| Disability - The Red Flag!Disability - What Do We | | | | information about any specific disability. Its purpose is |
| Mean?The term "disability" is widely, and loosely used, | | | | to highlight what you can do, without seeding doubts |
| to cover a range of functional impairments, injuries or | | | | about competence. Obviously it is important that any |
| loss of function. Some disabilities (such as | | | | assertions you make about your abilities and |
| short-sightedness) are quite socially acceptable and | | | | experience are honest and can be supported by |
| provide no barriers to social interaction, services or | | | | evidence.It is likely you will need to discuss your |
| employment. Other disabilities, such as mild hearing loss, | | | | disability related needs if selected for interview. This |
| are not apparent to others and can be managed with | | | | could be in the context of having access to, or bringing |
| a minimum of difficulty.Unfortunately the word disability | | | | in specific equipment, physical access requirements or |
| suggests high dependence and a lack of competence | | | | the format of the interview itself. An open discussion |
| in the minds of some. Underlying prejudice often | | | | with the employer is appropriate here, but remember |
| focuses on the "difference", rather than the abilities and | | | | to emphasise what you can bring to the organisation. |
| capacities of those affected by a disability. Employers | | | | Make it clear that the issue of disability is a secondary |
| reflect the range of beliefs and prejudices evident in | | | | consideration. At this stage you have already gained |
| the wider community.When it comes to accessing | | | | the advantage of having been assessed at a |
| services and work opportunities, perceptions about | | | | preliminary level as a potential candidate on the basis |
| disability are as important as the disability | | | | of your merits.The employer will no doubt be interested |
| itself.Legislative IssuesLegislation in many jurisdictions | | | | at this stage in what "reasonable adjustments" will |
| seeks to prevent direct or indirect discrimination on the | | | | need to be made in an ongoing way if you were the |
| basis of disability, often with reference to a range of | | | | successful candidate. If these adjustments really are |
| prescribed disabilities.For example, Australia has a | | | | low level in nature, take the opportunity to have the |
| range of Commonwealth and State legislation that | | | | conversation at this point. Otherwise, you might choose |
| addresses discrimination on the basis of disability. | | | | to respond with a statement such as "I'm really |
| Some of this legislation is framed as Equal Opportunity | | | | pleased to have this opportunity to attend an interview. |
| (EO) legislation which identifies many kinds of | | | | I'd be happy to have a more detailed discussion about |
| discrimination, whilst other legislation is very specific to | | | | my specific needs at interview". Interviews are often |
| disability (e.g. Commonwealth Disability Discrimination | | | | conducted by a panel rather than an individual, and this |
| Act 1992).The Disability Discrimination Act requires | | | | approach allows you to have direct access to all |
| employers to make "reasonable adjustments" for | | | | those involved in making the selection decision. The |
| people with a disability, who in all other respects are | | | | interview will also give the employer or selection panel |
| competent and qualified to undertake the work. The | | | | the chance to meet you and deal with you as a |
| definition of "reasonable adjustments" is somewhat | | | | person, rather than as a name on paper.Managing |
| unclear, but the intention is very clear that employers | | | | Selection OutcomesIf selected for the position, WELL |
| are required to recruit candidates on merit.Such | | | | DONE! |
| legislation provides a framework for the individual to | | | | If not, seek feedback as to:- the reasons you were |
| assert their right to access services and employment, | | | | not selected, and- what you might do to address any |
| although the practicalities of asserting these rights can | | | | professional deficits dentified in the selection |
| make it a major challenge.Disability and the | | | | process.Ideally, feedback should be freely available to |
| WorkplaceIncreasingly, organisations are recognising a | | | | any candidate.You may feel that the feedback |
| social and moral responsibility to remove discriminatory | | | | provides adequate and appropriate explanation about |
| practices with regard to a number of issues. This is | | | | the selection decision and use the feedback to |
| true of disability. There is a growing recognition that a | | | | strengthen your career planning strategies.However, |
| healthy work place is one that encompasses diversity | | | | feedback may strongly suggest to you that your |
| and capitalises on the ability of staff.Many | | | | disability has unfairly influenced the outcome. You may |
| organisations, and the people in them, are committed to | | | | have recourse to lodging a grievance with the |
| removing discriminatory practices. It is more common | | | | organisation itself (e.g. with Human Resources) or |
| to see themes such as "Celebrating Difference" or | | | | externally (an EO Commission or other authority with |
| "Managing Diversity" being promoted within | | | | delegation to arbitrate in these matters).There is a |
| organisations.For people living with a disability these are | | | | natural reluctance to "stir the pot" and perhaps suffer |
| encouraging signs that the door may not always be | | | | further exclusion as a result. However, it might be |
| politely, but firmly slammed in their faces.The | | | | more useful to operate on the basis that you have |
| Candidate's DilemmaYou have identified a position of | | | | nothing to lose by confronting unfair decisions, and hold |
| interest and intend to apply. When should you let the | | | | organisations accountable for inappropriate decisions. If |
| employer know of your disability?The first question to | | | | there is a Commission or relevant authority in your |
| ask is whether you have the competence and | | | | jurisdiction, a confidential chat with an adviser may be |
| qualifications to undertake the work. This is the starting | | | | helpful in determining your course of action.Lewis |
| point for any candidate. The main, and legitimate | | | | Stratton has over 20 years experience in senior and |
| interest of an employer is whether a candidate has | | | | executive management roles in both the community |
| the capacity to undertake the role | | | | and government sector. With extensive experience in |
| successfully.Typically, your next task is to prepare your | | | | a range of HR functions, Lewis also owns Progress |
| application, consisting of your Resume or Curriculum | | | | Enterprise ( which provides a range of excellent |
| Vitae (CV) accompanied by the covering letter, and in | | | | resources for job seekers. These include "Write |
| many instances specific responses to the selection | | | | Yourself A Job!"an ebook showing how to develop an |
| criteria provided by the employer. Your application | | | | effective Resume or CV and a suite of highly |
| package may not be the best way to share | | | | professional Resume and CV templates. |