write it out, rehearse, and time yourself. This simple action will make you more confident and more articulate when you disclose.

Sample disclosure:

"As you might have noticed, I do not have use of my left hand. As you can imagine, this presented some challenges. But I consider my determination and drive as two of my greatest strengths. I consistently prove this to myself, my peers and employers. In my last position, I ranked as top-seller for three consecutive months. This position, as I understand it, requires little typing. But my typing skills were at par with my peers when I used a shareware computer program. I've been using this computer program for the part four years with great results. When you couple my assets and experience with my perseverance, the result is an adaptable team-player with the right kind of attitude to make a positive impact."

Step 5: Gain experience

Gaining experience over your university years plays a key part in getting that first job after graduation, and ultimately in developing a career. Different ways to gain experience are:

For a wealth of information related to gaining experience please use the resources available in the Gain Experience section of this website.

Step 6: Find employment

The Find Employment section of this website provides a great amount of information related to searching for work. For employment links targeted to those with disabilities please see below:

Remember, up to 80% of jobs are unadvertised. You can tap into this “silent job market” by being pro-active in your job search by using your network and by doing your own research on companies or organizations you’d like to work for.

Step 7: Once you’re hired, be aware of legal acts that protect your rights

To be able to exercise your rights under an act, you must fall under the legal definition of having a "disability."

By accommodating an employee with a disability, the employer is not making the job easier for the employee – rather the employer is maximizing the employee’s abilities and performance. It is in both the employer’s and employee’s interest to talk about accommodations.

Links to Legal Acts:

Additional Legal Resources:

Where else can I find support?

  • Check out our new AccessAbility Resources brochure, which lists several print, web & multimedia resources, as well as other services the Career Centre offers
  • Speak with a career counsellor if you have questions or need advice
  • Connect with a mentor – having someone to talk to who has learned and experienced workplace issues can provide you with guidance and support.
  • Look into employment services offered by organizations like CNIB and CHS

Since learning from others is so important, the documents below provide profiles of three individuals who have valuable experiences to share. Each interviewee shares information about how they chose to disclose, what barriers they've faced, how they prepared for the work world and some personal advice:

Sydney
Mobility Disability

Uma
Sensory Disability

Kim
Learning/Mobility Disabilities