Career resources for students with disabilities

Overview

Navigating the early stages of your career can be a challenging but empowering process. An important part of your job search is learning how to communicate your skills and strengths in a way that employers can understand and connect to the job they are hiring for.

As you consider where you want to work and what you want to do, you will also need to identify which environments and roles will celebrate and make good use of your strengths and abilities. If you are a person with a disability, you may be entitled to workplace accommodations to help you make a position work for you. This may require you to disclose your disability to your potential employer.

Disclosing to a potential employer

Disclosure is a choice, and is not always necessary. Refer to the section below to help you decide if, when, and how you may disclose to a potential employer. Get in touch with an advisor, coach, or your peer communities to practice your approach and disclosure statements. This may help you feel more confident about the disclosure process.

Remember that you are the expert of your situation. An employer may be able to help you identify possible accommodations but they will rely on you to identify your unique needs and the supports that will work best for you.

Disability intersects with other experiences and identities. Check out the career navigation resource for students of colour and LGBTQ2SIA+ and Indigenous students for more information.

Defining disability

When it comes to the world of work, there is no singular agreed upon definition of disability. Disability can be temporary, short-term or chronic, invisible or visible. Both physical and mental health are considered in the definition of disability.

The most widely accepted definition comes from the World Health Organization. According to the 2013 Federal Disability Reference Guide, disability is "an umbrella term, covering impairments, activity limitations, and participation restrictions. An impairment is a problem in body function or structure; an activity limitation is a difficulty encountered by an individual in executing a task or action; while a participation restriction is a problem experienced by an individual in involvement in life situations".

Whether or not you are registered with UBC Centre for Accessibility does not determine whether you can receive workplace accommodations from an employer.

Your legal rights

Individuals with disabilities are protected under Canadian provincial and federal laws. For employees or job seekers in BC, you are protected under the British Columbia Human Rights Code and the Canadian Human Rights Act.

Under these regulations, employers have a duty to accommodate your disability up until the point of undue hardship. Undue hardship is identified by the courts through the assessment of financial costs, health and safety risks and the size and flexibility of the workplace.

An employer is not required to accommodate for bona fide occupational requirements, which are requirements of a role or qualifications needed to ensure efficient and safe completion of the task at hand.

Learn more about your employment rights.

Employers' entitlements

If you choose to disclose your disability, an employer is entitled to ask for clarification about how it will impact your ability to perform the duties of the job, what types of accommodation may be required and for medical documentation about how your disability is likely to change over time. Any requests for medical documentation must ensure your privacy is protected by focusing on accommodation needs.

Connect with the Centre for Accessibility for guidance on requests related to medical documentation.

For more information about your employer’s obligations, refer to the in-depth National Educational Association of Disabled Students guide on duty of accommodation and disclosure.

Disclosure and requests for accommodations

Disclosure

Disclosure refers to telling an employer about your disability or chronic health condition. The most important factor in deciding whether or not to disclose to an employer is your ability to do the job. If you will require accommodation to do the job, you must disclose so you can receive the accommodation you need to be successful in your role. It is often possible to disclose your disability to an HR representative rather than your manager. This can be advantageous if you are unsure about how your manager will respond.

Accommodation

Accommodation refers to equipment, practices or policies that enable an employee with a disability to succeed in the workplace.

Examples of accommodation include:

Additional equipment or modifications to existing equipment, such as modified keyboards
Flexible hours of work or modified work schedule
Additional training
Modified work environment, such as lower lighting or quiet areas
Customized work duties

Check out the table below to help you determine the advantages and disadvantages of disclosure during different milestones of the job search and interview process. Additional information can be found in Disability Alliance’s Disclosure Guide (pdf).

