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Career Resources for Students with Disabilities

Welcome to the University of Notre Dame’s career development resources hub for students with disabilities! Here, we can help you navigate the following questions:

  • What is classified as a disability? 
  • What are my rights as a potential employee with a disability?
  • How and when should I disclose my disability to an employer?
  • How and when do I request and negotiate accommodations with my employer?
  • How can I discern if an employer will be supportive and suit my needs and values?
  • What strengths may I bring to the workplace as a person with a disability? 

If this online guide does not provide enough assistance, click here to schedule an appointment to meet with us. 

 

Defining a Disability

The Americans with Disabilities Act (ADA) defines a disability as someone who:

  • has a physical or mental impairment that substantially limits one or more major life activities,
  • has a history or record of such an impairment (such as cancer that is in remission), or
  • is perceived by others as having such an impairment (such as a person who has scars from a severe burn).

According to the U.S. Equal Employment Opportunity Commision (EEOC), in order to qualify as a disability the impairment must be substantial, meaning that it significantly impacts a person’s ability to function. For instance, under this definition, a minor pollen allergy would not be classified as a disability. The impairment must also impact major life activities such as walking, hearing, seeing, breathing, learning, performing manual tasks, caring for oneself, or working to be considered a disability. 

The Americans with Disabilities Act was created with the purpose of prohibiting workplace discrimination against persons with disabilities. In an effort to include all potential disabilities, no specific list of disabilities was created by the ADA. Moreover, as indicated above, the definition of a disability under the ADA is quite broad, meaning that it often goes beyond that of the medical definition of disability. With this in mind, the Job Accommodation Network indicates that conditions such as aging, pregnancy, and body odor could be considered disabilities that, depending on the individual, might require accommodations. 


Employee Rights 

Federal law requires an employer to provide reasonable accommodations to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer. There are several laws and regulations for employers to follow:

  • The Americans with Disabilities Act (ADA) prohibits employers from discriminating against persons with disabilities. The ADA applies to private employers with 15 or more employees and all state and local government agencies regardless of the number of employees. The ADA requires employers to provide reasonable accommodations for employees with disabilities upon request.
  • Section 503 of the Rehabilitation Act of 1973 protects the rights of people who are disabled by requiring all employers with federal contracts to employ a 7% workforce of persons with disabilities. Similarly, section 504 of the Rehabilitation Act of 1973 protects against discrimination and requires resonable accommodations for people with disabilities in all programs with federal funding. 

As a person with a disability, the US Department of Labor signifies you are entitled to:

  • Have information about your disability treated confidentially and respectfully
  • Seek information about hiring practices from any organization
  • Choose to disclose your disability at any time during the employment process
  • Receive reasonable accommodations for an interview
  • Be considered for a position based on your skill and merit
  • Have respectful questioning about your disability for the purpose of determining whether you need accommodations and if so, what kind

If you anticipate needing accommodations either for your job application, interview, or the job itself, it is your responsibility to disclose your disability to the employer and request accommodations. For more information about how to disclose your disability to your employer, read our Disclosing a Disability tab.

The US Department of Labor,  Job Accommodation Network, and the US Equal Employment Opportunity Commission provide more information regarding the rights of persons with disabilities under the Americans with Disabilities Act (ADA) and other related laws. 

Disclosing a Disability

Disclosing a disability to an employer can be a very confusing process. Questions such as ‘Should I disclose?’, ‘When should I disclose?’, and ‘How should I disclose?’ can convolute this very personal decision. In this tab, we hope to clarify the process by laying out the many issues that are important in discerning disclosing your disability. 

Should I Disclose? 

While persons with disabilities are not obligated to disclose their disabilities, there are both advantages and disadvantages to doing so. It is important, when making this decision, to understand how your performance will be affected by a lack or addition of reasonable accommodations. We recommend that you seriously consider disclosing your disability if a lack of accommodations will impede your job performance. 

We recommend you consider the following reflection questions when deciding whether to disclose:

  • What are the advantages and disadvantages of disclosing?
  • Will not disclosing severely impact my work or interview performance?

The following chart is a useful tool in visualizing the positives and negatives to disclosure.

Unlike blatant discrimination which can easily be reprimanded, bias, microaggressions, and unfair treatment are not as easily identified and dealt with. The negative consequences on this list are not to say that disclosure will lead to such treatment but you must prepare yourself for the potentiality.

Disability Charts 01

When should I disclose?

The US Department of Labor suggests considering the following employment stages as you discern disclosing your disability:

  • In a letter of application or cover letter
  • Before an interview
  • At the interview
  • In a third-party phone call or reference
  • Before any drug testing for illegal drugs
  • After any drug testing for illegal drugs
  • After you have a job offer
  • During your course of employment
  • Never

Just as there are benefits and drawbacks to disclosing your disability, there are benefits and drawbacks to the time and method of disclosure. The following web map will aid you in determining when best to disclose:

Disability Charts 02

Before the interview 

Positive: Could feel like you are being completely transparent with the employer. You have the accommodations you need to complete the interview to the best of your ability. Employers have time to review proper protocol or refresh knowledge of ADA.  

