Students with Disabilities

The content in this section has been designed specifically for students who identify as having one or more disabilities.

Career Planning Career Coaching Disclosure Accommodations Employment Rights & Responsibilities Resources

What is a disability?

Disabilities can be temporary or permanent, mild to severe, chronic or episodic, congenital (present at birth) or acquired, progressing to improving, and visible or invisible. They can be physical, cognitive, intellectual, mental, or sensory. Regardless of your disability type(s), we are here to support you as you plan for a successful career.

Career Planning

Career planning is a continuous process which involves several steps, including:

Self-assessment

At Western, we encourage all of our students to learn about their strengths. Numerous online assessments can help you learn more about your interests, values, skills and personality. Students with disabilities can also explore any existing documentation (such as psycho-educational testing reports or medical results) to better understand both their strengths and needs. Be sure to consider if your documentation is recent enough to be valid and reliable. Understanding your strengths can give you ideas about possible career paths.

For help with self-assessment, or to learn about your strengths, book a one-on-one career appointment today .

Research and Exploration

There are millions of possible lives each of us could lead.

Using what you learned during self-assessment, choose just a few possibilities to explore in depth. We encourage you to 'try on' career ideas by talking to those already in the profession, job shadowing, volunteering, completing an internship, or any other method of figuring out what feels right for you.

If you require accommodation of any kind to participate in an experience, you are encouraged to disclose your limitations and ask for what you need. You can learn more about disclosure and requesting accommodations in the Career Education workshop Accessibility in the Workplace - Knowledge to Self-Advocacy

Decision-making and Implementation

Life is an accumulation of choices. Some choices feel minor, while others feel major. When we are young, we are often asked, "What do you want to be when you grow up?" This question can feel overwhelming, as it implies a single, permanent choice. In reality, your career will be a long series of choices, with many twists and turns and new opportunities. All you really need to decide is where to start. Then, take the first step and keep an open mind.

Evaluation and Adjustment

Career development is a continuous process. At any time, you can step back, redirect, and make a new choice. For students with disabilities, this is especially important to remember. If a particular industry or job is not giving you the opportunity to use your strengths to your full potential (even with reasonable accommodation), you may decide to redirect and explore other options. You will know that a job is a good fit when you feel respected, encouraged and supported to use your strengths successfully.

Career Coaching for Students with Disabilities

Wondering how your future goals might be affected by disability?

Nervous about requesting accommodations?

Unsure what career path will best utilize your strengths?

Career coaches can help you feel confident about your career choices and support a personalized approach to job search, networking, and interview preparation. Our team includes individuals with lived disability experience, and all coaches can share knowledge and best practices around career matters.

It's beneficial to begin career exploration as early as possible in your Western experience.

Reach out today to start planning for success!

Book an individual career appointment

Get in touch

Or call us at 519-661-3559

Disclosure

Disclosure is the act of making others aware of your disability. Disclosure focuses on functional limitations, as well as what you need to successfully fulfill your essential job duties. You do not need to disclose your medical diagnosis - ever.

Whether or not to disclose your disability limitations to your employer is a very personal choice. It is also a choice that can change over time and vary by situation and circumstance. Although nervousness related to disclosure is common, there are many benefits, including:

Building Relationships

Disclosure conversations are a great opportunity to build and strengthen relationships at work. Clearly explaining your strengths can help employers to appreciate what you bring to an organization. Clearly explaining what you need to reach your full potential can help employers see the benefits of accommodation. Working together to find solutions can create a shared sense of accomplishment.

Success at Work

Once appropriate accommodations are in place, your workplace performance will become a more direct reflection of your capabilities and effort. Be sure to share your success with your employer and clearly communicate how your accommodations are helping and serving your shared goals.

Do I have to disclose?

You are only legally required to disclose if your disability poses a danger to yourself or others, which rarely is the case. An example of this would be a surgeon who develops a tremor, as a steady hand is required for successful surgery. In this case, the surgeon's disability would pose a danger to patients.

There are many different options for where, when, and to whom to disclose. For more information about the disclosure process, review the Career Education workshop "Accessibility in the Workplace - Knowledge to Self-Advocacy"

Watch Our Accessibility in the Workplace Workshop

If you would like to discuss your own disclosure decisions, book a one-on-one career appointment today.

