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:
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.
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
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.
