Dealing with interviews as a disabled personThankfully, in recent years there have been huge advances in employment rights for disabled workers, the most significant being the 1996 Disability Discrimination Act (DDA), which requires employers to make ‘reasonable adjustments’ to accommodate disabled employees’ needs. The Employers’ Forum on Disability (EFD) also continues to make it easier for businesses to employ disabled people. For example, 2002 saw the launch of the Realising Ability Award which, championed by the EFD, and run by Business in the Community, honours disability excellence in business.
If you are looking for a particularly amenable company then look out for the ‘two ticks’ logo, which represents an award given to organisations that actively recruit disabled workers. Most commonly, these are public sector organisations and members of the EFD. Such companies will have excellent disabled facilities and probably offer a range of alternative application formats.
The main point of advice for disabled candidates is to prepare for interview in exactly the same manner as any good candidate. Remember that the employer wants to now if you possess the necessary skills for the job and can add something to the company. By doing your research on the organisation and the position you are applying for, you will be in an excellent position to make a positive impression.
As a disabled person, it is common to feel a little more nervous before interview than might otherwise be expected. Remember that preparation is the key. Knowing what the employer is looking for should allow you to take control of the meeting. Before your interview, take the opportunity to phone and discuss practical issues such as wheelchair access, just as any applicant would enquire about directions or transport details. You will find that this leaves you feeling a great deal more confident about your appointment.
Nonetheless, you may still have to face the obvious discomfort of interviewers who clearly have difficulties in discussing your disability. Unfortunately there is little you can do about this so it is best to try and remain patient. Whatever you do, don’t take an attitude that could be construed as aggressive by, for example, demanding your rights as a disabled person – this will do little to endear you to the employer.
Always bear in mind that you possess something that interests the employer – otherwise you would not have been invited to interview. Aim to impress by highlighting how you can be of value to the organisation; a good interviewer will recognise if you are the right person for the job, regardless of your disability.
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