Disabilities

Title I of the Americans with Disabilities Act (ADA) protects people with disabilities in the realm of employment. Protective legislation covers employers with 15 or more employees and prohibits discrimination against qualified individuals with disabilities. This means employers who function under the ADA cannot ask if an individual has a disability at any given time and they cannot penalize an employee based solely on the existence of a disability in any of the aspects of a job listed below:

• Job application
• Hiring
• Firing
• Advancement
• Compensation
• Job Training
• Job Duties
• Other Terms, Conditions, and Privileges of Employment
• Requires that reasonable accommodations be provided to eligible employees who submit their request and supporting medical documentation substantiating a disability

Students should contact Drexel's Disability Resources at 215.895.1401 with questions about determining reasonable accommodations.

The following factors are taken into consideration when an employer determines if a specific accommodation is reasonable:

• Manner and Duration of the Condition – A person must have an ongoing or chronic condition/impairment for six months or more that is significantly impacting on a daily basis.
• Size of the Company - If the company employs 15 or more individuals, they are required to comply with the federal legislation. Smaller companies that are not required to comply with federal legislation may or may not make accommodations depending on available resources.
• Does the accommodation directly mitigate limitations - Any approved accommodation must serve to eliminate barriers that exist in the work environment for that specific person.
• Undue hardship - An accommodation cannot cause an unreasonable financial or administrative burden on the employer
• Does the accommodation allow the person to fulfill their essential job functions.
• Accommodations must not prevent a person from being able to perform the essential functions of their position.

Some Examples of Accommodations

For many co-op students, the work accommodations you request may be the same as (or similar to) the accommodations you need in academic settings:

• Elevator access to parts of buildings that are accessible to other employees by way of stair
• Adaptive equipment or software (phones, keyboards, desks, chairs, computer programs)
• Sign language interpreting during an interview and on the job
• Regularly scheduled breaks during the day for managing medications or health related obligations
• Flexible leave to undergo medical treatments
• Modification of work schedules, working from home
• Job restructuring

Students should contact Drexel's Disability Resources at 215.895.1401 for any questions about disclosing a disability to an employer.

Examples of Why You May Decide to Disclose a Disability to an Employer:

• You will need accommodations on the interview. In this instance, you will want to disclose before your interview (i.e. to arrange for a sign language interpreter, ensuring the location is wheelchair accessible).
• You know you will need accommodations in order to perform the essential functions of your job. Typically, it is recommended that an individual is offered a position before disclosing the need for accommodations.
• You have a "visible" disability (i.e. blindness, physical disability). You may wish to address this during the first face-to-face interaction with your employer. This approach can put you in control of your identity and can allow you the opportunity to focus the attention on your strengths and skills, rather than on your disability.
• If you have an "invisible" disability (i.e. learning disability, ADHD, Autism Spectrum Disorder, mental illness, chronic illness), you may wish to have more discretion in who you disclose to and how it is approached. See below for tips on when to disclose.

Tips for a Successful Disclosure

Disclosing is only required if you are requesting accommodations. Otherwise, it is up to you to decide if and when you tell anyone at your workplace of your disability. Disclosure always carries with it the potential for unnecessary bias and discrimination, but if done correctly and in the right situation, disclosure can relieve the person with the disability of associated anxiety and bring colleagues closer together. Here are tips for a solid and successful self-disclosure:

• Should you decide to disclose, you may do so at any time. Most people do not disclose before getting an official job offer unless they A) need accommodations on the job, or B) have a visible disability. However, you may disclose in your résumé or cover letter, interview, post-acceptance, or anytime you feel like it would be appropriate.
• Your personal philosophies on disability and social justice may contribute to when and how you decide to disclose. Some feel that hiding their disability hides too much of who they are. Additionally, some decide to disclose because they want to know that they are working for an open-minded, equal opportunity-focused employer.
• Should you decide to disclose to your employer, it is recommended that you spend a small portion of your time speaking on your disability and any related accommodations that you are requesting. It is best to follow that information with a great deal of focus on your strengths, experience, education, skills, and interest in the position.

• Americans with Disabilities Act (ADA) – The ADA prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities.
• United States Department of Labor Disability Resources – The U.S Department of Labor enforces the Americans with Disabilities Act and provides information and links to federal agencies enforcing the ADA as well as the Department of Labor’s Office of Disability Employment Policy (ODEP).
• Job Accommodation Network (JAN) – JAN provides free, confidential technical assistance about job accommodations and the Americans with Disabilities Act (ADA).
• disABLED Person – This job posting board and recruiting service is specifically for job seekers with disabilities.
• Neurodiversity Network – The purpose of the Neurodiversity Network is to provide resources for neurodivergent job seekers and neurodivergent students, employers, and universities, in addition to supporting the neurodiverse community.
• Neurodiversity Career Connector (NDCC) – NDCC is a free platform for neurodivergent individuals to connect with inclusive employers by expressing interest in their organizations.