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September 28, 2009
Manage Employer Perceptions About Your Visual Impairment
Last week, eSight member Jeff Smith gave us his approach for disclosing his visual impairment to a potential employer.
He writes:
"Thus far in my job search, I've not mentioned my visual impairment in my resume or other written documentation. I figure that ‘first contact’ information needs to focus on where I add value to the company -- experience, skills, and training which can help them do what they do ..."When I do meet with (employers), somewhere in the conversation, (I) refer to my visual impairment in some way. I then let them know I already own most of the adaptive equipment I'd need to do the job …
"I also carry a tool with me that gives normally-sighted people an idea as to what I see, (letting) them know that I can see, even if it's different than they do …
"I usually end by telling them the vision issue has had a positive effect on my attention to detail …"
Notice how Jeff proactively manages to reveal, explain and position his visual impairment in terms that relate back to how he can help a prospective employer continue to be successful.
eSight members Amenah and Cecila also have specific recommendations for disclosing your disability to potential employers.
Amenah says:
"... My strategy is that I inform them after I have confirmed the interview -- generally the day prior to the interview itself -- that I am blind. I also prepare and give a PowerPoint presentation for the interview where I weave in the alternative skills that I use and how my skills transfer into the job itself. I have had great success with this. In fact, the first time I did it, I landed the job on the spot."...It really showed the hiring organization that I could present well and that I was creative about how I presented the issue as it relates to the organization. In doing the presentation, I had to do some research on the organization and learn what its priorities were."
Cecilia gets more specific:
"...If an employer responds to my resume by calling me with an appointment for an interview, I keep it short and make the appointment. The day before the job interview, I call to confirm and say, 'When I get off the elevator, which is the best way to find your office? Is it right or left? I have a visual impairment and knowing this is how I can acclimate myself.'"
Read about what Disability World’s Rob McInnes says about disclosing your disability to employers.
Check the eSight article, "Develop a Good Answer to Questions About Your Disability"
Please share your thoughts about how you can best manage the perception prospective employers have about your visual impairment.
Add your comments to this posting
Posted by Jim Hasse at September 28, 2009 06:39 PM
Comments
I don't think I would mention it until after an offer is made and accepted.
Posted by: Pamela at September 30, 2009 06:24 PM
i applaud both positions on how best to present their quality of blindness and how it enhances and strengthens their value as a potential employee. i however, am interested in learning how others counter obvious and clear discriminatory practices such as "well, you really need your eyesight to perform this job." I try to counter this position with as much positive spin as possible, i will look to add in or layer in a power point presentation,but how do we address forthrightly the discrimination packed in a statement like that? i mean, if we become arguementitive, we run the risk of seeming to be a potential litigation nightmare. i am not saying that is how i would or plan to proceed in any case, however, what to do in instances of blatent discriminatory and ignorant misperceptions and positions when held and presented by that one person in the decision making process of hiring you or not? i have a dual masters in education, pre-k thru 6th grade, as well as a masters in administration and supervision, am licensed as a tteacher and principal in new york state, have braille skills sufficient to get by and have only been completely blind for a little under 4 years, due to an unexpected illness. i applied for a position looking for a teaching assistant "interested" in learning braille to work with a blind student in elementary school. i was not hired.what to do? i found that they hired someone who does not know braille and are teaching the teacher braille as the student suffers through this learning curve. how does one overcome obvious discriminatory practices such as these after the fact?
Posted by: albert rizzi at October 1, 2009 08:45 AM
Albert -
I haven't knowingly faced discrimination in hiring, but I did face it after a management change at my former employer. It wasn't near as blatant as what you describe, but it was still obvious.
I contacted the Oregon Commission for the Blind and asked them how to contact whoever handles ADA discrimination issues in the area. New York should have a similar agency or I understand the Braille Institute can also help direct you.
They gave me excellent advice. As it turned out, they never had to do anything more than that; the management and I were able to come to a viable resolution. But it helped a lot, and that, quite frankly, is what the ADA is there to helpo with.
Posted by: Jeff Smtih at October 1, 2009 06:44 PM