WEBVTT

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Hi there, and welcome
to disability disclosure

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in the job search and workplace.

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We would like to welcome
you from Access Computing.

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I'm Tami Tidwell.

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I work with DO-IT.

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I am a program coordinator
working with high school

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and college students
with disabilities,

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helping them transition
from high school to college,

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and college to careers.

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I will let my co-presenters
introduce themselves.

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Hello, I'm Sean Marihugh.

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I work on Microsoft's
accessibility team,

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mainly in the
disability answer desk

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which provides technical
support for customers

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with disabilities.

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And I'm Michael Reese.

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I work at Bellevue College in
the RISE Learning Institute.

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RISE stands for Research,
Innovation, Service

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and Experiential Learning.

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We connect college students to
opportunities beyond higher ed

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and help them bridge
from college to career.

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So today, we hope that you as
listeners are either in either

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of these boats.

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You're either looking for an
internship or a student job,

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or you're starting
your career search.

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If you are in-depth into
your career, that's fine too.

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If you're looking for
tips on how to disclose,

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we welcome you as well.

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Today, we're going to
cover a number of topics,

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and what we're hoping that
you'll take away from this

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is three primary things.

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We hope that you
understand your options

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of when you can disclose.

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We're going to focus on what we
call the if, the when, and the

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how of disclosure, and a
little bit on the who as well.

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So those are some of the
things we'll be thinking about.

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We are going to hear some
employer and employees

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perspectives on
disclosure-- how that varies

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from employer to employer.

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We'll strategize a
little bit about how

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you might build your
network of mentors and peers

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to help you through the process
as you think about this more.

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We want to recognize that we
all have ability on a spectrum.

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So we all have differences
in our vision, our hearing,

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how we walk, or how we roll.

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How we read print, how we
write with a pen or pencil,

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how we communicate, and how
we tune out distraction.

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So basically, everything
throughout of your daily life,

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you have an ability
on a continuum,

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and we want to recognize
all of those differences.

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And know that
nothing we say today

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will work for every
single person,

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but this is an
opportunity for you

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to explore where you
fall on this continuum,

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and how you might want to
use different accommodations,

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or choose not to.

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In a lot of the things
that we cover today,

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we'll kind of approach
picking of candidates

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as whether they're a qualified
applicant for a role.

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And so this is something
that's used a lot

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in the federal government.

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So qualified applicant is
just essentially referring

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to can you fulfill the
basic functions of the job

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with or without
reasonable accommodation.

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So this is why it's
really key to kind of know

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what accommodations you
may or may not need,

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how to articulate those, and
then how that kind of maps

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to the functions of the job
that you're interested in.

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Accommodations
and what are they.

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They're tools for you
to get your job done.

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So they can be as simple as
an environmental adaptation,

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so if you are located on the
first floor of a building as

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opposed to the second floor.

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They could be low tech aids, so
that can be anything as simple

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as a wrist rest, it could
be a different keyboard.

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That might fall between the
low tech and high tech aids

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these days.

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High tech aids could be a
different type of computer,

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it--

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Could be things
like working remote.

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Excellent.

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And different services you can
use-- you can use interpreters,

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you can use captioners,
you can use job coaching

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in your office.

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And we have a star
by the last one.

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The last one is called
modification of job duties.

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And we've put a star by
this one because although it

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is an accommodation
and it is something

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that you can
negotiate, we do want

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to recognize that
most employers do not

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want you to do significant
modification of job duties.

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So when you take
or hire for a job,

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the job description is
their expectation of you.

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However, oftentimes there
are modifications to this.

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So if filing in a
top level cabinet

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is not something you
can do, you might

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be able to negotiate that--

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get them moved.

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Or if there are multiple
people doing the same job,

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do modifications to that.

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One of the best
examples I have is

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from working with
interns years ago,

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and they were not happy
that one of the interns

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couldn't do all of the
filing that they could do.

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And we were sitting
around trying

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to figure out a solution.

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And one of the
things that came up

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was that she happened
to be an early bird.

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And amongst college
students, that's not always

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a popular thing to be.

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So she said what if I came
in at 7:00 AM every day,

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and in an exchange--

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that way if other people
felt like her not pitching

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in to do the filing
was a problem,

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she was pitching in
in this other way.

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So she modified her
job duties in that way.

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One of the other ways of
thinking about that too is it's

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not that the employee said this
is a job duty that I can't do,

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but this is how I can
do this other job duty,

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and make sure that the
task is still getting done,

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but they may be done
in a different way,

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or someone else
might be doing it.

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So that's just another kind of
way of thinking about it too.

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And here's some examples of
some of the technologies,

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both high and low
tech, that can be

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used to help in accommodations.

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We do see them everywhere
in workplaces these days.

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Yeah.

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So these kind of cover a
lot of the more high tech

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combinations.

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Things like note
taking software,

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like OneNote, or an
iPad to take notes on

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or record meetings, a headset
to take a conference call on

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rather than holding
up a physical phone.

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So kind of-- here's a
bunch of different options

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for how technology can be
used as an accommodation.

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And Tami talked a little
bit about modification

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to job duties and
how that might work.

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And here's a little bit of
more information on how some

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of these things might work.

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Some of these are becoming
fairly standard operating

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procedures in many places.

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Meeting remotely, telecommuting,
adjustable schedules

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are sort of par for the course
for many large tech firms

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these days.

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One thing that I
want to stress here

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on the question of
modification to job duties

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and accommodations
is sometimes--

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I work with a lot
with college students,

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and sometimes the accommodations
that you get from a high school

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or from a higher
educational institution,

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those translate really
easily into the workplace,

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and sometimes they don't.

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And so that's something
to keep in mind.

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Some things like distraction
free environments for testing.

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That's relatively easy to
translate to the workplace,

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and you might have
some accommodations

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or an environmental
adaptation of having

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your office in a quieter spot.

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But some, particularly like
extended time for testing,

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this is one that's going to
be challenging to translate

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into the workforce.

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Probably extra time
on projects isn't

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going to be an
acceptable accommodation

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or modification of job duties.

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That said, there are
many different kinds

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of accommodations that
might help out with this.

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That meeting notes
be posted online,

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that directions be given
in writing instead of just

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in hallway conversations.

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I mean, any of these
kinds of things

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might accomplish
some of the things

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that you're looking for
that extra time does

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in a collegiate environment.

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So just trying to think
about this business of how

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do you translate
academic accommodations

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in an academic environment
into a workplace environment

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requires a little bit of
puzzling out sometimes.

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And one of the most
important pieces

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of any modification of the job
duty if you're proposing it

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is that you understand what
you're going to be using.

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So if you're proposing
doing meetings via Skype,

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that you're familiar with the
service, you know how to do it,

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and you can guide your
coworkers and kind of

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be the leader in that.

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And have conversations
with your supervisor

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to make sure that
they're on-board,

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and they can help
a team attitude,

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and make sure
everybody's OK with it,

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and has a positive outlook.

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So if you're thinking about what
kinds of accommodations I have,

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what kind of workplace
accommodations

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might be appropriate, how do
I translate this from academic

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to a workplace stuff,
here are some resources

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that might be useful for you.

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If you are in school,
I do encourage

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you to connect to the resources
on your campus, whether those

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be adaptive technology labs,
or course centers which

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will be able to help
with some of this stuff.

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If you're not in
higher ed, department

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of vocational
rehabilitation in many

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states able to help
out with this stuff.

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Two resources,
though, that I want

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to give a special shout out to--

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the quality of their
online resources--

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the University of
Washington's DO-IT program

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really is sort of
the gold standard

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on a lot of this stuff.

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Their site is well worth a look.

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Also just for sheer user
friendliness, the Job

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Accommodation Network.

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askjan.org-- you can
look up accommodations

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by accommodation
type, by diagnosis,

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by any number of different ways.

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And the other
thing too is if you

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want help talking to someone,
you can call their phone

00:10:37.400 --> 00:10:40.820 align:middle line:84%
number, you can send them
an email and message them,

00:10:40.820 --> 00:10:44.630 align:middle line:84%
and they get back to
people surprisingly quickly

00:10:44.630 --> 00:10:45.153 align:middle line:90%
these days.

00:10:45.153 --> 00:10:47.070 align:middle line:84%
So the quality of their
online stuff is great.

00:10:47.070 --> 00:10:49.010 align:middle line:84%
But if you want to chat
about it some more,

00:10:49.010 --> 00:10:51.920 align:middle line:84%
somebody will typically get
back to you in 24 to 48 hours.

00:10:51.920 --> 00:10:56.250 align:middle line:84%
So big shout out for JAN
as a resource center.

00:10:56.250 --> 00:10:57.650 align:middle line:90%
They're fantastic to work with.

00:10:57.650 --> 00:11:00.970 align:middle line:90%


00:11:00.970 --> 00:11:06.270 align:middle line:84%
So as the job seeker, you have
some key responsibilities.

00:11:06.270 --> 00:11:09.870 align:middle line:84%
So knowing the essential
functions of the job,

00:11:09.870 --> 00:11:13.560 align:middle line:84%
getting that job description
as you apply for the job,

00:11:13.560 --> 00:11:15.540 align:middle line:84%
and having that
ready when you're

00:11:15.540 --> 00:11:17.940 align:middle line:84%
going in for the job
interview, or even as you're

00:11:17.940 --> 00:11:19.620 align:middle line:90%
starting the job.

00:11:19.620 --> 00:11:23.370 align:middle line:84%
Talking with someone in
the particular position

00:11:23.370 --> 00:11:28.020 align:middle line:84%
that you are interviewing for
taking or a similar position

00:11:28.020 --> 00:11:32.710 align:middle line:84%
to get their take on what
a typical day is like.

00:11:32.710 --> 00:11:35.560 align:middle line:84%
Asking questions
during the interview.

00:11:35.560 --> 00:11:39.280 align:middle line:84%
My absolute favorite
question for people to ask

00:11:39.280 --> 00:11:45.290 align:middle line:84%
is what is a standard day, week,
and month like on this job?

00:11:45.290 --> 00:11:47.290 align:middle line:84%
And depending on the job
that you're going into,

00:11:47.290 --> 00:11:49.030 align:middle line:90%
it might even be a year.

00:11:49.030 --> 00:11:52.180 align:middle line:84%
Some positions are
pretty cyclical in what

00:11:52.180 --> 00:11:55.930 align:middle line:84%
they'll be doing
throughout an entire year.

00:11:55.930 --> 00:12:00.860 align:middle line:84%
Also it's key for you
to have past experience.

00:12:00.860 --> 00:12:04.000 align:middle line:84%
So that is one of the
reasons that the job--

00:12:04.000 --> 00:12:10.360 align:middle line:84%
or the career centers,
DO-IT, Access Computing, we

00:12:10.360 --> 00:12:13.570 align:middle line:84%
all push the importance
of internships,

00:12:13.570 --> 00:12:16.810 align:middle line:84%
job shadows, work-based
learning of any kind,

00:12:16.810 --> 00:12:18.730 align:middle line:90%
informational interviews.

00:12:18.730 --> 00:12:22.810 align:middle line:84%
All of those things help
you get past experience

00:12:22.810 --> 00:12:26.950 align:middle line:84%
to be able to understand
essential job functions,

00:12:26.950 --> 00:12:30.190 align:middle line:84%
and how they will
relate to your need

00:12:30.190 --> 00:12:34.450 align:middle line:84%
for accommodations or not
needing accommodations.

00:12:34.450 --> 00:12:36.850 align:middle line:84%
Also if you are
on this call, you

00:12:36.850 --> 00:12:39.760 align:middle line:84%
might be in Access
Computing, and you might

00:12:39.760 --> 00:12:42.040 align:middle line:90%
be on our discussion list.

00:12:42.040 --> 00:12:44.005 align:middle line:90%
If you are not, let us know--

00:12:44.005 --> 00:12:46.030 align:middle line:84%
we'll get you
signed up for that.

00:12:46.030 --> 00:12:49.210 align:middle line:84%
But it is a great
place to ask questions.

00:12:49.210 --> 00:12:53.740 align:middle line:84%
So I am headed to Microsoft
this summer to be an intern--

00:12:53.740 --> 00:12:56.980 align:middle line:84%
these are some of the things
that are on my job description.