Disclosure options

Option	Advantages	Disadvantages	Our Recommendation
On the application, resume or cover letter	Disclosing at this time may provide an opportunity to identify strengths that are derived directly from your disability. It may be worthwhile if the employer is recruiting for diversity or has an active diversity policy in their hiring processes.	There is limited space to describe your abilities and outline accommodation. You also do not have the opportunity to address the employers’ concerns if there are any. The employer may screen you out, especially if they are not able to understand how your disability could be an advantage, how you could perform the essential work, or don’t believe they have the knowledge and experience to support you.	If the employer has an equity program or commitment to hiring for diversity we recommend disclosing at this time If disclosing at this point, in addition to disclosing your disability, emphasize the skills, abilities, and if appropriate, the advantages that your disability will bring to the role.
When the interview is scheduled or shortly after the interview is scheduled	At this time, the employer has already expressed interest in your candidacy. Disclosing to the employer may help them to prepare by making accommodations for your interview (e.g., providing questions in advance) or identifying how they can support you with necessary workplace accommodations. This provides an opportunity for you to discuss your disability directly with the employer.	If accommodations are needed, the employer may react with surprise and wonder why you had not disclosed earlier. This is not necessarily reasonable, but it may occur.	If you require accommodations for the interview, disclose at this time. It is common for executive assistants or administrators to book interviews. If this is the case, ask to speak with the hiring manager so that you can disclose directly to them. In doing this, you will have the opportunity to control the message they receive.
During the interview or when you meet the employer for the first time	Disclosing at this time reduces the risk of the employer forming preconceived opinions. You can reassure the employer because you will be able to control the messaging. You can answer questions and have an opportunity to speak to key related strength(s) you developed as a result of your disability.	The employer will not have had the chance to prepare questions for you, especially regarding accommodations or areas of the role that they may assume to be more difficult with your disability. Whether reasonable or not, the employer may react negatively to the new information.	If your disability is not visible but you will need accommodations or you believe it strengthens your candidacy for the role, use this option and focus on your abilities. Only use this method if you are confident you can keep the employer focused on your abilities.
After receiving the job offer	If your disability won’t adversely affect your ability to do the job, the employer cannot retract the offer.	The employer may wonder why you had not disclosed earlier.	In this situation, if your disability is not visible, you may not need to disclose. If you choose not to disclose, learn about your work environment and/or day-to-day tasks, and be proactive about ensuring you have strategies in place to support your success.

Tips for success

Securing a job will require you to understand and communicate your skills and strengths to employers. Learn more by attending a career workshop.
Building relationships with employers that interest you is a great way to navigate the job search process. Find out how to successfully network.
As you consider where you want to work and what you want to do, also consider which environments will enable you to apply your strengths and abilities.

Additional resources

Centre for Accessibility
Get support with identification and academic accommodations and the disclosure process.
Disclosing Your Disability: A Legal Guide for People with Disabilities in BC
Learn more about disclosing your disability with this job search and career exploration resource created by Disability Alliance BC in partnership with the Law Foundation of BC.
Inclusion BC
This organization offers workshops and an annual conference on relevant topics.
Canada’s Top 100 Diversity Employers List
Find a helpful list of employers that are known to have hiring practices that prioritize diversity.
Work BC Resources for People with Disabilities
Browse resources for education, grants, individual and group-based support, internships, and access to assistive technologies.
BC Public Service - Work Able Program
If you’re a recent graduate, you can apply for a 12-month paid internship in public service.
JAN Database: Searchable Online Accommodation Resource
Learn about common accommodations suitable for various disabilities.

Other Canadian resources

Canadian Hearing Services
The Ontario-based organization offers employment services and resources for those who are culturally deaf, oral deaf deafened or hard of hearing.
Canadian Mental Health Association
Find resources to support employees and employers to sustain wellbeing in the workplace. You can also visit their BC chapter and Not Myself Today campaign.
Canadian National Institute for the Blind
Browse academic and workplace success resources for individuals with sight loss.
Futurpreneur Canada
If you're planning to start a business, there are Canadian resources available to you.
Government of Canada Opportunities Fund
Get support preparing for, obtaining, and maintaining employment or self-employment.
Work Ink Employment Site
Search job postings by equity employers.

Other opportunities

Coast Mental Health Employment and Education
Connect to resources for transitioning into or back into meaningful work.
Entrepreneurs with Disabilities Program
Receive mentoring and one-on-one counselling services as well as business training and development.
Lime Connect
Check out mentorship, internships, scholarships, and support in finding full-time employment.
Next Billion
Read articles written by entrepreneurs, executives, researchers and other professionals working in the tech sector.
Open Door Thrive Program
If you live in Vancouver and have a mental health condition or addiction, connect to coaching, career resources, bursaries and more.
Back in Motion
The Metro Vancouver and Victoria-based organization offers barrier-free access to employment and health services and also has a podcast called the Health Lab.