Navigating Job Hunt Bias: Essential Tips and Scripts for People with Disability
[Image Description: A woman in glasses and a dark blue shirt is smiling while holding her resume.]
Bias can be a big hurdle for people with disabilities when looking for a job, and it can show up in many different ways throughout the job search (or even after you nab that role).
Conscious bias is when someone knows they have a prejudice. This type of bias is intentional. For example, an employer might decide not to hire someone with a disability because they think the person can’t do the job as well as someone without a disability.
Unconscious bias happens without the person realising it. These biases are automatic and often come from stereotypes. For instance, an employer might unconsciously think that a candidate with a disability will need more time off or won’t be as productive, even if there’s no proof of this.
It would be great to think that every candidate has the same chance and that decisions are based solely on skills and abilities… but we all know that’s not exactly how the world works. Facing bias can be challenging, but there are ways to handle it and advocate for yourself or your loved one. Being well-prepared can boost your confidence and help you handle bias more effectively. We’ve put together some strategies and scripts to help you at different points on your job search to both help identify and counter it.
How have you come up against bias on the job hunt? Login or signup to Kinora and share with our community how you dealt with it.
When and How to Disclose your Disability to Potential Employers
I don’t like the word “disclose” because it makes disability sound like a dirty word, which it is absolutely NOT. But, when and how you let potential employers know about your disability could impact the outcome due to bias (no matter how wrong that is), so understandably it’s something on job seekers’ minds.
Timing is key. If you need accommodations for the interview, it’s best to mention your disability when scheduling the interview. If your disability is visible or you feel comfortable discussing it, you can choose to talk about it during the interview. This can help set the stage for an open and honest conversation about your needs and how you can contribute to the role. Alternatively, you can bring it up after receiving a job offer, allowing you to discuss any accommodations you need before starting the job.
Practice how you will talk about your disability in a way that feels comfortable and confident. You can role-play with a friend or career advisor to refine it. Approach the conversation calmly and professionally. Remember, you are advocating for yourself and your right to a supportive work environment.
Strategies to keep in mind:
Be positive and focus on your abilities: Frame your disability in a positive light. Emphasise your skills, qualifications, and how you can contribute to the company. For example, “I have a disability that requires certain accommodations, but it does not affect my ability to perform the essential functions of this job. I am very skilled in [specific skills] and have successfully [mention relevant achievements].”
Be specific about your needs: Clearly explain what accommodations you need to perform your job effectively. This could include assistive technology, flexible working hours, or a modified workspace. For example, “To perform my best, I would need [specific accommodation]. This will help me [explain how it will assist you in your role].”
Provide reassurance: Reassure the employer that you are capable and committed to your role. For example, “I am confident that with these accommodations, I can excel in this position and contribute positively to the team.”
Your copy and paste script:
“During my time in previous roles, I have developed strong skills in [mention skills]. I have a disability that requires [specific accommodation], which helps me perform my job effectively. I am confident that with this support, I can bring valuable contributions to your team.”
Addressing Bias in Job Descriptions
Sometimes, job descriptions include language that unintentionally discourages people with disabilities from applying. Phrases like “must be able to lift 15 kilograms” or “requires excellent verbal communication skills” can be exclusionary if they aren’t truly necessary for the job.
If you come across a job description that seems biased, reach out to the employer to clarify if those requirements are truly essential.
Your copy and paste script:
“I am very interested in the [Job Title] position. I noticed the job description mentions [specific requirement]. Is this a core part of the job, or are there accommodations available? I believe my skills in [mention relevant skills] make me a strong candidate for this role.”
Navigating the Application Process
Online application systems that aren’t accessible can prevent people with disabilities from even applying for jobs. Also, if an employer sees a gap in employment history, they might assume it’s due to a lack of ability or motivation, rather than considering other factors like health or caring responsibilities.
During the application process, make sure your application stands out for the right reasons. Focus on your skills and experiences that are relevant to the job, using specific examples to demonstrate your abilities. If you have gaps in your employment history, you might choose to briefly explain them in your cover letter.
Your copy and paste scripts:
“I am very interested in applying for the [Job Title] position at [Company Name]. However, I encountered some accessibility issues with your online application system that prevent me from completing the application process. Could you please provide an alternative way for me to submit my application? I am confident that my skills and experiences make me a strong candidate for this role. Thank you for your assistance.”
“I am excited to apply for the [Job Title] position at [Company Name]. I bring extensive experience in [mention relevant skills and experiences]. During a period in my employment history, I focused on managing a health condition, which is now well-controlled. This experience has strengthened my resilience and problem-solving skills, which I believe will be valuable in this role.”