00:12:56.980 --> 00:13:00.550 align:middle line:84%
How have you handled
them in the past?

00:13:00.550 --> 00:13:04.260 align:middle line:84%
That's a great resource
to find someone

00:13:04.260 --> 00:13:06.550 align:middle line:84%
who can give you an example
of what they've used

00:13:06.550 --> 00:13:09.820 align:middle line:84%
or what their experience
has been like.

00:13:09.820 --> 00:13:11.860 align:middle line:84%
Understanding the impact
of your disability

00:13:11.860 --> 00:13:13.930 align:middle line:90%
on the essential job functions.

00:13:13.930 --> 00:13:16.540 align:middle line:84%
So talking to other people
with similar disabilities,

00:13:16.540 --> 00:13:20.530 align:middle line:84%
asking them what they used,
asking them what they've done.

00:13:20.530 --> 00:13:24.490 align:middle line:84%
Applying similar situations
or trying things out

00:13:24.490 --> 00:13:25.840 align:middle line:90%
in a school setting.

00:13:25.840 --> 00:13:29.620 align:middle line:84%
So if you are going to be held
to deadlines like we talked

00:13:29.620 --> 00:13:32.320 align:middle line:84%
about, trying to
see what that feels

00:13:32.320 --> 00:13:36.160 align:middle line:84%
like while you're
in a school setting.

00:13:36.160 --> 00:13:39.520 align:middle line:84%
Michael, do you have other good
examples of trying things out

00:13:39.520 --> 00:13:42.320 align:middle line:84%
in a school setting
that might translate?

00:13:42.320 --> 00:13:42.820 align:middle line:90%
Sure.

00:13:42.820 --> 00:13:47.050 align:middle line:84%
I mean, I think it's trying
to get connected to campus

00:13:47.050 --> 00:13:49.930 align:middle line:90%
or school clubs and resources.

00:13:49.930 --> 00:13:55.570 align:middle line:84%
Looking for classes that
feature major projects, ideally

00:13:55.570 --> 00:13:59.200 align:middle line:84%
if that project might involve an
external or a community client.

00:13:59.200 --> 00:14:01.060 align:middle line:84%
Service learning
courses are a great way

00:14:01.060 --> 00:14:02.800 align:middle line:84%
to get a little
bit of experience

00:14:02.800 --> 00:14:05.260 align:middle line:84%
and also get some
academic credit.

00:14:05.260 --> 00:14:07.420 align:middle line:84%
Any of those kinds
of things are--

00:14:07.420 --> 00:14:09.865 align:middle line:84%
and it fits right into your
regular school schedule.

00:14:09.865 --> 00:14:12.040 align:middle line:90%
It's not an extra thing.

00:14:12.040 --> 00:14:13.540 align:middle line:84%
Going around
volunteering is great,

00:14:13.540 --> 00:14:14.650 align:middle line:84%
but a service
learning course that's

00:14:14.650 --> 00:14:16.210 align:middle line:84%
built into the
structure of the thing.

00:14:16.210 --> 00:14:18.480 align:middle line:84%
So it's thinking about some
of those ways of doing it.

00:14:18.480 --> 00:14:21.400 align:middle line:84%
Can I get some hands-on
experience built into a class

00:14:21.400 --> 00:14:21.950 align:middle line:90%
there.

00:14:21.950 --> 00:14:24.075 align:middle line:84%
And then again, there's so
many clubs and resources

00:14:24.075 --> 00:14:26.710 align:middle line:84%
available on campus, and they
do some pretty meaningful

00:14:26.710 --> 00:14:29.980 align:middle line:84%
projects, and offer some pretty
substantive opportunities

00:14:29.980 --> 00:14:32.310 align:middle line:90%
for leadership as well.

00:14:32.310 --> 00:14:33.540 align:middle line:90%
Great tips.

00:14:33.540 --> 00:14:36.030 align:middle line:84%
And then become an expert
with your accommodation.

00:14:36.030 --> 00:14:40.470 align:middle line:84%
So using those accommodations
in a school or work setting.

00:14:40.470 --> 00:14:43.740 align:middle line:84%
One example that I had a
student give me recently

00:14:43.740 --> 00:14:47.130 align:middle line:84%
was that she uses
captioners, and she

00:14:47.130 --> 00:14:49.500 align:middle line:84%
had always gone through
disability services

00:14:49.500 --> 00:14:51.360 align:middle line:90%
to arrange her captioners.

00:14:51.360 --> 00:14:53.670 align:middle line:84%
And for the last
month of school,

00:14:53.670 --> 00:14:56.040 align:middle line:84%
she asked if she
could manage that just

00:14:56.040 --> 00:15:00.530 align:middle line:84%
to get the sense of what
exactly went into that,

00:15:00.530 --> 00:15:03.990 align:middle line:84%
the communication that
captioners would need so

00:15:03.990 --> 00:15:07.890 align:middle line:84%
that she could establish a
routine that might be more

00:15:07.890 --> 00:15:10.860 align:middle line:90%
translatable to a work setting.

00:15:10.860 --> 00:15:14.640 align:middle line:84%
Also practice,
experiment, and practice.

00:15:14.640 --> 00:15:17.910 align:middle line:84%
If something doesn't
work, try something else.

00:15:17.910 --> 00:15:22.390 align:middle line:84%
If you're using technology, if
one piece doesn't work for you,

00:15:22.390 --> 00:15:23.940 align:middle line:90%
try something else.

00:15:23.940 --> 00:15:27.270 align:middle line:84%
[LAUGHS] we were just talking
about using fitness trackers

00:15:27.270 --> 00:15:29.010 align:middle line:84%
and finding one
that works for you.

00:15:29.010 --> 00:15:30.780 align:middle line:84%
It's the same with
accommodations.

00:15:30.780 --> 00:15:31.650 align:middle line:90%
Try things out.

00:15:31.650 --> 00:15:35.460 align:middle line:84%
If it doesn't work, try moving
on to something different.

00:15:35.460 --> 00:15:38.280 align:middle line:90%


00:15:38.280 --> 00:15:41.130 align:middle line:84%
And so as you're thinking
about how you may or may not

00:15:41.130 --> 00:15:44.910 align:middle line:84%
disclose to a potential employer
or an existing employer even,

00:15:44.910 --> 00:15:47.110 align:middle line:84%
it's really key that
you kind of internalize

00:15:47.110 --> 00:15:49.350 align:middle line:84%
some of the resources
that we've talked about,

00:15:49.350 --> 00:15:51.840 align:middle line:84%
really dig in and understand
what accommodations

00:15:51.840 --> 00:15:53.820 align:middle line:90%
you may or may not need.

00:15:53.820 --> 00:15:58.110 align:middle line:84%
But beyond that, how they can
help you do well in that role.

00:15:58.110 --> 00:16:02.775 align:middle line:84%
Like think through each task
in that job and understand,

00:16:02.775 --> 00:16:07.120 align:middle line:84%
like what an ideal accommodation
is, how you use that,

00:16:07.120 --> 00:16:08.910 align:middle line:84%
and how that would
make you successful

00:16:08.910 --> 00:16:11.280 align:middle line:84%
and a better candidate
than others around you.

00:16:11.280 --> 00:16:15.028 align:middle line:90%


00:16:15.028 --> 00:16:17.070 align:middle line:84%
Well, we're entering the
part of the presentation

00:16:17.070 --> 00:16:21.490 align:middle line:84%
where we're going to talk
about the if, the when, and the

00:16:21.490 --> 00:16:25.330 align:middle line:90%
how of disability disclosure.

00:16:25.330 --> 00:16:27.810 align:middle line:84%
And I think it's
important to keep

00:16:27.810 --> 00:16:30.220 align:middle line:84%
in mind that the job
search process has

00:16:30.220 --> 00:16:35.610 align:middle line:84%
many steps along the way,
and the if, and the when,

00:16:35.610 --> 00:16:39.210 align:middle line:84%
and the how is going to
vary from time to time

00:16:39.210 --> 00:16:41.970 align:middle line:84%
and where you are
in the phase here.

00:16:41.970 --> 00:16:44.130 align:middle line:84%
So there are lots of
different opportunities

00:16:44.130 --> 00:16:48.270 align:middle line:84%
to disclose along the
way in the process.

00:16:48.270 --> 00:16:51.810 align:middle line:84%
In the private sector,
hiring moves pretty quickly.

00:16:51.810 --> 00:16:53.670 align:middle line:84%
This whole process
might mean through

00:16:53.670 --> 00:16:56.130 align:middle line:84%
in something like
a couple of weeks.

00:16:56.130 --> 00:16:58.800 align:middle line:84%
Where I work in higher
education and in government,

00:16:58.800 --> 00:17:00.480 align:middle line:84%
this would typically
be a process

00:17:00.480 --> 00:17:04.109 align:middle line:84%
that could well be six
weeks to two months

00:17:04.109 --> 00:17:05.950 align:middle line:84%
and [INAUDIBLE] would
be fairly typical.

00:17:05.950 --> 00:17:09.720 align:middle line:84%
But this process
where you would have

00:17:09.720 --> 00:17:11.910 align:middle line:90%
multiple different interviews.

00:17:11.910 --> 00:17:15.060 align:middle line:84%
Often, the first one
might be remote--

00:17:15.060 --> 00:17:16.920 align:middle line:84%
by phone, or by
Skype, or something

00:17:16.920 --> 00:17:18.750 align:middle line:84%
like that-- and a
second interview

00:17:18.750 --> 00:17:22.710 align:middle line:84%
often with more than one
interviewer, with a team,

00:17:22.710 --> 00:17:24.359 align:middle line:84%
and then there's an
offer on the table.

00:17:24.359 --> 00:17:26.829 align:middle line:84%
That's a pretty
standard process.

00:17:26.829 --> 00:17:29.980 align:middle line:84%
It varies from
location to location.

00:17:29.980 --> 00:17:31.805 align:middle line:84%
And then you might
get some situations

00:17:31.805 --> 00:17:33.430 align:middle line:84%
where you have one
or three interviews,

00:17:33.430 --> 00:17:38.600 align:middle line:84%
but this is a pretty
standard process, I think.

00:17:38.600 --> 00:17:39.410 align:middle line:90%
I agree.

00:17:39.410 --> 00:17:42.290 align:middle line:84%
And starting from
the job search,

00:17:42.290 --> 00:17:46.160 align:middle line:84%
from the moment that you're
contacting people, looking

00:17:46.160 --> 00:17:50.690 align:middle line:84%
for jobs to the application,
to the calls for the interview,

00:17:50.690 --> 00:17:53.540 align:middle line:84%
all of those are entry
points all the way up

00:17:53.540 --> 00:17:56.170 align:middle line:84%
to the interviews that
Michael talked about,

00:17:56.170 --> 00:17:59.880 align:middle line:84%
to the negotiation of a job
offer and then job acceptance.

00:17:59.880 --> 00:18:03.920 align:middle line:84%
So we will talk now about
the if, the when, the how,

00:18:03.920 --> 00:18:09.265 align:middle line:84%
and possibly to whom specifics
of all of these different entry

00:18:09.265 --> 00:18:09.765 align:middle line:90%
points.

00:18:09.765 --> 00:18:13.070 align:middle line:90%


00:18:13.070 --> 00:18:18.110 align:middle line:84%
Disclosure if-- so you
don't have to disclose.

00:18:18.110 --> 00:18:19.880 align:middle line:84%
It's not written
anywhere that you

00:18:19.880 --> 00:18:23.060 align:middle line:84%
have to disclose if you
have a hidden disability,

00:18:23.060 --> 00:18:25.940 align:middle line:84%
or at some point you're not
face to face with people

00:18:25.940 --> 00:18:28.770 align:middle line:84%
and they don't know
you have a disability.

00:18:28.770 --> 00:18:32.920 align:middle line:84%
You don't have to
disclose at any point,

00:18:32.920 --> 00:18:35.860 align:middle line:90%
even after the hiring process.

00:18:35.860 --> 00:18:39.540 align:middle line:84%
The things to think about
to make your decision if

00:18:39.540 --> 00:18:43.360 align:middle line:84%
are, will it impact your ability
to perform the job functions

00:18:43.360 --> 00:18:46.270 align:middle line:90%
or the interview functions?

