How to Navigate Barriers When Applying for Jobs as a Person with a Disability was originally published on Indeed (September, 2024)

Photo by Nguyen Minh on Unsplash
Over the last year, workers with disabilities have seen significant gains with more than 7.6 million people with disabilities employed as of January 2024. Yet, while we should celebrate how labor force participation of those with disabilities is at some of the highest rates we’ve seen in more than fifteen years, with a little digging it’s clear there’s still a massive employment gap between people with disabilities and people without disabilities in the United States.
According to the World Health Organization, approximately 16% of the world’s population (or 1.3 billion people) live with a disability. People with disabilities are the world’s largest minority, but the unemployment rate for people with disabilities is nearly twice the unemployment rate for all U.S. workers—at 6.6% unemployment in January 2024 for people with disabilities compared to 3.9% unemployment of those without a disability.
With all that in mind, we’ve outlined a range of challenges job seekers with disabilities may face in today’s job market and provided a few tips to help folks navigate their way through them.
Navigating some of the challenges job seekers with disabilities face
First, it’s important to point out that there are countless types of different disabilities, and even two people with the same disability may experience their disability differently. So, particularly when it comes to searching for a job, there is not a one-size-fits-all solution to the challenges job seekers with disabilities face.
For example, someone with a non-apparent illness (like epilepsy) may not face the same barriers on the job hunt that someone with a more apparent disability, like someone who uses a wheelchair. This can also be compounded when you factor in race, age, gender, sexual identity and more, as the combination impacts the way they may experience the recruitment process. “Disability is a natural part of the human experience and is present in every other underrepresented group. For those who experience disability from childhood, this can impact the quality and duration of their education due to bias, which can later impact professional opportunities,” said Donna Bungard, Sr. Accessibility Program Manager at Indeed.
“For those who acquire it later, they may find new barriers that have nothing to do with ability and everything to do with stigma.”
“As we discuss disability more, we have the opportunity to rewrite the script for disability and employment by focusing on skills-first hiring and building accommodations into our standard operating procedures to take the pressure off the persons with disabilities to disclose while availing an equitable opportunity to thrive.”
Challenge: Inaccessibility of job postings
People with vision impairments or cognitive disabilities may not be able to read the job listing if the website does not use clear, accessible fonts or if the site is not compatible with screen readers, which convert text to speech to navigate websites.
“We’re living in a world where everything is increasingly expected to be done online,” said Chris Danielsen, a spokesperson for the National Federation of the Blind. “And it’s not even always an option to not do it online anymore.”
“And yet, a lot of these sites don’t play well with screen readers, so in effect, there’s lots of digital divides in our society. But this is a big one… and it’s just as serious for blind people as it is, for example, for people who don’t have internet access.”
Job seekers can also sometimes see boilerplate job templates with irrelevant lifting and standing requirements, among others.
You might also consider tapping into your personal network—friends and colleagues who’ve worked with you and can speak to your work ethic, talent and skills. Especially in a tight labor market, these connections can help you get insights into roles that you’re looking at.
Tip: Don’t get disheartened by a job posting if it’s something you think you could own. Consider starting a conversation with that team about the requirements and flexibility. Oftentimes, a hiring manager won’t realize there is a barrier and would be happy to remove it. That’s not to say it’s the job seeker’s responsibility to call this out, but if you’re comfortable doing so, it’s an option.
Challenge: Lack of alternatives to the rigid application process
There is generally a standard process when applying for jobs. This typically begins with submitting a resume and written cover letter, followed by an interview over a phone or video call, and then eventually an in-person interview if you continue to the next round. However, these rigid requirements don’t always support people with certain disabilities.
A 2018 survey conducted by The Dyslexic Evolution, whose work is focused on mentoring and supporting dyslexic professionals, found that 7 in 10 dyslexic workers said they found the recruiting/hiring process difficult to get through and that the written application requirements or written tests were their biggest barriers to access.
At the same time, people who are hard of hearing might find a phone interview extremely challenging, while someone with limited mobility may find an in-person interview their biggest barrier.
Generally, think of a reasonable accommodation as any adjustment to the way things are usually done at a job or within a work environment that would allow someone with a disability to apply for a job, perform job functions or have equal access to benefits available to other employees or applicants.
