[blindlaw] FW: Beware of what you disclose on resume

Fri Jan 19 09:14:55 CST 2007

Would you prepare a resume and indicate that you were black, Catholic or
gay? Why then mention anything about a supposed or perceived disability.  

The most important first step in getting a job is getting an interview.
Once the interview starts, and the question comes up, then address it,
directly and honestly, focusing on ability, not disability.

-----Original Message-----
From: blindlaw-bounces at nfbnet.org [mailto:blindlaw-bounces at nfbnet.org] On
Behalf Of McCarthy, Jim
Sent: Friday, January 19, 2007 6:24 AM
To: NFBnet Blind Law Mailing List
Subject: [blindlaw] FW: Beware of what you disclose on resume

I probably agree with most of these suggestions regarding how disability
should be treated in a resume.  The challenge for many on this list is
that much of what gives us substance comes from our involvement with the
NFB.  Many of us have enough of this kind of involvement to suggest that
we probably are disabled, whether or not we actually disclose.  I send
to you all though because job advice is a desirable commodity.
Jim McCarthy 

-----Original Message-----
From: James Elekes [mailto:jelekes at sc.rr.com] 
Sent: Friday, January 19, 2007 8:01 AM
Subject: Beware of what you disclose on resume

>
>University at Buffalo Reporter - Buffalo,NY Thursday, January 18, 2007
>
>Beware of what you disclose on resume
>
>By Kim Isaacs
>
>The 2000 US Census reports that nearly one in five Americans has some 
>type  of disability.
>However, most of these people aren't working -- according to  the New 
>Freedom Initiative, the unemployment rate for adults with disabilities

>is around 70 percent.
>These statistics suggest that people with disabilities may have to work

>harder  to land a new position. The most important job search tool
>-- the resume - has  to be in top shape. Follow these experts' advice 
>on how to address a  disability on your resume.
>Should You Mention a Disability?
>" The first thing job seekers need to ask themselves is, ' Can I do the

>job?'"  says Jonathan Kaufman, Monster Disability Advisor and president

>of  DisabilityWorks. com. " If the answer is yes and the disability 
>doesn't affect job  performance, then don't mention it."
>Jeff Klare, CEO of Hire DisAbility Solutions, which is jointly operated

>by  Monster, has a similar view. " Never reveal a disability on a 
>resume," he says,  citing the possibility of discrimination or 
>preconceived, inaccurate notions  about disabilities as the primary 
>reasons to avoid the topic.
>Dr. Daniel J. Ryan, author of The Job Search Handbook for People with 
>Disabilities  and director of career planning at the University at 
>Buffalo, State University  of New York, concurs.
>" Employers use resumes to weed people out, so  anything on the resume 
>that would allude to a disability -- given the realities  of the 
>marketplace -- will probably work against you," he explains.
>Top 3 Reasons to Avoid Disclosing a Disability 1. Fewer Interview 
>Invitations: " Not securing an interview is one of the major potential 
>pitfalls of revealing a disability on a resume," Klare  says.
>2. A Reason to Eliminate You: Your resume is a marketing document. " 
>Show that you have the requirements the employer is seeking, and 
>eliminate  anything that might move you to the '
>reject pile,' whether that's typos, coffee stains on your document or 
>having a disability," Ryan says.
>3. The Law Is on Your Side: " Under the Americans with Disabilities 
>Act, you don't have to say anything," Kaufman points out.
>Exceptions
>" I would only reveal a disability on a resume if I knew that it would 
>increase  my chances of getting the job," says Ryan. " This is rarely 
>true, except for  when applying for programs designed specifically to 
>recruit people with  disabilities, or if the disability is related to 
>the position ( for example, a  visually impaired counselor for those 
>who are visually impaired)."
>Disability- Related Employment Gaps
>How should you handle employment gaps caused by medical- related
absences?
>" If there's a big gap ( two or more years), it 
>helps to have a filler," suggests  Klare.   But 
>Klare advises against disclosing your disability on the resume or cover

>letter as the reason for the gap. " There are many ways to fill gaps," 
>he says.
>Options include volunteer work, continuing education or other 
>activities you  performed during your time away from the workforce.
>Additional Resume Pitfalls to Avoid
>Be careful about including achievements on your resume that could  
>unintentionally reveal your disability. That doesn't mean you have to 
>omit all  references to organizations that are tied to your disability,

>but use common  sense.
>" Clearly, ' Gold Medal, 2006 Special Olympics,' 
>implies you have a disability,"  says Ryan. " 
>However, ' Treasurer, American Cancer Society Chapter' does  not."
>Interview Concerns
>People with visible disabilities ( e. g., noticeable impairments to 
>speech,  hearing, sight or mobility) might want to disclose the 
>disability so there are no  surprises at the interview. Ryan advises 
>against this. " Get your foot in the  door for interviews, and if the 
>disability is visible, put their minds at ease  early on in the 
>process, assuring employers that you have the skills to do the  job," 
>he says.
>Special Accommodations
>" Each disability has a built- in accommodation requirement, from none 
>to many,"  says Klare. So you need to know the accommodations you will 
>need for your  disability and pose proactive solutions once there's 
>mutual interest in your  candidacy. " For example, a diabetic might 
>need two 15- minute breaks for  insulin and access to a refrigerator, 
>but it's best to discuss this after you get  the job," he adds.
>Klare recommends knowing what equipment may be needed to accommodate  
>your disability and where to source it. " Become a team player from the

>beginning," he says.
>Kaufman points out that the average cost for accommodations is $ 500 or

>less.  " And many times it's nothing," he says, adding that employers 
>can often  leverage or adapt technology, resources and other tools 
>already in place.
>Klare's final advice: " Use the resume to open the door, and then let 
>the  person come out in the interview."
>The purpose of this article is to both provide information and 
>facilitate general dialogue about  various employment- related topics. 
>No legal advice is being given and no attorney- client  relationship 
>created. Please see the disclaimer for further limitations and 
>conditions.
>(c) 2006 Monster - All Rights Reserved - U. S. 
>Patent No. 5,832,497 - NASDAQ: MNST
>http:// resume. monster. com/ articles/ disability/
>
>
>
>

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