00:18:46.270 --> 00:18:52.980 align:middle line:84%
So if you need to
meet in a first floor

00:18:52.980 --> 00:18:55.260 align:middle line:84%
room or an accessible
room, that's

00:18:55.260 --> 00:18:57.420 align:middle line:84%
something that might
not come up until you're

00:18:57.420 --> 00:18:59.610 align:middle line:90%
asked for an interview.

00:18:59.610 --> 00:19:03.480 align:middle line:84%
If you expect that
they might call you

00:19:03.480 --> 00:19:05.820 align:middle line:84%
and you can't talk
on the phone, that

00:19:05.820 --> 00:19:07.800 align:middle line:84%
might be something
that you need to share

00:19:07.800 --> 00:19:11.280 align:middle line:84%
as early as your
application or your resume,

00:19:11.280 --> 00:19:13.650 align:middle line:84%
where you might
indicate text-only.

00:19:13.650 --> 00:19:16.910 align:middle line:90%


00:19:16.910 --> 00:19:21.980 align:middle line:84%
Do you require accommodations--
so if you're going into a job

00:19:21.980 --> 00:19:25.280 align:middle line:84%
interview, and you
use interpreters,

00:19:25.280 --> 00:19:28.050 align:middle line:84%
then that is something that
you would need to negotiate

00:19:28.050 --> 00:19:31.460 align:middle line:90%
before the interview itself.

00:19:31.460 --> 00:19:33.530 align:middle line:84%
If you have a visual
disability and you

00:19:33.530 --> 00:19:37.940 align:middle line:84%
know testing is part
of this review process,

00:19:37.940 --> 00:19:41.600 align:middle line:84%
you might need to negotiate
those accommodations earlier

00:19:41.600 --> 00:19:44.190 align:middle line:84%
than the actual
interview itself.

00:19:44.190 --> 00:19:47.310 align:middle line:84%
Will it be a distraction
from your qualifications?

00:19:47.310 --> 00:19:49.920 align:middle line:84%
So do you feel
like it would have

00:19:49.920 --> 00:19:54.210 align:middle line:84%
a negative impact on
your perceived ability

00:19:54.210 --> 00:19:56.560 align:middle line:90%
to do this job?

00:19:56.560 --> 00:20:00.130 align:middle line:84%
So those are the
three key components.

00:20:00.130 --> 00:20:02.155 align:middle line:84%
Anything to add
on the if section?

00:20:02.155 --> 00:20:04.730 align:middle line:90%


00:20:04.730 --> 00:20:06.342 align:middle line:90%
I might say one.

00:20:06.342 --> 00:20:08.050 align:middle line:84%
I mean, it's an
intensely personal thing.

00:20:08.050 --> 00:20:10.330 align:middle line:84%
I think the primary
message of our talk

00:20:10.330 --> 00:20:11.860 align:middle line:84%
here today is
there is definitely

00:20:11.860 --> 00:20:14.380 align:middle line:84%
no one size fits
all approach here,

00:20:14.380 --> 00:20:16.660 align:middle line:84%
and everyone's got
to puzzle it out.

00:20:16.660 --> 00:20:21.070 align:middle line:84%
That said, over the
last couple of years,

00:20:21.070 --> 00:20:26.350 align:middle line:84%
I'm starting to see the
beginnings of a sea change

00:20:26.350 --> 00:20:28.225 align:middle line:84%
among employers, and
it's far from universal,

00:20:28.225 --> 00:20:30.790 align:middle line:90%
and it's far from everywhere.

00:20:30.790 --> 00:20:33.460 align:middle line:84%
But I think more and more
employers are getting

00:20:33.460 --> 00:20:35.320 align:middle line:90%
used to disability disclosure.

00:20:35.320 --> 00:20:36.750 align:middle line:84%
They're open to
it, it's becoming

00:20:36.750 --> 00:20:38.500 align:middle line:84%
more part of standard
operating procedure.

00:20:38.500 --> 00:20:40.840 align:middle line:84%
And that varies,
but I think I would

00:20:40.840 --> 00:20:44.120 align:middle line:84%
encourage folks to experiment
with this and try it.

00:20:44.120 --> 00:20:47.260 align:middle line:84%
It is a valuable tool that you
could put in your tool box,

00:20:47.260 --> 00:20:50.290 align:middle line:84%
and even if you decide that
you're never going to use it,

00:20:50.290 --> 00:20:53.310 align:middle line:84%
having given it a shot and
tried it, and said well,

00:20:53.310 --> 00:20:55.360 align:middle line:84%
I'm going to practice
what it's like to disclose

00:20:55.360 --> 00:20:58.427 align:middle line:84%
during an interview or at these
different steps in the process.

00:20:58.427 --> 00:21:00.010 align:middle line:84%
And then if you
decide, nah, I'm never

00:21:00.010 --> 00:21:03.810 align:middle line:84%
going to do that, it's
good to mess around with

00:21:03.810 --> 00:21:07.025 align:middle line:84%
and have it as a potential
play in the playbook.

00:21:07.025 --> 00:21:08.650 align:middle line:84%
And that's a great
point that we didn't

00:21:08.650 --> 00:21:10.990 align:middle line:84%
add to this particular
presentation.

00:21:10.990 --> 00:21:12.580 align:middle line:84%
But it is a good
point and something

00:21:12.580 --> 00:21:14.450 align:middle line:90%
we should add in the future--

00:21:14.450 --> 00:21:19.258 align:middle line:84%
next week, Microsoft is hosting
the ability experience--

00:21:19.258 --> 00:21:20.300 align:middle line:90%
is that what it's called?

00:21:20.300 --> 00:21:21.570 align:middle line:90%
The Ability Summit.

00:21:21.570 --> 00:21:26.730 align:middle line:84%
And so part of that is a career
fair on the Microsoft campus.

00:21:26.730 --> 00:21:30.360 align:middle line:84%
So if you are going to
disclose at a career fair

00:21:30.360 --> 00:21:32.760 align:middle line:84%
that is specifically
targeting people

00:21:32.760 --> 00:21:37.650 align:middle line:84%
with disabilities absolutely, or
if you're looking at employers

00:21:37.650 --> 00:21:40.860 align:middle line:84%
that are having a disability
hiring initiative,

00:21:40.860 --> 00:21:44.040 align:middle line:84%
or if you are looking
for an internship

00:21:44.040 --> 00:21:47.910 align:middle line:84%
through one of the
programs that--

00:21:47.910 --> 00:21:51.630 align:middle line:84%
disability services, or
DO-IT, or Access Computing,

00:21:51.630 --> 00:21:54.190 align:middle line:90%
absolutely it's a benefit.

00:21:54.190 --> 00:21:57.840 align:middle line:84%
So really looking at that
and whether or not people

00:21:57.840 --> 00:21:59.760 align:middle line:84%
are highlighting
that as something

00:21:59.760 --> 00:22:01.420 align:middle line:90%
that they're looking for.

00:22:01.420 --> 00:22:06.480 align:middle line:84%
So if it becomes essentially
a huge asset, definitely--

00:22:06.480 --> 00:22:07.395 align:middle line:90%
its key to disclose.

00:22:07.395 --> 00:22:11.290 align:middle line:90%


00:22:11.290 --> 00:22:14.540 align:middle line:84%
When-- disability disclosure,
when do you do it?

00:22:14.540 --> 00:22:17.415 align:middle line:84%
And again, we showed that
slide earlier with a continuum

00:22:17.415 --> 00:22:18.040 align:middle line:90%
of the process.

00:22:18.040 --> 00:22:20.110 align:middle line:84%
You can really
disclose literally

00:22:20.110 --> 00:22:23.140 align:middle line:84%
at any stage in the
process, beginning

00:22:23.140 --> 00:22:25.400 align:middle line:84%
with your initial
application materials,

00:22:25.400 --> 00:22:27.760 align:middle line:84%
whether that be an online
application, a paper based

00:22:27.760 --> 00:22:32.230 align:middle line:84%
application, or a
traditional resume.

00:22:32.230 --> 00:22:36.040 align:middle line:84%
I had a student come talk
to me a couple weeks ago who

00:22:36.040 --> 00:22:40.870 align:middle line:84%
had some experience working for
disability services on campus,

00:22:40.870 --> 00:22:45.580 align:middle line:84%
and was involved in a couple of
clubs, and put on their resume

00:22:45.580 --> 00:22:47.770 align:middle line:84%
that they were active
in autism spectrum

00:22:47.770 --> 00:22:51.490 align:middle line:84%
navigators, a very successful
program on my campus.

00:22:51.490 --> 00:22:53.530 align:middle line:84%
And they had a
bunch of leadership

00:22:53.530 --> 00:22:57.420 align:middle line:84%
and paid job experience
related to that.

00:22:57.420 --> 00:22:59.560 align:middle line:84%
And their question was,
well, do I leave that off?

00:22:59.560 --> 00:23:00.480 align:middle line:90%
How do I get that?

00:23:00.480 --> 00:23:03.310 align:middle line:84%
I'm like, well, you could
change it to a generic student

00:23:03.310 --> 00:23:05.740 align:middle line:84%
services kind of
thing if you want

00:23:05.740 --> 00:23:07.330 align:middle line:84%
and choose not to
disclose there,

00:23:07.330 --> 00:23:11.050 align:middle line:84%
but it does look a
little bit generic.

00:23:11.050 --> 00:23:14.562 align:middle line:84%
I think since it's some of
your strongest application

00:23:14.562 --> 00:23:17.020 align:middle line:84%
materials, like you've done
some fantastic things for these

00:23:17.020 --> 00:23:21.370 align:middle line:84%
organizations-- you've
provided customer service,

00:23:21.370 --> 00:23:23.440 align:middle line:90%
you've shown leadership--

00:23:23.440 --> 00:23:25.930 align:middle line:84%
I think putting this stuff
on there is probably good.

00:23:25.930 --> 00:23:28.510 align:middle line:84%
But that is disclosure
at the first paper

00:23:28.510 --> 00:23:30.450 align:middle line:90%
stage of the interview.

00:23:30.450 --> 00:23:33.580 align:middle line:84%
And again, the calculus
of if somebody's

00:23:33.580 --> 00:23:36.228 align:middle line:84%
going to be turned off by
that, do you necessarily

00:23:36.228 --> 00:23:37.270 align:middle line:90%
want to be working there?

00:23:37.270 --> 00:23:40.780 align:middle line:84%
This whole business of
your interviewing employers

00:23:40.780 --> 00:23:43.810 align:middle line:84%
as much as they are
interviewing you in this process

00:23:43.810 --> 00:23:46.090 align:middle line:90%
is something to keep in mind.

00:23:46.090 --> 00:23:50.680 align:middle line:84%
Other steps where one
might consider disclosure.

00:23:50.680 --> 00:23:52.540 align:middle line:84%
Not necessarily in
the paper material,

00:23:52.540 --> 00:23:54.130 align:middle line:90%
but in the process of--

00:23:54.130 --> 00:23:57.400 align:middle line:84%
there's a world of
difference on phone interview

00:23:57.400 --> 00:24:00.340 align:middle line:90%
versus in-person interview.

00:24:00.340 --> 00:24:04.398 align:middle line:84%
Some people feel if you're
going to request accommodations

00:24:04.398 --> 00:24:06.190 align:middle line:84%
at any step in that
process, obviously that

00:24:06.190 --> 00:24:07.398 align:middle line:90%
looks a little bit different.

00:24:07.398 --> 00:24:09.370 align:middle line:84%
Setting up the interview
might be the time

00:24:09.370 --> 00:24:12.610 align:middle line:84%
to think about disclosure
then if you're requesting

00:24:12.610 --> 00:24:13.870 align:middle line:90%
accommodations specifically.

00:24:13.870 --> 00:24:16.300 align:middle line:84%
But then there are some people
who feel like they really

00:24:16.300 --> 00:24:19.210 align:middle line:84%
want accommodations,
or they want

00:24:19.210 --> 00:24:20.770 align:middle line:84%
to disclose in a
telephone interview

00:24:20.770 --> 00:24:23.660 align:middle line:84%
because it's not their
most natural strength.