Negative: You could be overlooked as a candidate  based on assumptions about disabilities. Could feel like you are being dishonest not disclosing  your disability. 

During the interview 

Positive: Allows you to determine your comfort level based on non-verbal cues. Disclose in a confident succinct manner that frames you and your ability in a positive light.

Negative: The employer may not be prepared to answer questions. After disclosure, the employer is able to ask you questions related to potential accommodations.  

After the job offer

Positive: There should be time to get any accommodations in place before the job begins. Have established a relationship with the employer. Know that requesting accommodations will not have any impact on whether you were hired.

Negative: The employer may feel mistrustful of you as you kept the disability from them. There may be a delay in accommodations being approved. 

During the course of employment

Positive: You always have the ability to request accommodation if need be. Your disability is kept private until you disclose. Trust and credibility built up before disclosure. Talk to fellow workers about attitudes on disabilities at the company.

Negative: You might not recognize when you require an accommodation. Your boss might feel your work performance is lacking. Accommodations may take a while to be processed.

Never

Positive: Your disability is kept private.

Negative: You may not have the resources you need to complete your job to the best of your ability. 

 

How should I prepare to disclose?

If you choose to disclose:

  • Research whether the company or organization is required to provide a reasonable accommodation
  • Research company processes for handling accommodation requests
  • See the What are reasonable accommodations?  section below, use Job Accommodation Network’s Accommodations Search, or meet with us to determine possible accommodations
  • Practice your disclosure with a career counselor
  • Consider creating a paper trail with your accommodation request or disclosure
  • Build an alliance and support system at work

When disclosing, we recommend you inform the supervisor responsible for promoting, hiring, and releasing employees. Here is what to include in your disclosure:

  • General information about your disability
  • Why you are disclosing your disability
  • How your disability affects your ability to perform key job tasks
  • Types of accommodations that have worked for you in the past
  • Types of accommodations you anticipate needing in the workplace
Tips for disclosing:
  • Choose a confidential place
  • Make sure to focus on your positive qualities as well as your struggles. In particular, if possible, focus on qualities related to your disability that would be advantageous to a workplace. Contact Meruelo Family Career Center if you need assistance in framing your strengths to a potential employer.
  • Allow time for questions but realize you do not legally need to answer any questions
  • You do not have to disclose to your coworkers and your employer is required to keep all information confidential

For more information, please visit the US Department of Labor and Job Accommodation Network.
 

What are reasonable accommodations?

According to the ADA an employer is required to make reasonable accommodations for persons with disabilities. Reasonable accommodations are defined as any change or adjustment to a work environment that permits a qualified person with a disability to participate in the job application process, perform essential functions of the job, or receive benefits of employment equal to those of an employee without a disability. Examples of such accommodations include but are not limited to:

  • Providing or modifying equipment or devices 
  • Restructuring a job 
  • Modified work schedules 
  • Adjusting examinations, training materials, or policies
  • Providing readers or interpreters
  • Making the work environment physically accessible for people with disabilities 

For more detailed information on reasonable accommodations, please visit the US Equal Employment Opportunity Commission website. 

While the list above is a good baseline for the types of reasonable accommodations that can be provided, it does not address specific accommodations all relating to a particular disability. For many students, it can be confusing discerning whether a particular accommodation is appropriate to request or thinking of helpful accommodations to request. 

The Job Accommodation Network’s A to Z of Disabilities and Accommodations offers reasonable accommodation suggestions corresponding to each disability. For instance accommodations that might aid some individuals with Spina Bifida include but are not limited to the following:

  • Providing assistance with or relocating lifting duties 
  • Organizing items in a way that reduces the need to lift or move
  • Periodic rest breaks to get up and move around 
  • Mobility aids such as wheelchairs, scooters, or walkers 
  • Wheelchair accessible environment including but not limited to restrooms, desks, baby changing stations, doors, ramps, and elevators.

Need more help determining reasonable accommodations? Search the Resources tab for more links regarding accommodations or contact us at the Meruelo Family Center for Career Development where we can meet with you to discuss appropriate accommodations for successful employment. 

What do I do if I decide not to disclose?