Though you might feel nervous to do so, if your disability impacts if or how well you’re able to apply or interview for the role, consider reaching out to the company or interviewer beforehand to request accommodations. The goal is for you to receive the accommodation you need to feel comfortable and capable so you’re able to communicate your qualifications and highlight all that you can do.
Tip: The Americans with Disabilities Act (ADA) was made exactly for this reason. The ADA requires companies with 15 or more employees to provide reasonable accommodations to qualified job applicants (and employees) with disabilities. A reasonable accommodation during the interview process for someone with a speech disorder, for example, might be getting a list of interview questions before the call so they can better prepare beforehand.
Challenge: Interviews and the “disclosure dilemma”
During the peak of the pandemic, I had an interview for a semi-remote job, and the interviewer asked if I would be able to work in the office two days a week. In my response, I explained that I am immunocompromised and whether I could work in the office would depend on covid numbers and what safety measures their company was taking to prevent the spread of infections between employees. I hadn’t planned to disclose this during my first interview, but I couldn’t answer the question without doing so.
Though my interviewer said that the accommodation I mentioned would be “no problem,” she ended the interview early and said it was because I was not a fit “based on my experience”—despite the fact that I had two years more than the job listing asked for. It was a frustrating experience that ultimately reminded me that I didn’t want to work for a company that didn’t invest in and celebrate employees from diverse backgrounds.
Job seekers with disabilities often face the “disclosure dilemma” and have a hard time determining when, if at all, they should disclose a disability. Though there is a recent focus on Diversity, Equity, Inclusion and Belonging (DEIB) in larger corporations, disability is often left out of the conversation—which leaves employees with disabilities wondering if it is safe to be their whole selves.
Job seekers with disabilities have no legal obligation to disclose their disability, and the ADA prohibits employers from asking disability or medical-related questions. However, your interviewer can ask questions that are relevant to the functions of the job which may only be answered by disclosing a disability–which can open the door to bias.
Companies with ERGs are likely to be more inclusive and welcoming when it comes to candidates with a disability. That said, job seekers should always do their due diligence when looking into a company they’re interested in, Bungard suggests.
“I recommend doing research on the company. How do they rank for disability inclusion on their Indeed company page? Are they corporate members of any disability-focused groups? Do they have any public accessibility statements beyond their Equal Opportunity Employment statement? Do they have disability representation on their website when NOT talking about accessibility? These are all clues if this may be someplace that will be more accustomed to accommodation requests,” Bungard said.
“In the end, disability or not, we each have to do homework when applying for roles. When you have a disability—maybe you’re more likely to have questions focused on inclusive cultures, workplace flexibility and other accommodations. Know your strengths, know your worth and know your boundaries, and you’re going to be set up for a better experience.”
Tip: On your job hunt, prioritize job openings at companies that have and publicly celebrate their Employee Resource Groups (ERGs). ERGs are voluntary, employee-led groups within an organization that promote a sense of belonging and support inclusivity within the workplace. They give employees a space to network, address common issues and concerns and receive support from those who share similar backgrounds or interests—and many companies now have an ERG created for employees with disabilities.
Challenge: Addressing employment gaps in their resumes due to illnesses or medical treatments
People with disabilities sometimes may need to take time away from work to focus on their health. This may result in long or frequent gaps between jobs on their resume, which might prompt questions by interviewers about why there are employment gaps on their resume.
“If you were able to use any of this gap to read and learn while you had a gap, be sure to communicate that,” Bungard recommended.“Yes, you were recovering—but to stay current during that time, perhaps you listened to audiobooks on certain career development topics or actively engaged with people in your field via social media. Just because you were recovering and now have an employment gap doesn’t mean you didn’t use that time to grow professionally—so share that.”
However, if you want to avoid getting questions about medical-related gaps in your resume, Jeff Arseneaux, Disability Employment Consultant with cerebral palsy, suggests including the dates of obvious work history gaps on your resume and write, “Illness and Recovery” next to them. This can help make it clear to potential employers the reason for the gap without needing to discuss it during an interview.
Overall, employers today are more accustomed to seeing work gaps, particularly after the pandemic, and are more likely to be understanding of gaps on your resume than in years past.
Tip: The non-profit disABLEDperson, whose mission is to reduce the high unemployment rate of individuals with disabilities, put together anarticle with tips on how to explain gaps in your resume due to disability. Some of the recommendations include stating your reason directly and unapologetically, as well as highlighting any new skills you might have acquired during that time away from work. (Think online courses, volunteer work, certifications, etc.)