00:24:23.660 --> 00:24:25.660 align:middle line:84%
They don't feel comfortable
in that environment.

00:24:25.660 --> 00:24:28.660 align:middle line:84%
They might request an in-person
as an [? alternative. ?]

00:24:28.660 --> 00:24:31.480 align:middle line:84%
Or the reverse, that they feel
quite comfortable on the phone

00:24:31.480 --> 00:24:35.740 align:middle line:84%
or on Skype, but it's in-person,
where disclosure might

00:24:35.740 --> 00:24:37.700 align:middle line:90%
be the strategy that they pick.

00:24:37.700 --> 00:24:40.150 align:middle line:84%
And I've seen all sorts of
different variations on that.

00:24:40.150 --> 00:24:44.710 align:middle line:84%
And one thing to keep in mind
too, another appropriate place

00:24:44.710 --> 00:24:49.330 align:middle line:84%
for disclosure is when terms of
employment are being discussed.

00:24:49.330 --> 00:24:52.090 align:middle line:84%
That gets a little
tricky with ADA

00:24:52.090 --> 00:24:57.020 align:middle line:84%
stuff in that employers
can't necessarily

00:24:57.020 --> 00:25:02.050 align:middle line:84%
ask questions about ability
during the interview process

00:25:02.050 --> 00:25:03.170 align:middle line:90%
at all in ADA rules.

00:25:03.170 --> 00:25:04.900 align:middle line:84%
But when there's an
offer on the table

00:25:04.900 --> 00:25:09.930 align:middle line:84%
and the candidate brings it
up, there's a little bit of--

00:25:09.930 --> 00:25:11.830 align:middle line:84%
the ADA requirements
change a little bit.

00:25:11.830 --> 00:25:15.582 align:middle line:84%
So knowing the terrain of
that is sort of important.

00:25:15.582 --> 00:25:17.290 align:middle line:84%
And so a lot of folks
simply decide maybe

00:25:17.290 --> 00:25:18.790 align:middle line:84%
that's not the place
to bring it up.

00:25:18.790 --> 00:25:21.520 align:middle line:84%
Maybe the place to bring it up
is shortly after I get hired.

00:25:21.520 --> 00:25:24.970 align:middle line:84%
And this happens all the time,
and you shouldn't feel like--

00:25:24.970 --> 00:25:27.010 align:middle line:84%
that's an appropriate
and sensible place

00:25:27.010 --> 00:25:30.260 align:middle line:84%
to think about disclosure
under sometimes.

00:25:30.260 --> 00:25:33.760 align:middle line:84%
There's not that any hiding
or anything going, it's

00:25:33.760 --> 00:25:35.800 align:middle line:90%
just another piece there.

00:25:35.800 --> 00:25:40.330 align:middle line:84%
And of course, we've given this
talk in other contexts before--

00:25:40.330 --> 00:25:43.240 align:middle line:84%
sometimes folks talk to
supervisors many years

00:25:43.240 --> 00:25:45.800 align:middle line:84%
after coming on-board over
something that's unfortunately

00:25:45.800 --> 00:25:49.078 align:middle line:84%
been going on for a long
time, and that's also

00:25:49.078 --> 00:25:50.620 align:middle line:84%
appropriate time to
think about that.

00:25:50.620 --> 00:25:53.610 align:middle line:84%
So it really runs the
gamut individually

00:25:53.610 --> 00:25:56.990 align:middle line:84%
and when you might kind of think
about some of these things.

00:25:56.990 --> 00:25:59.560 align:middle line:84%
And one big key is
if it's something

00:25:59.560 --> 00:26:04.270 align:middle line:84%
that's going to affect
your job on day one--

00:26:04.270 --> 00:26:06.010 align:middle line:84%
so if you are not
going to be able to do

00:26:06.010 --> 00:26:07.540 align:middle line:90%
your job on day one--

00:26:07.540 --> 00:26:10.690 align:middle line:84%
so screen magnifiers, all
sorts of different things

00:26:10.690 --> 00:26:13.280 align:middle line:90%
that could impact your day one--

00:26:13.280 --> 00:26:16.550 align:middle line:84%
it is important to negotiate
that before day one

00:26:16.550 --> 00:26:19.580 align:middle line:84%
so that the employer
can get things set up,

00:26:19.580 --> 00:26:21.680 align:middle line:90%
you're ready to go on day one.

00:26:21.680 --> 00:26:25.040 align:middle line:84%
And also to be
sure that you know

00:26:25.040 --> 00:26:30.180 align:middle line:84%
what you're asking for so
that they can fulfill that.

00:26:30.180 --> 00:26:34.730 align:middle line:84%
So if you just said something
like, I need speech-to-text,

00:26:34.730 --> 00:26:36.960 align:middle line:84%
they may not know
what that means.

00:26:36.960 --> 00:26:39.410 align:middle line:84%
But if you're clear on
what you use currently,

00:26:39.410 --> 00:26:42.780 align:middle line:84%
and how that works,
that is helpful.

00:26:42.780 --> 00:26:44.900 align:middle line:84%
And I hope I'm not
stepping on the next slide,

00:26:44.900 --> 00:26:49.010 align:middle line:84%
but also remembering
that sometimes, there's

00:26:49.010 --> 00:26:50.550 align:middle line:90%
a bit of a negotiation.

00:26:50.550 --> 00:26:53.030 align:middle line:84%
There may be a different
type of the same thing

00:26:53.030 --> 00:26:55.523 align:middle line:84%
that they already
use internally,

00:26:55.523 --> 00:26:58.190 align:middle line:84%
and how would that work for you,
and there's some back and forth

00:26:58.190 --> 00:27:00.206 align:middle line:90%
that goes on.

00:27:00.206 --> 00:27:02.830 align:middle line:84%
And another example
as well is, say

00:27:02.830 --> 00:27:04.630 align:middle line:84%
you're someone with
a visible disability

00:27:04.630 --> 00:27:07.360 align:middle line:84%
and you're in an
interview, it can

00:27:07.360 --> 00:27:10.420 align:middle line:84%
happen for the interviewer
to kind of fixate

00:27:10.420 --> 00:27:12.550 align:middle line:84%
on that almost to
try to ask questions

00:27:12.550 --> 00:27:16.390 align:middle line:84%
about how you, with your
disability, would do the job.

00:27:16.390 --> 00:27:19.860 align:middle line:84%
And that's an opportunity to
potentially disclose, but also

00:27:19.860 --> 00:27:22.870 align:middle line:84%
try to redirect the conversation
on how you would successfully

00:27:22.870 --> 00:27:25.746 align:middle line:84%
do the job, and why you would
be a good candidate for it.

00:27:25.746 --> 00:27:26.246 align:middle line:90%
Thanks.

00:27:26.246 --> 00:27:27.520 align:middle line:90%
And one last thing here.

00:27:27.520 --> 00:27:29.770 align:middle line:84%
I think when you're thinking
about the if and the when

00:27:29.770 --> 00:27:34.090 align:middle line:84%
on these things, knowing
the organization that you're

00:27:34.090 --> 00:27:36.710 align:middle line:84%
interviewing with and seeking
a job is pretty important,

00:27:36.710 --> 00:27:38.050 align:middle line:90%
and to figure it out.

00:27:38.050 --> 00:27:40.880 align:middle line:84%
We talk about this a little
bit longer under [INAUDIBLE]

00:27:40.880 --> 00:27:41.380 align:middle line:90%
disclose.

00:27:41.380 --> 00:27:46.683 align:middle line:84%
But company size and industry
matters a lot in these areas.

00:27:46.683 --> 00:27:48.850 align:middle line:84%
And knowing the individual
firm is sort of, I think,

00:27:48.850 --> 00:27:51.100 align:middle line:90%
the most important thing.

00:27:51.100 --> 00:27:53.650 align:middle line:84%
As a general rule, if
you don't know though,

00:27:53.650 --> 00:27:57.710 align:middle line:84%
I do think things look really
different in the mom and pop,

00:27:57.710 --> 00:28:03.040 align:middle line:84%
small business universe where
folk's comfort with disability

00:28:03.040 --> 00:28:05.790 align:middle line:84%
in the workforce looks
a little bit different.

00:28:05.790 --> 00:28:08.200 align:middle line:84%
Attitudes are a little
bit slower to change

00:28:08.200 --> 00:28:11.860 align:middle line:84%
than at large
firms, particularly

00:28:11.860 --> 00:28:14.740 align:middle line:84%
in tech, government,
public sector.

00:28:14.740 --> 00:28:16.550 align:middle line:84%
Disability accommodations
and disclosure

00:28:16.550 --> 00:28:20.760 align:middle line:84%
are just a matter of course in
many, many organizations there.

00:28:20.760 --> 00:28:23.200 align:middle line:84%
So if you don't necessarily
know the organization,

00:28:23.200 --> 00:28:25.270 align:middle line:84%
size can be a proxy
for this, but there's

00:28:25.270 --> 00:28:27.150 align:middle line:84%
no substitute for
really understanding

00:28:27.150 --> 00:28:28.900 align:middle line:84%
the culture of an
organization that you're

00:28:28.900 --> 00:28:29.900 align:middle line:90%
thinking about going to.

00:28:29.900 --> 00:28:32.420 align:middle line:90%


00:28:32.420 --> 00:28:35.800 align:middle line:84%
As you think about how you
might want to disclose,

00:28:35.800 --> 00:28:38.120 align:middle line:84%
it's really key,
first off, to focus

00:28:38.120 --> 00:28:40.340 align:middle line:84%
on how you would still
successfully complete

00:28:40.340 --> 00:28:42.620 align:middle line:90%
the functions of that job.

00:28:42.620 --> 00:28:44.810 align:middle line:84%
So how you might use
an accommodation,

00:28:44.810 --> 00:28:46.760 align:middle line:84%
like an assistive
technology, to make you

00:28:46.760 --> 00:28:49.100 align:middle line:90%
the most successful candidate.

00:28:49.100 --> 00:28:50.780 align:middle line:84%
And again, this kind
of all comes back

00:28:50.780 --> 00:28:54.350 align:middle line:84%
to being the expert on
what you need to succeed.

00:28:54.350 --> 00:28:56.570 align:middle line:84%
So really knowing in the
end your accommodations

00:28:56.570 --> 00:29:00.020 align:middle line:84%
what you would use in
specific scenarios,

00:29:00.020 --> 00:29:01.880 align:middle line:84%
and then being able
to articulate that

00:29:01.880 --> 00:29:04.400 align:middle line:90%
to the employer.

00:29:04.400 --> 00:29:07.800 align:middle line:84%
The other piece is being
confident and casual.

00:29:07.800 --> 00:29:10.580 align:middle line:84%
So you as a candidate
don't need to apologize

00:29:10.580 --> 00:29:13.700 align:middle line:84%
for having a
disability, but you can

00:29:13.700 --> 00:29:17.997 align:middle line:84%
explain how it might be
an asset to your employer.

00:29:17.997 --> 00:29:19.580 align:middle line:84%
Some of the examples
that we've talked

00:29:19.580 --> 00:29:22.940 align:middle line:84%
about for employers that have
disability hiring initiatives.

00:29:22.940 --> 00:29:25.290 align:middle line:84%
They may already see
disability as an asset,

00:29:25.290 --> 00:29:30.260 align:middle line:84%
so that's a great opportunity
to kind of leverage that.

00:29:30.260 --> 00:29:32.570 align:middle line:84%
Kind of keep articulating
how you, with a disability,

00:29:32.570 --> 00:29:35.695 align:middle line:84%
with your combinations,
would be the ideal candidate

00:29:35.695 --> 00:29:36.320 align:middle line:90%
with that role.

00:29:36.320 --> 00:29:41.300 align:middle line:90%


00:29:41.300 --> 00:29:44.180 align:middle line:84%
And then as far as who
you might disclose to,

00:29:44.180 --> 00:29:46.940 align:middle line:84%
so this is where we might talk
about things like the company

00:29:46.940 --> 00:29:47.840 align:middle line:90%
culture.

