Getting a Job with a Disability: Dandelions, Secrets & The ADA

“Just give up. Nobody is going to want to hire you. You better start applying for Social Security now because it’ll take you three years or so to obtain it!”

Oy vey!

When I sought support in my search for a career while managing a few new disabilities, I was told to give up. Where most people would throw in the towel, I grew angry and tired of the judgment. This is a massive issue in our society and a catastrophe to the United States of America. So, to anyone out there seeking employment with a disability, hear my words loud and clear:

Never give up.

You are special.

You have strengths beyond belief.

You fight harder every single day than most people will ever fight in their lifetime.

The world needs your gifts and gratitude.

You are special.

Never give up.

The Dandelion Principle

How would you describe a dandelion? Most would describe a dandelion as a weed. A nuisance growing in the middle of lush green grass. Pick it and toss it. Pick and discard.

Let’s take the dandelion out of your perfectly manicured lawn. Now how would you describe it?

A bright, floral-scented Taraxacum with healing powers. The dandelion is an excellent source of vitamins A, C and K. They also contain vitamin E, folate and small amounts of other B vitamins and contain potent antioxidants. Dandelions have been found to fight inflammation, aid blood sugar control, lower cholesterol and blood pressure, and has cancer curing properties that dramatically slow the growth of cancer cells.

The Dandelion Principle is a new approach for managing people with various conditions. In certain circumstances, employees are unable to thrive and shine, however, managed appropriately, these individuals have the opportunity to succeed and provide limitless value from an alternative perspective. The Dandelion Principle is a catalyst for change in the differently-abled community, especially in the Autism community employed as IT analysts and consultants.

There is a fit in the world for everyone and it’s up to us as leaders, change-makers, and family members to advocate accordingly to the many benefits of diversity and inclusion.

Applying for Work & The ADA

The federal Americans with Disabilities Act (ADA) protects you in the hiring process from disability discrimination with a covered employer if you have a disability as defined by law. The ADA prohibits discrimination against employees and job applicants with disabilities. The ADA requires employers to provide reasonable accommodations to those with disabilities.

What qualifies as a disability?

When you have a mental or physical impairment that substantially limits major life activities such as walking, breathing, seeing, lifting, sleeping, or caring for yourself.

Certain diseases don’t “automatically” qualify as a disability under the ADA – instead, the law looks at how an individual person is affected by impairment.

For example, Multiple Sclerosis affects every single person differently. Some patients require accessibility devices for mobility, vision or auditory needs while others don’t require assistance as they fight ongoing battles with migraines, fatigue and more. Because chronic conditions and illnesses vary immensely across the board, the ADA must assess individual cases.

What qualifies as a reasonable accommodation?

Examples of accommodations include:

• Making existing facilities usable by disabled employees. (i.e. modifying the height of desks and equipment, installing computer screen magnifiers, or installing telecommunications for the deaf)
• Restructuring jobs. (i.e. allowing a ten-hour/four-day workweek so that a worker can receive weekly medical treatments)
• Modifying exams and training material. (i.e. allowing more time for taking an exam, or allowing it to be taken orally instead of in writing)
• Providing a reasonable amount of additional unpaid leave for medical treatment and/or recovery.
• Hiring readers or interpreters to assist an employee.
• Providing temporary workplace specialists to assist in training.
• Transferring an employee to the same job in another location to obtain better medical care.

Accommodation possibilities are limited only by an employee’s and employer’s imaginations—and the reality that one or more of these accommodations might be financially impossible in a workplace.

4 Things to Know in The Interview Process

1. Employers are not allowed to ask you whether you have a disability or how your disability affects you.
2. Employers can ask whether you can perform the job's essential functions, with or without a reasonable accommodation. 
3. Employers can ask how, or to demonstrate how, you would perform those functions.
4. Revealing or discussing your disability might allow you to more easily show an employer that you can do the job.

A lot of people with hidden illness ask me if it’s something they should discuss during the interview process and I like to tell people to use their own judgement. If you arrive to an interview with a mobility device, it may be best to squash the elephant in the room and position yourself as a rockstar in a wheelchair.

For example, when answering interview questions, you can mention how having a chronic condition makes you the strongest candidate for the position and that you have processes and procedures in place to make each day as successful as the next with a positive attitude and organization. Have fun with it because disability or not, you’ll be judged in interviews – that’s what they’re made for, to asses and you as a fit for the company.

Although discrimination is illegal, not all employers follow the law. Unconscious biases and stereotypes about warriors in the differently-abled community unfortunately enter in the decision process…

Feel like you’ve been discriminated against in the hiring process?

Discrimination lawsuits based on the hiring process are extremely challenging as there may be solid legal reasons why an employer might decide to hire someone else which can be nearly impossible to pinpoint why the decision was made. Although lawsuits are challenging, they can be won should evidence point in your favor – for more information, guidance, and expertise, contact an employment lawyer to determine if a case is worth pursuing legal action.

For more information, check out the following resources:

The United States Department of Labor

The US Equal Employment Opportunity Commission

Need Help?

If you are seeking employment and having a difficult time with positioning yourself as a competitive and valuable asset in your career, I’d love to help build your personal brand to make you shine as bright as can be, leveraging perceived parameters as superpowers. Reach out to me and let’s schedule a call.

About Chantel Soumis

Chantel Soumis a top LinkedIn Creator with nearly 30k followers in just shy of one year. Chantel is also the Founder and Creative Director of Stardust Creative, a brand agency focused on embracing differences through personal and corporate branding. She’s spoken at international conferences in LA, London, Dallas, and more.

As an advocate for the differently-abled community, Chantel spreads awareness, hope, and inspiration to those around the world fighting for acceptance by sharing the hidden struggles of differently-abled community. By administering an attitude of gratitude, Chantel has overcome severe obstacles and spends a substantial portion of her time coaching others to accept and believe in themselves, and to treat one another with dignity and value, recognizing we are all brothers and sisters of the human race. Learn more at ChantelSoumis.com and LinkedIn as well as @MarcomChantel on Instagram and Twitter.