[nfb-talk] Should You Disclose a Disability on Your Resume?

[Sherri]

Something to ponder.
Sherri
Should You Disclose a Disability on Your Resume?

    by Kim Isaacs
Monster Resume Expert

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."






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Message
Should You Disclose a Disability on Your Resume?
by Kim Isaacs
Monster Resume Expert

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."




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Should You Disclose a Disability on Your Resume?
by Kim Isaacs
Monster Resume Expert

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."






--------------------------------------------------------------------------------


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| Nfbf-l mailing list
|
Nfbf-l at nfbnet.org


|
http://www.nfbnet.org/mailman/listinfo/nfbf-l


|

  ----------

Message
Should You Disclose a Disability on Your Resume?
by Kim Isaacs
Monster Resume Expert

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, &#8216;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."



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Sherri
sbrun at cfl.rr.com

"Life is what happens to you while you're busy making other plans," John 
Lennon.