00:29:47.840 --> 00:29:49.760 align:middle line:84%
So again, if there
is an employer that

00:29:49.760 --> 00:29:54.650 align:middle line:84%
is very passionate about
disability and accessibility,

00:29:54.650 --> 00:29:58.310 align:middle line:84%
they might be a really receptive
employer to hear about that.

00:29:58.310 --> 00:30:00.710 align:middle line:84%
Are there employee resource
groups at the company?

00:30:00.710 --> 00:30:03.440 align:middle line:84%
Again, this might
be more of an option

00:30:03.440 --> 00:30:05.160 align:middle line:90%
that a larger organization.

00:30:05.160 --> 00:30:06.890 align:middle line:84%
But if there are
employee resource groups

00:30:06.890 --> 00:30:08.550 align:middle line:90%
around disability--

00:30:08.550 --> 00:30:11.300 align:middle line:84%
like here at Microsoft, there's
disability resource groups

00:30:11.300 --> 00:30:14.630 align:middle line:90%
for many disability groups--

00:30:14.630 --> 00:30:17.060 align:middle line:84%
and so that might
be an opportunity

00:30:17.060 --> 00:30:22.140 align:middle line:84%
to get a sense of what the
landscape is at that employer,

00:30:22.140 --> 00:30:26.310 align:middle line:84%
decide who might be the
right person to disclose to.

00:30:26.310 --> 00:30:29.130 align:middle line:90%
And finally, there are--

00:30:29.130 --> 00:30:31.620 align:middle line:84%
most large companies
especially do

00:30:31.620 --> 00:30:34.837 align:middle line:84%
have a formalized
accommodation process,

00:30:34.837 --> 00:30:37.170 align:middle line:84%
and so you'd want to make
sure that you do get connected

00:30:37.170 --> 00:30:38.420 align:middle line:90%
with the right group for that.

00:30:38.420 --> 00:30:40.590 align:middle line:84%
Like for the example, if
you need a screen magnifier

00:30:40.590 --> 00:30:43.330 align:middle line:84%
on day one, you would
need to kind of follow

00:30:43.330 --> 00:30:47.730 align:middle line:84%
the proper process of
getting that requested.

00:30:47.730 --> 00:30:50.933 align:middle line:84%
And a lot of other
accommodations

00:30:50.933 --> 00:30:52.600 align:middle line:84%
might just kind of
come up in the course

00:30:52.600 --> 00:30:53.940 align:middle line:90%
of being on that job.

00:30:53.940 --> 00:30:57.250 align:middle line:84%
Maybe kind of an
etiquette thing almost,

00:30:57.250 --> 00:31:01.060 align:middle line:84%
where people on your team,
if you're hard of hearing,

00:31:01.060 --> 00:31:04.518 align:middle line:84%
would maybe get your
attention with IM or something

00:31:04.518 --> 00:31:06.310 align:middle line:84%
like that instead of
knocking on your door,

00:31:06.310 --> 00:31:08.477 align:middle line:84%
or kind of trying to get
your attention from behind,

00:31:08.477 --> 00:31:09.680 align:middle line:90%
or things like that.

00:31:09.680 --> 00:31:12.760 align:middle line:84%
So there's a lot of
people and allies

00:31:12.760 --> 00:31:15.280 align:middle line:84%
maybe within your organization
that might be a good resource

00:31:15.280 --> 00:31:16.310 align:middle line:90%
as well for that.

00:31:16.310 --> 00:31:16.810 align:middle line:90%
Right.

00:31:16.810 --> 00:31:18.685 align:middle line:84%
At the University of
Washington, for example,

00:31:18.685 --> 00:31:21.100 align:middle line:90%
I have a few disabilities--

00:31:21.100 --> 00:31:25.570 align:middle line:84%
various disabilities-- and
one example is my hearing.

00:31:25.570 --> 00:31:29.350 align:middle line:84%
I use an FM system, and
when I requested that,

00:31:29.350 --> 00:31:30.850 align:middle line:90%
I didn't go to my manager.

00:31:30.850 --> 00:31:34.990 align:middle line:84%
I went straight to the
disability resources

00:31:34.990 --> 00:31:38.830 align:middle line:90%
group for staff, actually.

00:31:38.830 --> 00:31:43.210 align:middle line:84%
And they worked with
me directly to find

00:31:43.210 --> 00:31:45.640 align:middle line:84%
the tool that worked
for me to make sure

00:31:45.640 --> 00:31:47.920 align:middle line:84%
that it got purchased, to
make sure that I have it

00:31:47.920 --> 00:31:50.800 align:middle line:84%
and it's in working order,
to make sure I have things

00:31:50.800 --> 00:31:55.240 align:middle line:84%
like batteries, to make sure
that if there's any tech

00:31:55.240 --> 00:31:58.600 align:middle line:90%
support, they're there for that.

00:31:58.600 --> 00:32:00.970 align:middle line:84%
And on a more
informal situation,

00:32:00.970 --> 00:32:04.630 align:middle line:84%
I also have
distractability issues,

00:32:04.630 --> 00:32:07.060 align:middle line:84%
and also the hearing
aid plays into this.

00:32:07.060 --> 00:32:09.610 align:middle line:84%
So on my door, I have
different signs that

00:32:09.610 --> 00:32:11.860 align:middle line:84%
indicate to my
fellow staff members

00:32:11.860 --> 00:32:16.420 align:middle line:84%
in a very informal way what I
need at that particular moment,

00:32:16.420 --> 00:32:17.795 align:middle line:84%
which it could be
do not disturb,

00:32:17.795 --> 00:32:20.992 align:middle line:84%
it could be please email
me if that's possible.

00:32:20.992 --> 00:32:22.450 align:middle line:84%
It could be a sign
that says I have

00:32:22.450 --> 00:32:24.908 align:middle line:84%
the door closed because it's
freezing in here, but go ahead

00:32:24.908 --> 00:32:26.290 align:middle line:90%
and come on in.

00:32:26.290 --> 00:32:30.550 align:middle line:84%
So it's all different types
of less formal structure

00:32:30.550 --> 00:32:35.450 align:middle line:84%
that I disclosed directly
to my fellow co-workers.

00:32:35.450 --> 00:32:39.930 align:middle line:90%


00:32:39.930 --> 00:32:42.960 align:middle line:84%
One of the more positive
trends that we see these days

00:32:42.960 --> 00:32:46.650 align:middle line:84%
is the increase of targeted
disability inclusion

00:32:46.650 --> 00:32:50.490 align:middle line:84%
initiatives across the
spectrum of hiring.

00:32:50.490 --> 00:32:51.990 align:middle line:84%
And I think that
when you're looking

00:32:51.990 --> 00:32:55.650 align:middle line:84%
at those kinds of initiatives,
the calculus on if, when,

00:32:55.650 --> 00:32:58.530 align:middle line:84%
and how to disclose changes
pretty dramatically.

00:32:58.530 --> 00:33:00.720 align:middle line:84%
These are organizations
and initiatives

00:33:00.720 --> 00:33:04.020 align:middle line:84%
that are specifically
looking to hire individuals

00:33:04.020 --> 00:33:04.780 align:middle line:90%
with disabilities.

00:33:04.780 --> 00:33:08.595 align:middle line:84%
So of course, being
ready to disclose

00:33:08.595 --> 00:33:13.520 align:middle line:84%
to those kinds of initiatives
just makes a little more sense.

00:33:13.520 --> 00:33:16.890 align:middle line:84%
A couple examples here,
the federal government

00:33:16.890 --> 00:33:20.430 align:middle line:84%
has led in this
area for a long time

00:33:20.430 --> 00:33:23.160 align:middle line:84%
through a series of programs
known as Schedule A, which

00:33:23.160 --> 00:33:26.490 align:middle line:84%
is called noncompetitive
hiring-- actually,

00:33:26.490 --> 00:33:29.040 align:middle line:84%
it does tend to be
fairly competitive, which

00:33:29.040 --> 00:33:31.590 align:middle line:84%
means you might get
hired by a federal agency

00:33:31.590 --> 00:33:33.940 align:middle line:84%
in a month instead of
three months by the way.

00:33:33.940 --> 00:33:37.740 align:middle line:84%
And the largest federal
internship and jobs program

00:33:37.740 --> 00:33:40.770 align:middle line:84%
for current students
and recent graduates,

00:33:40.770 --> 00:33:42.810 align:middle line:84%
a workforce recruitment
program, that's

00:33:42.810 --> 00:33:47.860 align:middle line:84%
a fantastic resource that folks
should be looking out for.

00:33:47.860 --> 00:33:50.070 align:middle line:84%
But the private
sector has rolled out

00:33:50.070 --> 00:33:55.360 align:middle line:84%
a number of initiatives in
this regard in large companies.

00:33:55.360 --> 00:33:58.870 align:middle line:84%
And those are other places
where trying to find those,

00:33:58.870 --> 00:34:03.600 align:middle line:84%
getting connected to those can
be an extremely valuable asset.

00:34:03.600 --> 00:34:05.110 align:middle line:84%
We're seeing more
and more of this

00:34:05.110 --> 00:34:10.030 align:middle line:84%
spreading to larger and
larger number of firms.

00:34:10.030 --> 00:34:13.912 align:middle line:84%
And Sean, you got a
concrete example for that,

00:34:13.912 --> 00:34:15.620 align:middle line:84%
but you were going
add something to that?

00:34:15.620 --> 00:34:18.500 align:middle line:84%
Yeah, I just wanted to add
something real quick too.

00:34:18.500 --> 00:34:22.497 align:middle line:84%
The Schedule A, the
federal hiring program,

00:34:22.497 --> 00:34:24.080 align:middle line:84%
some of the language
around it is just

00:34:24.080 --> 00:34:27.137 align:middle line:84%
for people with
permanent disabilities,

00:34:27.137 --> 00:34:29.179 align:middle line:84%
so that's just something
to keep in mind as well.

00:34:29.179 --> 00:34:33.330 align:middle line:84%
But that's one that's definitely
an option for a lot of folks.

00:34:33.330 --> 00:34:36.005 align:middle line:84%
And yeah-- so to talk about
some of the specific programs.

00:34:36.005 --> 00:34:37.670 align:middle line:84%
So here at Microsoft,
we have what's

00:34:37.670 --> 00:34:40.610 align:middle line:84%
called the inclusive hiring
program, which is a program

00:34:40.610 --> 00:34:42.800 align:middle line:84%
all about getting more
people with disabilities

00:34:42.800 --> 00:34:45.590 align:middle line:84%
into a variety of roles
across the company.

00:34:45.590 --> 00:34:48.830 align:middle line:84%
One of the main
parts of this program

00:34:48.830 --> 00:34:51.030 align:middle line:90%
is the Autism Hiring Program.

00:34:51.030 --> 00:34:53.630 align:middle line:84%
And so that's a program that
brings candidates with autism

00:34:53.630 --> 00:34:56.840 align:middle line:84%
to campus for about a week--
three or four days I think--

00:34:56.840 --> 00:34:58.790 align:middle line:84%
to work in small
groups on projects

00:34:58.790 --> 00:35:00.920 align:middle line:84%
as a way of kind of
demonstrating their ability

00:35:00.920 --> 00:35:04.070 align:middle line:84%
to work in a crew, their
technical skills, and things

00:35:04.070 --> 00:35:04.710 align:middle line:90%
like that.

00:35:04.710 --> 00:35:08.930 align:middle line:84%
And so more and more companies
are leveraging this type

00:35:08.930 --> 00:35:12.722 align:middle line:84%
of approach, where
the candidates may

00:35:12.722 --> 00:35:14.180 align:middle line:84%
be able to demonstrate
their skills

00:35:14.180 --> 00:35:16.160 align:middle line:84%
and work ability and things
like that in a slightly

00:35:16.160 --> 00:35:18.702 align:middle line:84%
different way than a traditional
interview that kind of helps

00:35:18.702 --> 00:35:21.860 align:middle line:84%
their skills and
talents shine through.

00:35:21.860 --> 00:35:25.460 align:middle line:84%
So that's something that
many, many companies now

00:35:25.460 --> 00:35:27.310 align:middle line:90%
are starting to add--

00:35:27.310 --> 00:35:30.630 align:middle line:84%
this focus on hiring quality
candidates with autism.