If you choose not to disclose:

  • Consider reevaluating this decision every 6 months
  • Check in with your supervisor about work performance periodically
  • Ask yourself whether your disability is affecting your performance of key job tasks

Evaluating the Workplace

Persons with disabilities add diverse experiences to the workplace. All of the challenges you overcome have led to unique perspectives and skills. Our career counselors and the Job Accommodation Network can assist your pursuit in realizing your strengths, assets, and qualities that can be highlighted for your potential employer. It is important you select an employer that is supportive of and suits your needs and values. We recommend you cover the following strategies for evaluating your employer:

  • Search the company website carefully for an ADA statement, diversity-related statement, or active affinity group
  • Compare the company’s culture, values, traditions, interactions, and beliefs with your own
  • Connect with Notre Dame alumni or student interns who have worked at this company for an in-depth assessment of the work culture
  • Ask to see the work environment or work space during or after the interview process

Discrimination and Harassment in the Job Search and at Work 

Persons with disabilities are protected from employers’ illegal questions under the Americans with Disabilities Act (ADA). You may choose to answer illegal questions, but are not legally obligated to.

Sample illegal questions:

  • “Do you have any disabilities?”
  • “Have you ever filed for a workers' compensation claim?”
  • “Have you ever been treated for mental health problems?”
  • “Do you have asthma or a heart condition, gout, etc.)?”

Sample answers:

  • “I do not feel that is relevant to the position or interview.”
  • “I have no issues that would keep me from effectively carrying out this job.”

Depending on the requirements of the job you are applying for, your employer may require more detailed information about your disability after you are hired. For example, some of your answers to their questions may qualify you for a benefits plan. For more information, read this article or this interview guide under the section titled Handling Improper Interview Questions.

If an employer violates the ADA’s policies for discrimination, you can report their actions to ADA File a Complaint. 

 

Search Resources for Networking, Internships, Job Search, and Scholarships

We have compiled a comprehensive list of resources to assist your pursuits in networking, internships, job search, and scholarships. Additional resources have been listed regarding professional associations, disclosure and accommodations, policy and discrimination, and educational videos.

Networking/Campus

Internships

Job Search

Professional Associations

Most professional associations offer student memberships at a discount, and memberships usually come with access to programs such as speaker events and job fairs

Scholarships

  • AAHD: $1,000 scholarship to students with disabilities pursuing studies related to the health and disability, to include, but not limited to public health, health promotion, disability studies, disability research, rehabilitation engineering, audiology, disability policy, special education and majors that will impact quality of life of persons with disabilities. November 15 annual deadline.
  • AHEAD: Academic scholarship based on involvement with AHEAD. December 1 annual deadline.
  • American Cleft Palate-Craniofacial Association: Annual one time scholarship offering up to $4,000 for students diagnosed with a cleft lip, cleft palate, or craniofacial difference. 
  • American Council of the Blind: Educational scholarships ranging from $2,000-$7,500 for blind students. November 2 annual deadline.
  • Avonte Oquendo Memorial Scholarship for Autism: A $5,000 scholarship through the Perecman Firm, P.L.L.C for high achieving students who have been diagnosed with, or have had a loved one diagnosed with, any type of autism. 
  • Cystic Fibrosis Scholarship Foundation: Academic scholarships available for those diagnosed with cystic fibrosis. 
  • Disability Care Center: $500 academic scholarship awarded to students with disabilities. August 1 annual deadline.
  • DO.IT Scholarships: A program created by Washington University, one of the many resources offered is a list of scholarships for students with disabilities entering into college. 
  • Feldman Law Firm Autism Scholarship: A one time $1,000 scholarship offered to individuals who have been diagnosed with Autism Spectrum Disorder who would like to further their education. 
  • Financial Aid for Students with Disabilities: Scholarships and financial aid for students with disabilities at accredited universities. 
  • Law Office of David P. Shapiro Autism Scholarship: A one time $1,000 scholarship for people diagnosed with Autism Spectrum Disorder. 
  • Lime Connect: Academic scholarships based on merit and financial need. February 14 annual deadline.
  • National Federation for the Blind: Offers scholarships ranging from $3,000-$12,000 for blind students. November annual deadline.
  • NBCUniversal Tony Coelho Media Scholarship: Eight scholarships of  $5,625 is awarded to high school seniors, undergraduate students, and graduate students pursuing a career in media, communications, or entertainment industries that are enrolled in an accredited.
  • Organization for Autism Research Scholarship: One time $3,000 scholarship for people diagnosed with Autism Spectrum Disorder and planning on furthering their education. 
  • The Kelly Law Team Autism Scholarship Contest: A one time $1,000 scholarship for US citizens who have been diagnosed with Autism Spectrum Disorder and are interested in pursuing college, a junior school, or a trade or vocational school. 
  • Trial Pro: A $5,000 academic award is available to any full-time student with a disability in the United States. January 15 annual deadline.
  • Vitality Medical: $500 scholarship based on community and school involvement for students with disabilities. September 15 annual deadline.
  • Wells Fargo: A renewable scholarship of up to $2,500 for full-time students with disabilities and up to $1,250 for half-time students with disabilities. June 30 annual deadline.
  • 1800Wheelchair: A $500 academic scholarship to students with disabilities who submit a visual poem and personal statement about living with a disability. May 30 annual deadline.

Disclosure and Accommodations

Policy and Discrimination

Educational Videos, Webinars, etc.