Handling Interviews
Interviews can be a critical stage where bias might appear. It could show up in the form of inappropriate questions or assumptions. For example, an interviewer might ask about your disability directly, which is not only biased but also illegal if not directly related to the role.
If faced with an inappropriate question, redirect the conversation back to your qualifications. For example, “I’m confident in my ability to perform this role effectively. Can we discuss how my skills align with the job requirements?”
If you choose to disclose your disability in the interview, remember to do so in a way that highlights your strengths. For example, “I use assistive technology to enhance my productivity, which has allowed me to excel in previous roles.”
It can be difficult to address bias on the spot, especially if you’re nervous and really want the job. If you leave the interview feeling something wasn’t right, follow up with an email to the interviewer or the company HR rep. How you word your email will depend on the level of bias you faced and whether you still want the job, but their response will tell you a lot about the company’s values and culture.
Your copy and paste email:
“Hello [HR Manager’s Name],
Thank you for the opportunity to interview for the [Job Title] position.
I wanted to mention a question about [specific topic or question] that seemed to reflect a misunderstanding of my abilities. I have strong skills in [specific skill], as shown by my work at [Previous Company] where I [mention a relevant achievement].
I am very interested in this role and confident in my ability to contribute to [Company Name]. However, I believe it is important for the interview process to be fair and unbiased. Please let me know if you need any more information.
Best regards, [Your Name]"
On the Job
Once you’re in the job, it’s important to continue advocating for yourself, because bias can continue to affect how you might be treated. Bias could mean you might be given fewer responsibilities, excluded from team activities, or not considered for promotions.
If you need accommodations, approach your employer with a clear request. For example, “To perform my best, I would benefit from a flexible work schedule. Can we discuss how this might be implemented?”
Look for allies in your new company who seem supportive and live by the values they promote. Form relationships with colleagues who can support you and advocate on your behalf if needed.
If you face ongoing discrimination there are steps you can take. Document everything, keeping a record of any discriminatory incidents, including dates, times, and details. Follow your company’s internal complaints process, and if neccessary, take it higher and outside the organisation. Remember, you can always ask for a support person to be present if you don’t feel comfortable discussing certain issues alone.
Your copy and paste scripts:
“I am excited to start my new role as [Job Title]. To perform my best, I would benefit from [specific accommodation, e.g., a flexible work schedule, assistive technology]. This will help me [explain how it will assist you in your role]. Can we discuss how this might be implemented? Thank you for your support.”
"Hello [HR Manager’s Name],
I want to bring to your attention an issue I have been experiencing. On [date], [describe the incident]. This situation has made it difficult for me to perform my job effectively. I would like to discuss how we can address this issue and ensure a supportive work environment.
Thank you for your understanding and assistance.
Best regards, [Your Name]"
Discrimination and Your Rights
Understanding your legal rights and protections is crucial because knowing what is and isn’t acceptable can empower you to speak up if needed.
The Disability Discrimination Act (DDA) protections include:
Reasonable Adjustments: Employers must make reasonable adjustments to accommodate employees with disabilities.
Protection from Discrimination: It is illegal for employers to discriminate against someone because of their disability in all aspects of employment, including hiring, training, and promotion.
Equal Opportunity: Ensures that people with disabilities have the same rights to employment opportunities as everyone else.
The Fair Work Act protections include:
General Protections: Protects employees from adverse actions taken by employers because of their disability.
Unfair Dismissal: Employees cannot be unfairly dismissed due to their disability.
Flexible Working Arrangements: Employees with disabilities have the right to request flexible working arrangements.
Reach out to support organisations for advice and assistance, and If necessary, you can file a legal complaint. Here are some places you can go to for help when you need it:
Australian Human Rights Commission - You can make a complaint online about disability discrimination. They also offer guidance on your rights under the Disability Discrimination Act.
Fair Work Ombudsman - They can help you understand your rights and entitlements.
People with Disability Australia - Provides information, referrals, advocacy, and support for people with disabilities.
Disability Advocacy Network Australia - Offers advocacy services to help people with disabilities navigate issues related to discrimination and access to services.
Australian Centre for Disability Law - They can offer free legal advice about facing discrimination. Although based in NSW, they can provide referrals to appropriate services around the country - the link will take you to the referral page for local contact details.
Stay Strong and Confident
Navigating the job hunt with a disability can be challenging, but remember, you have the power to advocate for yourself and your rights. By being prepared, knowing your worth, and using the strategies and scripts we’ve shared, we hope you can confidently tackle bias and find a workplace that values your unique contributions.
Keep pushing forward, stay positive, and remember that there are resources and support available to help you every step of the way. For guidance on how your NDIS can assist you, the Kinora community is here to back you up. Your skills and talents are valuable, and the right opportunity is out there waiting for you. You’ve got this!
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