00:35:30.630 --> 00:35:33.860 align:middle line:84%
And many are also opening
up beyond just autism

00:35:33.860 --> 00:35:37.033 align:middle line:84%
to a wide variety of
disabilities as well.

00:35:37.033 --> 00:35:39.200 align:middle line:84%
As somebody who works with
a lot of college students

00:35:39.200 --> 00:35:41.660 align:middle line:84%
looking for internships, over
the last couple of years,

00:35:41.660 --> 00:35:45.830 align:middle line:84%
it's been pretty cool to see the
number of internship programs

00:35:45.830 --> 00:35:49.010 align:middle line:84%
for candidates with
disabilities being rolled out

00:35:49.010 --> 00:35:50.540 align:middle line:90%
by different firms here.

00:35:50.540 --> 00:35:52.040 align:middle line:84%
There have been a
number of players,

00:35:52.040 --> 00:35:55.250 align:middle line:84%
and this [? SAP ?] has been
active in this for a while.

00:35:55.250 --> 00:35:59.060 align:middle line:84%
Ernst & Young-- I
guess they're EY now--

00:35:59.060 --> 00:36:00.710 align:middle line:90%
has been doing this for a while.

00:36:00.710 --> 00:36:05.000 align:middle line:84%
But just over the last 18 months
or so, I've seen new programs

00:36:05.000 --> 00:36:07.490 align:middle line:90%
launched at T-Mobile--

00:36:07.490 --> 00:36:11.558 align:middle line:84%
AT&T now has an exclusive
internship program

00:36:11.558 --> 00:36:12.350 align:middle line:90%
that they're doing.

00:36:12.350 --> 00:36:18.380 align:middle line:90%


00:36:18.380 --> 00:36:20.540 align:middle line:84%
Tableau Software spinning
up something similar that

00:36:20.540 --> 00:36:22.250 align:middle line:90%
will be launched fairly soon.

00:36:22.250 --> 00:36:24.860 align:middle line:84%
So there's a number of
these types of things

00:36:24.860 --> 00:36:26.130 align:middle line:90%
are coming out these days.

00:36:26.130 --> 00:36:29.670 align:middle line:90%


00:36:29.670 --> 00:36:31.810 align:middle line:84%
And the first thing
that comes to mind

00:36:31.810 --> 00:36:35.230 align:middle line:84%
when I think of employer groups
and students with disabilities

00:36:35.230 --> 00:36:38.140 align:middle line:84%
is the US Business
Leadership Network.

00:36:38.140 --> 00:36:41.500 align:middle line:84%
If, by any chance, you
saw Microsoft's Global

00:36:41.500 --> 00:36:43.780 align:middle line:84%
Accessibility
Awareness Day video

00:36:43.780 --> 00:36:45.280 align:middle line:90%
that just came out today--

00:36:45.280 --> 00:36:46.480 align:middle line:90%
it's a half hour long.

00:36:46.480 --> 00:36:49.510 align:middle line:84%
I know some people haven't
gotten to fit it in yet.

00:36:49.510 --> 00:36:52.600 align:middle line:84%
But they highlight the Business
Leadership Network as well as

00:36:52.600 --> 00:36:55.870 align:middle line:84%
Microsoft and some
other organizations.

00:36:55.870 --> 00:36:59.770 align:middle line:84%
It is a network of employers who
educate and support businesses

00:36:59.770 --> 00:37:03.580 align:middle line:84%
to hire, retain, and improve
customer service to people

00:37:03.580 --> 00:37:06.260 align:middle line:90%
with disabilities.

00:37:06.260 --> 00:37:10.310 align:middle line:84%
They are very active
working with students.

00:37:10.310 --> 00:37:17.110 align:middle line:90%
Their website is www.usbln.org.

00:37:17.110 --> 00:37:21.890 align:middle line:84%
Their student networking group
is called the Career Link

00:37:21.890 --> 00:37:24.200 align:middle line:84%
Mentoring Program, and
that's a partnership

00:37:24.200 --> 00:37:27.980 align:middle line:84%
between the US BLN and Cornell's
Employment and Disability

00:37:27.980 --> 00:37:29.420 align:middle line:90%
Institute.

00:37:29.420 --> 00:37:32.750 align:middle line:84%
It allows a six month
career mentoring opportunity

00:37:32.750 --> 00:37:37.100 align:middle line:84%
to 70 to 75 college students
and recent grads each year.

00:37:37.100 --> 00:37:39.590 align:middle line:84%
I actually believe that
number is higher this year,

00:37:39.590 --> 00:37:41.900 align:middle line:90%
and we haven't edited it.

00:37:41.900 --> 00:37:44.260 align:middle line:84%
If you're interested in
that, you can check it out

00:37:44.260 --> 00:37:46.760 align:middle line:84%
at www.usbln.org/programs
clmp.html.

00:37:46.760 --> 00:38:01.170 align:middle line:90%


00:38:01.170 --> 00:38:03.420 align:middle line:84%
If you're looking for
something smaller,

00:38:03.420 --> 00:38:05.970 align:middle line:84%
if you're in Washington
state, Washington state

00:38:05.970 --> 00:38:08.160 align:middle line:84%
has a Business
Leadership Network.

00:38:08.160 --> 00:38:10.320 align:middle line:84%
If you're not in
Washington state,

00:38:10.320 --> 00:38:16.040 align:middle line:84%
most other states have divisions
of the US Business Leadership

00:38:16.040 --> 00:38:19.250 align:middle line:84%
Network that can be found
on that original website.

00:38:19.250 --> 00:38:25.160 align:middle line:84%
If you are in Washington state,
their website is wsbln.org.

00:38:25.160 --> 00:38:27.380 align:middle line:90%
And we did--

00:38:27.380 --> 00:38:32.180 align:middle line:84%
Michael and I hosted
an employment fair

00:38:32.180 --> 00:38:35.660 align:middle line:84%
at Bellevue College about
a year, year and a half

00:38:35.660 --> 00:38:39.450 align:middle line:84%
ago that was hosted with
Washington State BLN,

00:38:39.450 --> 00:38:42.110 align:middle line:84%
and it was an incredible
representation

00:38:42.110 --> 00:38:45.380 align:middle line:84%
of so many employers
here in Washington state

00:38:45.380 --> 00:38:47.420 align:middle line:90%
that we had to put a cap on it.

00:38:47.420 --> 00:38:50.280 align:middle line:84%
There were too many
people interested,

00:38:50.280 --> 00:38:53.090 align:middle line:84%
and it was a wonderful
melding of employers

00:38:53.090 --> 00:38:57.350 align:middle line:84%
looking for employees, and
students looking for work.

00:38:57.350 --> 00:38:59.840 align:middle line:84%
The turnout was
incredible, and I

00:38:59.840 --> 00:39:03.350 align:middle line:84%
know that the career
center at Bellevue College

00:39:03.350 --> 00:39:06.410 align:middle line:84%
hopes to do it
again in the future.

00:39:06.410 --> 00:39:09.290 align:middle line:84%
So those are three great
resources that are out there.

00:39:09.290 --> 00:39:12.880 align:middle line:84%
We would like-- do either of
you have anything in summary,

00:39:12.880 --> 00:39:16.530 align:middle line:84%
or should we open
it up to questions?

00:39:16.530 --> 00:39:18.060 align:middle line:84%
The one thing that
we want to repeat

00:39:18.060 --> 00:39:20.890 align:middle line:84%
is that there is
no direct answer.

00:39:20.890 --> 00:39:24.850 align:middle line:84%
There is no one way to disclose
that works for everyone.

00:39:24.850 --> 00:39:26.700 align:middle line:84%
And if you have
further questions,

00:39:26.700 --> 00:39:30.890 align:middle line:84%
our contact information
is in this PowerPoint,

00:39:30.890 --> 00:39:36.480 align:middle line:84%
and you can reach us each
if you are interested.

00:39:36.480 --> 00:39:40.690 align:middle line:84%
So we'll open it
up to questions.

00:39:40.690 --> 00:39:42.110 align:middle line:90%
How do we view the questions?

00:39:42.110 --> 00:39:48.760 align:middle line:84%
I have two questions that
have been sent to me outside,

00:39:48.760 --> 00:39:52.390 align:middle line:84%
and they are-- the first one
is what if the company is

00:39:52.390 --> 00:39:55.300 align:middle line:90%
uneasy about my disability?

00:39:55.300 --> 00:39:56.320 align:middle line:90%
How do I handle that?

00:39:56.320 --> 00:40:00.380 align:middle line:90%


00:40:00.380 --> 00:40:01.640 align:middle line:90%
It's a fantastic question.

00:40:01.640 --> 00:40:05.640 align:middle line:84%
I will say as an employee
with a disability myself--

00:40:05.640 --> 00:40:07.990 align:middle line:84%
and Sean might have
his own perspective--

00:40:07.990 --> 00:40:11.680 align:middle line:84%
but my perspective
is that it never

00:40:11.680 --> 00:40:15.730 align:middle line:84%
gets easy to disclose
that you have a disability

00:40:15.730 --> 00:40:20.230 align:middle line:84%
and you need accommodations
that aren't your strengths.

00:40:20.230 --> 00:40:26.230 align:middle line:84%
It's never easy to
appear to have weaknesses

00:40:26.230 --> 00:40:31.030 align:middle line:84%
that your co-workers do
not have, at least for me.

00:40:31.030 --> 00:40:36.350 align:middle line:84%
And if the company itself is
uneasy about your disability,

00:40:36.350 --> 00:40:38.840 align:middle line:90%
I would say it's twofold.

00:40:38.840 --> 00:40:41.470 align:middle line:84%
One is I really think
what Sean said earlier

00:40:41.470 --> 00:40:45.910 align:middle line:84%
about your outlook, and
your personal strength,

00:40:45.910 --> 00:40:47.860 align:middle line:84%
and your confidence
in the things

00:40:47.860 --> 00:40:54.970 align:middle line:84%
that you need as a person with
a disability to be successful,

00:40:54.970 --> 00:40:58.190 align:middle line:90%
I think that is very important.

00:40:58.190 --> 00:41:01.640 align:middle line:84%
I will say realistically,
that's not always easy.

00:41:01.640 --> 00:41:06.700 align:middle line:84%
I mean, sometimes it's very
hard to say no, I need this.

00:41:06.700 --> 00:41:11.710 align:middle line:84%
Like, stop forgetting that I
need this, or no, I need this

00:41:11.710 --> 00:41:13.850 align:middle line:90%
and here's why.

00:41:13.850 --> 00:41:17.080 align:middle line:84%
And to not take some of
the questions, that are

00:41:17.080 --> 00:41:21.720 align:middle line:90%
very well-meaning, personally.

00:41:21.720 --> 00:41:26.170 align:middle line:84%
So there is no one
perfect way to handle it,

00:41:26.170 --> 00:41:29.310 align:middle line:84%
but I would say
with grace and ease

00:41:29.310 --> 00:41:32.670 align:middle line:84%
are two of the best
things that you can do.

00:41:32.670 --> 00:41:35.100 align:middle line:84%
Finding community
behind you that

00:41:35.100 --> 00:41:39.000 align:middle line:84%
says no, what you're
asking for is reasonable.

00:41:39.000 --> 00:41:43.230 align:middle line:84%
Using resources like the
Job Accommodations Network

00:41:43.230 --> 00:41:47.160 align:middle line:84%
and DO-IT to find out have
other people used this

00:41:47.160 --> 00:41:51.540 align:middle line:84%
and how did it work, has anybody
else worked for this employer

00:41:51.540 --> 00:41:54.660 align:middle line:90%
or run into this issue before.

00:41:54.660 --> 00:41:58.800 align:middle line:84%
I think all of those
things are very helpful.

00:41:58.800 --> 00:42:00.720 align:middle line:84%
And the only other
piece I'd add as well

00:42:00.720 --> 00:42:03.240 align:middle line:84%
is that may be a
great opportunity

00:42:03.240 --> 00:42:07.140 align:middle line:84%
to educate people that you
might be working with directly.