Disclosure Scripts

If you are new to disclosure conversations, it can be helpful to prepare a script in advance. Here is a sample dislosure script template. To learn more about using this template, watch our workshop Accessibility in the Workplace - Knowledge to Self-Advocacy

Disclosure Script Template & Completed Example

Thank you again for this job opportunity! I’m excited to see how my strengths in [skill/attribute], [skill/attribute], and [skill/attribute] will benefit the team.

I would like to share with you that I am a person with a disability, and I am confident in my ability to succeed in this job with appropriate accommodation.

[Challenge] can interfere with my ability to [task] due to [limitation]. In my experience, I can successfully overcome this challenge with [accommodation].

To answer any questions you may have, I would like to arrange a meeting. Please let me know your availability at your earliest convenience.

Thank you in advance for your consideration and understanding.

Here's an example of a completed script:

Thank you again for this job opportunity! I’m excited to see how my strengths in ideation, strategic thinking, and relationship building will benefit the team.

I would like to share with you that I am a person with a disability, and I am confident in my ability to succeed in this job with appropriate accommodation.

Stairs can interfere with my ability to enter buildings or move between floors due to inability to lift my legs more than three inches. In my experience, I can successfully overcome this challenge with a ramp, elevator, or chair lift.

To answer any questions you may have, I would like to arrange a meeting. Please let me know your availability at your earliest convenience.

Thank you in advance for your consideration and understanding.

Accommodations

Wondering which accommodations are appropriate to request at work?

Unsure which accommodations are right for you?

Accommodations are very individualized. Anything that is necessary for you to successfully perform the primary duties of your job to the best of your ability can be an accommodation. Employers are legally required to provide reasonable accommodation up to the point of undue hardship. For more information about legal requirements, see Employment Rights and Responsibilities below.

Accommodations allow you to perform to the best of your ability. They should directly address your functional limitations, which are usually identified by a doctor or other health care professional. Accommodations can include changes to your workspace, to your work schedule, or to how you perform your work tasks. Specific accommodation solutions can be requested, but your employer does get to decide exactly how to accommodate your limitations. For example, you may prefer a specific type of technology, but if your employer already owns something similar that serves the same purpose, it is appropriate to use what already exists.

For more details about types of accommodations and how to request them, learn more in the Career Education workshop Accessibility in the Workplace - Knowledge to Self-Advocacy

If you would like to discuss your personal accommodation needs, book a one-on-one career appointment today .

Employment Rights and Responsibilities

Your right to workplace accommodations is protected by several pieces of legislation, including the Accessibility for Ontarians with Disabilities Act (AODA), the Human Rights Code (HRC), and the Federal Employment Equity Act. Employment equity must be practiced at all stages of the hiring process, from job posting to interviewing and beyond. Employment equity means proactively removing barriers and inviting inclusion for all.

Employers are legally required to provide reasonable accommodation up to the point of undue hardship. An example of undue hardship would be a financial cost beyond the resources available to the employer. However, many workplace accommodations are free. Most other accommodations cost less than $500. Even if an employer feels they cannot financially afford the accommodation, they must thoroughly explore alternative funding sources before declaring undue hardship. For all these reasons, reasonable accommodations are usually implemented easily.

You also have responsibilities to your employer. You are responsible for telling your employer if and when your disability affects your ability to complete the essential duties of your job. It is your responsibility to clearly explain your limitations and needs, which may involve completing paperwork such as a functional limitation form with your doctor or other health care professional. It is also your responsibility to suggest possible solutions. Your employer may be new to the accommodation process; they may be willing to help, yet unsure of how to do so. You can help them to help you.

Once accommodations are in place, it is your responsibility to provide feedback on the success of the accommodation. If the accommodation is working, you can share exactly how the accommodation is helping you. If the accommodation is not working, you can explain why and propose an alternative solution.

Your disability may not affect your job at all. If so, great! Rest assured; these legal rights exist in case your situation changes in the future. However, if your disability could cause unsafe working conditions for yourself or others, you legally must disclose this information to your employer.

If you would like to learn more about employment rights and responsibilities, attend the Career Education workshop Accessibility in the Workplace - Knowledge to Self-Advocacy

If you have questions about your personal situation, book a one-on-one career appointment today.

Resources

Employment Support

ATN

ATN (Accommodation Training and Networking) provides employment support for persons with disabilities. Their focus is on creating community and belonging by providing whole-person, strengths-based supports that empower people to realize their goals and improve their lives.