Congrats! You Got Your First Job! Here Is What You Need to Know As Someone With a Disability
Haley Moss, Esq.
Leader and speaker on disability inclusion, autism and neurodiversity in the workplace
Getting your first job is an exciting time! You get to experience independence, earn your own money, and learn new skills, but for individuals like us with certain disabilities, our relationship with work can be much different than those who are neurotypical or nondisabled.
Whether it is your first job or tenth job, you have to remember that there are laws in place to protect you and ensure you can produce the best work possible. So, on this new adventure, don’t think your needs are too much; you have full right to be exactly who you are.?
Understand How the ADA Protects You
The Americans with Disabilities Act (“ADA”) defines a disabled person as someone who,
“Has a physical or mental impairment that substantially limits one or more major life activities;”
“Has a record of such impairment; or.”
“Is regarded as having such impairment.”?
Under those circumstances, the ADA requires all employers to provide reasonable accommodations to individuals that fit those parameters. This doesn’t just apply to the working environment either; this protection starts during the interview period.?
The ADA protects individuals with disabilities such as ADHD, autism, anxiety disorders, dyslexia, and many more. However, while the ADA might be in place, I can understand that reaching out to your new boss or manager about these things can be intimidating, especially if accommodations and an open mind are not clearly apparent in the working environment.?
领英推荐
It’s Your Choice to Disclose?
Disclosing who you are to higher-ups is terrifying. The unknown about how they will respond, if your information will stay confidential, and if they will even be supportive can heighten anyone’s nerves. So, it is up to you. You can choose to disclose who you are and decide to take that step. If you believe accommodations will be necessary, it might be a good idea to feel out the company’s openness and supportiveness in the interview stage to help determine whether or not you feel safe there. However, at the end of the day, remember that you are not forced to tell ANYONE those significant details about yourself until you are comfortable.
It can be scary to tell higher-ups as it can be easy to assume you’ll become the company’s “example” or be called out publicly for being different. Remember that the ADA protects you, and if you feel any discrimination after disclosing this information, you don’t have to tolerate it. You can report it.??
If you do disclose any information, it can be your chance to ensure a productive and safe working environment for yourself. Unfortunately, it is more challenging to get approved for accommodations without a disclosure. The ADA attempts to reinforce the idea that everyone, neurodivergent and otherwise, should feel safe, accepted, and supported in their workplace, but we are still working toward that. So, if you need certain accommodations, disclosure might be inevitable.?
Accommodations You Can Ask For
Under the ADA, you are free to ask for reasonable accommodations. Here are some ideas for accommodations that may be helpful. If you need other ideas, the Job Accommodation Network (askjan.org) is a great resource.?
Remember, you are no one’s “example.” While there is, unfortunately, still a stigma attached to disability accommodations and neurodivergent employees, it is not your responsibility to advocate for anyone but yourself if that is what you are comfortable with. You should be excited about getting your first job! Do what you need to do to make it a place where you can work safely and be supported by your managers.?
If you have further questions or wish to hear more from me at an event, send me a message or contact me through my website, Haley Moss.?
Business Immigration Attorney & Organizational DEI Consultant / Past Regional President Hispanic National Bar Association and Massachusetts Association of Hispanic Attorneys
1 年Excellent practical advice! Thank you Haley Moss, Esq. !
Education and Advocacy Team Member and Blogger at MOCEANS Center for Independent Living, Inc.
1 年Great article and extremely helpful.
Helping create an inclusive environment for innovators and entrepreneurs to succeed!
1 年This is such a challenge! Even for companies that want to be inclusive, the little things keep adding up. So yes, I agree that someone with a disability needs to be proactive. HOWEVER, I also think companies should be auditing their practices and seeing where they can be proactive too, rather than passive and/or reactive. It takes effort from everyone to create an environment of belonging, not just one sided.
Inclusion Consultant | Neurodiversity Advocate
1 年I love the idea of interviewing the company in your interview on how safe an environment they may have! Especially based on the fact that so many people in need of accommodations or adjustments don't have any written documentation to "prove" themselves. Thanks for sharing Haley Moss, Esq.!