00:42:07.140 --> 00:42:09.550 align:middle line:84%
So say you feel like
your manager may

00:42:09.550 --> 00:42:11.645 align:middle line:84%
be slightly uncomfortable
with your disability.

00:42:11.645 --> 00:42:13.020 align:middle line:84%
That could be a
great opportunity

00:42:13.020 --> 00:42:17.110 align:middle line:84%
to kind of educate them on what
that means for you as a person,

00:42:17.110 --> 00:42:19.322 align:middle line:90%
and connect what--

00:42:19.322 --> 00:42:21.780 align:middle line:84%
just kind of teach them a little
bit about your disability.

00:42:21.780 --> 00:42:24.090 align:middle line:84%
And so that can turn
someone into an ally

00:42:24.090 --> 00:42:26.490 align:middle line:90%
as well within the organization.

00:42:26.490 --> 00:42:32.040 align:middle line:84%
Years ago, I used a curtain
as a privacy screen for focus

00:42:32.040 --> 00:42:35.670 align:middle line:84%
and maintaining my own
ability to concentrate.

00:42:35.670 --> 00:42:38.070 align:middle line:84%
And the joke around
the office was, well,

00:42:38.070 --> 00:42:39.780 align:middle line:90%
I wish I could have a curtain.

00:42:39.780 --> 00:42:42.000 align:middle line:90%
And at first, I was hurt by it.

00:42:42.000 --> 00:42:44.240 align:middle line:84%
I was like, ugh, you
don't want a curtain--

00:42:44.240 --> 00:42:47.940 align:middle line:84%
then you would have this
distractability issue.

00:42:47.940 --> 00:42:50.560 align:middle line:84%
And then after talking
to some people,

00:42:50.560 --> 00:42:53.480 align:middle line:84%
my response became,
well, then get one.

00:42:53.480 --> 00:42:55.560 align:middle line:84%
Like, it's not a
formal accommodation.

00:42:55.560 --> 00:42:57.540 align:middle line:90%
It's not something major.

00:42:57.540 --> 00:42:58.860 align:middle line:90%
Make one yourself.

00:42:58.860 --> 00:43:03.690 align:middle line:84%
So that helped me by teaming
with some of my peers

00:43:03.690 --> 00:43:07.970 align:middle line:84%
and kind of gaining my own
confidence in that area.

00:43:07.970 --> 00:43:10.280 align:middle line:90%
We have another question--

00:43:10.280 --> 00:43:13.560 align:middle line:84%
There's-- yeah, we have a
question in the chat as well.

00:43:13.560 --> 00:43:15.480 align:middle line:84%
I'll just kind of
read it out loud here.

00:43:15.480 --> 00:43:17.580 align:middle line:84%
I'm wondering if for
job applications online,

00:43:17.580 --> 00:43:20.610 align:middle line:84%
they often ask to self-identify
as having a disability.

00:43:20.610 --> 00:43:24.250 align:middle line:84%
Do we have to
select Yes to that?

00:43:24.250 --> 00:43:27.330 align:middle line:84%
We probably need to
add a slide on self-ID.

00:43:27.330 --> 00:43:32.520 align:middle line:84%
This is something that came
out of an executive order

00:43:32.520 --> 00:43:35.850 align:middle line:84%
from late in the
Obama administration

00:43:35.850 --> 00:43:39.870 align:middle line:84%
that folks with have contracts
with the federal government

00:43:39.870 --> 00:43:46.140 align:middle line:84%
needed to start gathering
data on the number of folks

00:43:46.140 --> 00:43:48.720 align:middle line:84%
with disabilities who are
applying for their jobs

00:43:48.720 --> 00:43:50.220 align:middle line:90%
and getting accepted.

00:43:50.220 --> 00:43:54.480 align:middle line:84%
Now my understanding
of self-ID--

00:43:54.480 --> 00:43:56.040 align:middle line:84%
and you guys correct
me if I'm wrong

00:43:56.040 --> 00:44:00.390 align:middle line:84%
here-- that the data
on the self-ID form

00:44:00.390 --> 00:44:03.900 align:middle line:84%
is completely disconnected from
the rest of the application

00:44:03.900 --> 00:44:04.620 align:middle line:90%
process.

00:44:04.620 --> 00:44:08.520 align:middle line:84%
So checking that box,
yes or no, does not

00:44:08.520 --> 00:44:11.220 align:middle line:84%
go to the folks who are
deciding whether or not

00:44:11.220 --> 00:44:12.930 align:middle line:84%
you move forward for
an interview or get

00:44:12.930 --> 00:44:13.890 align:middle line:90%
offered the position.

00:44:13.890 --> 00:44:18.360 align:middle line:84%
It's tracked by HR and
then looked at afterwards.

00:44:18.360 --> 00:44:21.150 align:middle line:84%
So given that, checking that
box one way or the other

00:44:21.150 --> 00:44:23.460 align:middle line:84%
probably isn't going
to necessarily change

00:44:23.460 --> 00:44:25.220 align:middle line:90%
your odds of getting accepted.

00:44:25.220 --> 00:44:27.870 align:middle line:84%
But I kind of think
it's important to have

00:44:27.870 --> 00:44:30.780 align:middle line:84%
accurate data on this stuff,
and see how prevalent.

00:44:30.780 --> 00:44:33.060 align:middle line:84%
Even organizations that
are friendly to hiring

00:44:33.060 --> 00:44:35.730 align:middle line:84%
folks with disability, there's
a lot of barriers that remain.

00:44:35.730 --> 00:44:39.090 align:middle line:84%
And so I would encourage folks
to think about checking yes

00:44:39.090 --> 00:44:40.410 align:middle line:90%
on the self-ID thing.

00:44:40.410 --> 00:44:45.393 align:middle line:84%
But it's just disconnected
from the process,

00:44:45.393 --> 00:44:47.310 align:middle line:84%
and so a lot of people
think like, oh, they're

00:44:47.310 --> 00:44:50.880 align:middle line:84%
doing this to be an inclusive
kind of system and process.

00:44:50.880 --> 00:44:52.650 align:middle line:84%
And it is, but the
way in which it's done

00:44:52.650 --> 00:44:55.860 align:middle line:84%
is so indirect that
it's probably not

00:44:55.860 --> 00:44:59.467 align:middle line:84%
going to benefit you much
one way or the other,

00:44:59.467 --> 00:45:00.550 align:middle line:90%
because it's disconnected.

00:45:00.550 --> 00:45:02.820 align:middle line:84%
I mean, it's a nice step
in the right direction,

00:45:02.820 --> 00:45:04.355 align:middle line:90%
but it's a data gathering step.

00:45:04.355 --> 00:45:04.855 align:middle line:90%
Yeah.

00:45:04.855 --> 00:45:08.610 align:middle line:84%
And to Michael's point,
when you check Yes

00:45:08.610 --> 00:45:12.240 align:middle line:84%
to that box, that's not at
all tied to your employment

00:45:12.240 --> 00:45:14.740 align:middle line:84%
package, or your
status, or whatever.

00:45:14.740 --> 00:45:19.130 align:middle line:84%
So from a company
perspective, it

00:45:19.130 --> 00:45:22.820 align:middle line:84%
is a useful piece of data to
have an accurate representation

00:45:22.820 --> 00:45:24.740 align:middle line:84%
of how many people
with disabilities

00:45:24.740 --> 00:45:26.870 align:middle line:84%
they have at their
company versus how many

00:45:26.870 --> 00:45:28.810 align:middle line:90%
applied for roles there.

00:45:28.810 --> 00:45:31.220 align:middle line:84%
And that's kind of aware
that they can figure out

00:45:31.220 --> 00:45:33.980 align:middle line:84%
how to best serve the population
of employees with disabilities

00:45:33.980 --> 00:45:34.670 align:middle line:90%
there.

00:45:34.670 --> 00:45:37.530 align:middle line:84%
So I think it is in yours
and the company's benefit

00:45:37.530 --> 00:45:40.850 align:middle line:84%
to just get an accurate
understanding of what

00:45:40.850 --> 00:45:42.420 align:middle line:90%
folks are there.

00:45:42.420 --> 00:45:44.270 align:middle line:84%
And I was at a
presentation recently

00:45:44.270 --> 00:45:50.330 align:middle line:84%
where a very large company was
talking about their initiatives

00:45:50.330 --> 00:45:51.860 align:middle line:84%
and their disability
initiatives,

00:45:51.860 --> 00:45:55.250 align:middle line:84%
and how they thought they had
this small percentage of people

00:45:55.250 --> 00:45:56.360 align:middle line:90%
with disabilities.

00:45:56.360 --> 00:46:00.140 align:middle line:84%
They started this initiative,
and in like a year,

00:46:00.140 --> 00:46:02.210 align:middle line:84%
the people would come
forward had doubled.

00:46:02.210 --> 00:46:06.180 align:middle line:84%
And after that, it, I believe,
doubled on top of that.

00:46:06.180 --> 00:46:09.050 align:middle line:84%
So I think a lot
of people don't--

00:46:09.050 --> 00:46:11.410 align:middle line:84%
even if you do check
that box, that is not

00:46:11.410 --> 00:46:13.820 align:middle line:90%
tied to your application.

00:46:13.820 --> 00:46:15.920 align:middle line:84%
A lot of people
don't then disclose

00:46:15.920 --> 00:46:18.710 align:middle line:84%
during any of the
other processes, which

00:46:18.710 --> 00:46:20.900 align:middle line:90%
you don't have to.

00:46:20.900 --> 00:46:23.100 align:middle line:90%
So that becomes your option.

00:46:23.100 --> 00:46:24.680 align:middle line:84%
The other question
I get a lot is,

00:46:24.680 --> 00:46:28.560 align:middle line:84%
on a lot of online job
applications, it will say,

00:46:28.560 --> 00:46:33.110 align:middle line:84%
can you do this job with
or without accommodation,

00:46:33.110 --> 00:46:35.570 align:middle line:90%
and the answer is always yes.

00:46:35.570 --> 00:46:38.060 align:middle line:84%
If you can't do the job with
or without accommodation,

00:46:38.060 --> 00:46:40.050 align:middle line:84%
you shouldn't be
applying for it.

00:46:40.050 --> 00:46:43.010 align:middle line:84%
But if you can do the job
with or without accommodation,

00:46:43.010 --> 00:46:45.320 align:middle line:84%
yes is the answer that
they're looking for.

00:46:45.320 --> 00:46:50.570 align:middle line:84%
So just in case either of those
is what you're looking for.

00:46:50.570 --> 00:46:53.870 align:middle line:84%
Also what we said earlier,
if the company has

00:46:53.870 --> 00:46:58.260 align:middle line:84%
a strong initiative to hire
people with disabilities,

00:46:58.260 --> 00:47:00.410 align:middle line:84%
and there's another
placement for it,

00:47:00.410 --> 00:47:03.310 align:middle line:84%
you need to consider that
as a perk or a benefit

00:47:03.310 --> 00:47:04.620 align:middle line:90%
to your application.

00:47:04.620 --> 00:47:06.860 align:middle line:84%
I'm going to riff on
this because I usually

00:47:06.860 --> 00:47:09.620 align:middle line:84%
have this thing I do
during a presentation.

00:47:09.620 --> 00:47:12.500 align:middle line:84%
When you're looking at the
essential functions of the job,

00:47:12.500 --> 00:47:14.770 align:middle line:84%
particularly but not
only for technical roles,

00:47:14.770 --> 00:47:16.520 align:middle line:84%
you'll often see these
list of, like there

00:47:16.520 --> 00:47:20.030 align:middle line:84%
are 17 essential duties
of the job, or like seven.

00:47:20.030 --> 00:47:23.640 align:middle line:84%
There's a large number, and I
see a lot of college students

00:47:23.640 --> 00:47:26.600 align:middle line:84%
who are like, well, I can
only do five or six out

00:47:26.600 --> 00:47:28.580 align:middle line:84%
of the seven things
that are listed here

00:47:28.580 --> 00:47:30.060 align:middle line:90%
as the core skills of the gig.

00:47:30.060 --> 00:47:32.810 align:middle line:84%
I'm like, that makes you an
incredibly strong candidate

00:47:32.810 --> 00:47:33.380 align:middle line:90%
for this job.

