In today's lecture, we'll be talking about how and when to disclose a disability when applying for a job.
On average about 20 percent of the population has some form of disability.
Most countries, these days, have equal opportunity and non-discrimination laws.
Yet disabled people often find it hard to decide when, how and if at all to raise their disability problem with the potential employer.
There is uncertainty about how a recruiter will perceive their disability.
As such, many candidates fear they wouldn't be considered for a position as a result of disclosing this personal information.
And research has validated this as a genuine concern for many job applicants.
It's a natural reaction, but it shouldn't be a reason to stay quiet.
People need to remember that they are applying for a position they have the skills and experience to excel in.
Discussing a disability with the potential employer may help them make reasonable workplace adjustments in their favor.
It's most appropriate to discuss a disability when they reply to confirm an interview.
This information needn't be put upfront in their cover letter or resume, because it's probably not relevant to the position itself.
Candidates with disabilities should feel they have the power to make their own decisions around sharing this information free from prejudice.
If they find an organization that doesn't celebrate diversity and inclusion, it could say a lot about the company's culture.
Perhaps the organization isn't the right fit.
It's important for them to remember that they are seeking a manager, an employer that's going to be supportive and continue to give them a great employment experience.
Companies sometimes offer candidates the chance to disclose disabilities on their application form, but people shouldn't feel restricted by this method or timing.
People should avoid sharing the name of their disability or condition.
There is always the risk that the recruiter will research information that is inaccurate or irrelevant.
If people don't think their disability will impact their ability to perform in the advertised position, then it's entirely their entitlement to choose when and whether to share this information.
Questions 19 to 21 are based on the recording you have just heard.
Q19: Why do disabled job applicants feel reluctant to disclose their disability information?
Q20: When does the speaker suggest applicants reveal their disability information?
Q21: What are people advised to do when filling out their job application form?