[Jobs] Beware of what you disclose on resume

[Ashley, Kathy J]

Good points, but I have always wondered how to address attending a
School f/t Blind on a resume.  Any suggestions?  Thanks

Kathy Ashley, MS, CRC
Program Director for Blind & VI Services
Vocational Rehabilitation Services
1-800-545-7763
317-232-1352
Fax: 317-232-6478

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-----Original Message-----
From: jobs-bounces at nfbnet.org [mailto:jobs-bounces at nfbnet.org] On Behalf
Of Mary Ann Rojek
Sent: Thursday, January 18, 2007 9:53 PM
To: nfbjoblist
Subject: [Jobs] Beware of what you disclose on resume


            University at Buffalo Reporter - Buffalo,NY,USA
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/