00:47:33.380 --> 00:47:35.720 align:middle line:84%
I see a lot of folks
who think that they

00:47:35.720 --> 00:47:38.240 align:middle line:84%
need to be able to do
everything that's there,

00:47:38.240 --> 00:47:42.680 align:middle line:84%
even maybe if they're listed as
desired rather than required.

00:47:42.680 --> 00:47:44.840 align:middle line:84%
If you've got an
over-- if you've

00:47:44.840 --> 00:47:47.070 align:middle line:84%
got the majority of
the skills there,

00:47:47.070 --> 00:47:49.070 align:middle line:84%
employers are willing to
train you on the things

00:47:49.070 --> 00:47:49.940 align:middle line:90%
that you don't have.

00:47:49.940 --> 00:47:54.390 align:middle line:84%
And I see a lot of folks screen
themselves out and say, well,

00:47:54.390 --> 00:47:56.300 align:middle line:84%
even with accommodations,
I can't necessarily

00:47:56.300 --> 00:47:58.640 align:middle line:84%
do this one thing because I
haven't learned Python yet,

00:47:58.640 --> 00:48:00.200 align:middle line:84%
or this type of
program, or I'm not

00:48:00.200 --> 00:48:04.100 align:middle line:84%
familiar with this particular
financial tool, or whatever.

00:48:04.100 --> 00:48:05.690 align:middle line:84%
If you've got the
rest of the stuff,

00:48:05.690 --> 00:48:08.390 align:middle line:84%
you can come up to speed
on whatever they've got.

00:48:08.390 --> 00:48:13.430 align:middle line:84%
So when it says the essential
functions of the job,

00:48:13.430 --> 00:48:16.130 align:middle line:90%
most I think is key.

00:48:16.130 --> 00:48:17.680 align:middle line:90%
When in doubt, apply.

00:48:17.680 --> 00:48:18.430 align:middle line:90%
Yes!

00:48:18.430 --> 00:48:21.990 align:middle line:84%
Don't edit yourself
out of the running.

00:48:21.990 --> 00:48:24.810 align:middle line:84%
The other question
we had was do you

00:48:24.810 --> 00:48:27.690 align:middle line:84%
think that there is a
difference in workplace

00:48:27.690 --> 00:48:32.520 align:middle line:84%
environment between a
smaller company or a larger

00:48:32.520 --> 00:48:34.020 align:middle line:90%
corporation?

00:48:34.020 --> 00:48:36.240 align:middle line:84%
Is it harder to
get accommodations

00:48:36.240 --> 00:48:39.470 align:middle line:90%
at a smaller company?

00:48:39.470 --> 00:48:42.050 align:middle line:84%
I don't think there's
a flat answer to that,

00:48:42.050 --> 00:48:44.450 align:middle line:84%
because if you go to a
smaller company that happens

00:48:44.450 --> 00:48:46.730 align:middle line:84%
to be owned by somebody
with a disability,

00:48:46.730 --> 00:48:51.470 align:middle line:84%
or some smaller company that
is disability savvy, or just

00:48:51.470 --> 00:48:56.660 align:middle line:84%
really open and welcoming,
then the answer would be

00:48:56.660 --> 00:48:58.670 align:middle line:84%
they would be
completely comparable

00:48:58.670 --> 00:49:01.990 align:middle line:90%
to a large organization.

00:49:01.990 --> 00:49:04.630 align:middle line:84%
And a lot of times, a
larger organization--

00:49:04.630 --> 00:49:08.170 align:middle line:84%
exactly what Michael said,
there's a lot of red tape.

00:49:08.170 --> 00:49:10.540 align:middle line:84%
So when you go to
a smaller company,

00:49:10.540 --> 00:49:14.680 align:middle line:84%
they may be able to just get you
what you need and off you go,

00:49:14.680 --> 00:49:17.050 align:middle line:84%
whereas some larger
corporations might--

00:49:17.050 --> 00:49:20.200 align:middle line:84%
or federal government--
might take longer

00:49:20.200 --> 00:49:22.600 align:middle line:90%
to be able to do that.

00:49:22.600 --> 00:49:24.390 align:middle line:84%
On the question
around accommodations

00:49:24.390 --> 00:49:26.830 align:middle line:84%
at large versus a
small company as well,

00:49:26.830 --> 00:49:30.790 align:middle line:84%
one thing to bear in mind is
that at some large companies,

00:49:30.790 --> 00:49:34.520 align:middle line:84%
they might have a fund or a
global fund for accommodations,

00:49:34.520 --> 00:49:38.253 align:middle line:84%
so that doesn't come out of
the team's budget, for example.

00:49:38.253 --> 00:49:39.670 align:middle line:84%
Not all large
companies have that,

00:49:39.670 --> 00:49:42.670 align:middle line:90%
so that's another caveat there.

00:49:42.670 --> 00:49:45.280 align:middle line:84%
So that might not be an option
at some smaller company,

00:49:45.280 --> 00:49:48.490 align:middle line:84%
but bear in mind as well
that the vast majority

00:49:48.490 --> 00:49:51.850 align:middle line:84%
of the accommodations are
either low or no cost.

00:49:51.850 --> 00:49:55.090 align:middle line:84%
There are some that
can be expensive,

00:49:55.090 --> 00:49:58.570 align:middle line:84%
but again, many of the
common accommodations

00:49:58.570 --> 00:50:01.560 align:middle line:90%
are free or low cost.

00:50:01.560 --> 00:50:04.350 align:middle line:84%
And I don't need to call out
Microsoft, but a lot of people

00:50:04.350 --> 00:50:07.180 align:middle line:84%
would think, OK, they've got it
down, they've got it perfect,

00:50:07.180 --> 00:50:10.440 align:middle line:84%
they're doing really
great, which they are.

00:50:10.440 --> 00:50:13.590 align:middle line:84%
But Sean and I got into an
elevator to come up here,

00:50:13.590 --> 00:50:18.330 align:middle line:84%
and the keys to the floors
were very, very high

00:50:18.330 --> 00:50:20.990 align:middle line:84%
so even when you think,
OK, a large employer

00:50:20.990 --> 00:50:23.510 align:middle line:84%
is just going to have
this down, sometimes there

00:50:23.510 --> 00:50:26.030 align:middle line:84%
are little glitches in the
system no matter where you

00:50:26.030 --> 00:50:28.410 align:middle line:84%
are that you might
have to advocate for.

00:50:28.410 --> 00:50:30.827 align:middle line:90%


00:50:30.827 --> 00:50:32.910 align:middle line:84%
Which was easy because I
was standing next to you.

00:50:32.910 --> 00:50:35.645 align:middle line:90%
That worked out.

00:50:35.645 --> 00:50:43.470 align:middle line:84%
Yeah, that said, I do
think as a general rule.

00:50:43.470 --> 00:50:45.620 align:middle line:84%
oftentimes-- there's
exceptions all over the place,

00:50:45.620 --> 00:50:50.510 align:middle line:84%
and each organization has its
own really different culture.

00:50:50.510 --> 00:50:54.380 align:middle line:84%
Maybe if you were going to
generalize on this stuff just

00:50:54.380 --> 00:50:58.280 align:middle line:84%
because of budget size, lack
of knowledge, lack of formal HR

00:50:58.280 --> 00:50:59.810 align:middle line:90%
processes, sometimes--

00:50:59.810 --> 00:51:03.740 align:middle line:84%
I mean, when I look at
where our students are

00:51:03.740 --> 00:51:09.000 align:middle line:84%
getting employment, [INAUDIBLE]
employers less than 100.

00:51:09.000 --> 00:51:11.540 align:middle line:84%
There's a few there, but
that's not the easiest spot

00:51:11.540 --> 00:51:14.720 align:middle line:90%
to crack into sometimes.

00:51:14.720 --> 00:51:16.740 align:middle line:84%
So there's still
something to that.

00:51:16.740 --> 00:51:19.100 align:middle line:84%
By the way, I sense
that that's changing.

00:51:19.100 --> 00:51:21.340 align:middle line:84%
And also where it's
changing fastest

00:51:21.340 --> 00:51:23.840 align:middle line:84%
is mid-sized, which are
becoming more and more

00:51:23.840 --> 00:51:26.630 align:middle line:84%
like large companies,
particularly in this region

00:51:26.630 --> 00:51:27.910 align:middle line:90%
these days.

00:51:27.910 --> 00:51:30.620 align:middle line:84%
It's the expected
order of business.

00:51:30.620 --> 00:51:32.560 align:middle line:84%
Not to say that they've
got it figured out,

00:51:32.560 --> 00:51:37.470 align:middle line:84%
but culture changes is happening
quickly at those organizations.

00:51:37.470 --> 00:51:41.390 align:middle line:84%
And one thing we didn't
mention was documentation.

00:51:41.390 --> 00:51:44.510 align:middle line:84%
And the difference in
getting accommodations

00:51:44.510 --> 00:51:46.670 align:middle line:84%
when you have a visible
disability that someone

00:51:46.670 --> 00:51:49.880 align:middle line:84%
can see, and say OK,
you're a wheelchair user--

00:51:49.880 --> 00:51:52.760 align:middle line:90%
you need access to an elevator.

00:51:52.760 --> 00:51:57.260 align:middle line:84%
On the flip side, you
have a hidden disability--

00:51:57.260 --> 00:52:03.690 align:middle line:84%
you need a work from home
situation every so often.

00:52:03.690 --> 00:52:09.210 align:middle line:84%
The onus and pressure almost to
prove that versus the accepted

00:52:09.210 --> 00:52:14.800 align:middle line:90%
as a given can almost be--

00:52:14.800 --> 00:52:16.860 align:middle line:84%
it's definitely a
part of this equation.

00:52:16.860 --> 00:52:20.040 align:middle line:84%
And as you think of
employers, again, we

00:52:20.040 --> 00:52:21.690 align:middle line:84%
can't say that
smaller employers are

00:52:21.690 --> 00:52:23.898 align:middle line:84%
better than bigger employers,
or bigger employers are

00:52:23.898 --> 00:52:25.620 align:middle line:90%
better than smaller employers.

00:52:25.620 --> 00:52:28.170 align:middle line:84%
But think about how
that might work out

00:52:28.170 --> 00:52:31.920 align:middle line:84%
in bigger situations versus
smaller situations for you.

00:52:31.920 --> 00:52:33.780 align:middle line:84%
And having your
documentation in order.

00:52:33.780 --> 00:52:37.860 align:middle line:84%
If you have your documentation
that you used for college,

00:52:37.860 --> 00:52:39.630 align:middle line:84%
making sure you
get a copy of that.

00:52:39.630 --> 00:52:41.280 align:middle line:84%
Take it with you
so that you already

00:52:41.280 --> 00:52:45.570 align:middle line:84%
have it when you need
it in the workplace.

00:52:45.570 --> 00:52:46.380 align:middle line:90%
Fantastic.

00:52:46.380 --> 00:52:50.780 align:middle line:84%
Well, it's been great to
spend the last hour with you.

00:52:50.780 --> 00:52:52.520 align:middle line:84%
We hope that you
will join us again.

00:52:52.520 --> 00:52:55.800 align:middle line:84%
I know we've got some
upcoming webinars soon.

00:52:55.800 --> 00:52:58.250 align:middle line:84%
And if you have any questions
that didn't get answered,

00:52:58.250 --> 00:53:00.950 align:middle line:84%
or if you are attending
this webinar later

00:53:00.950 --> 00:53:03.390 align:middle line:84%
and you have questions that
you would like answered,

00:53:03.390 --> 00:53:04.790 align:middle line:90%
please feel free to email us.

00:53:04.790 --> 00:53:07.420 align:middle line:90%


00:53:07.420 --> 00:53:07.920 align:middle line:90%
Thank you.

00:53:07.920 --> 00:53:08.520 align:middle line:90%
Have a good afternoon.

00:53:08.520 --> 00:53:09.603 align:middle line:90%
Yeah, thank you very much.

00:53:09.603 --> 00:53:10.210 align:middle line:90%
Thank you.

00:53:10.210 --> 00:53:11.760 align:middle line:90%
Bye.

00:53:11.760 --> 00:53:21.067 align:middle line:90%