Monthly Archives: February 2017
Common wisdom states that you should never disclose a disability on a job application. In fact, one study found that 75% of respondents said the risk of not being hired was enough to prevent them from ever disclosing their disabilities. Mention disability on a job application, career advice so often says, and watch your resume slip quietly to the bottom of the slush pile.
Much as we’d like to claim otherwise, there’s a nugget of uncomfortable truth buried in this approach. One of the reasons the unemployment rate is disproportionately high among people with disabilities is that there are fewer opportunities. No law or regulation is powerful enough to change minds, and employer attitudes still act as a roadblock for prospective candidates. Organizations like DECSA are continually working to abolish harmful myths about disability in the workplace, but our reach isn’t limitless and the wider world has a long way to go before the field is truly equal.
All is not bleak, however. Positive messaging about inclusive hiring, especially from influential corporations like Starbucks and Tim Hortons is helping employers and candidates realize that disability and employment need not be treated like oil and water. Equal opportunity employers are reaping the benefits of diverse hiring practices, encouraging everyone else to take the leap.
So, given the many success stories and the widespread promotion of disability awareness, there has never been a safer time to disclose a disability early in the job application process. It may not be the best decision in every case, but disclosure should no longer be universally discouraged.
You may well ask: “Why should I take the risk? Just because it might not jeopardize my career doesn’t mean it will help, right?” James Gower, who has Cerebral Palsy, explains that in specific situations, disclosure is not only safe, but advantageous. Choosing to disclose his disability on an application form allowed him to speak freely and extensively about the disability-related skills he had learned, such as adaptive sports, which may not have been strictly job-related but certainly demonstrated his flexibility and perseverance. James also points out that desirable traits, such as self-awareness, are sometimes enhanced by the very presence of disability. In this way, people with disabilities can give themselves a competitive edge in a time when standing out in the crowd is more important than ever.
One of DECSA’s Communications Specialists describes how disclosing her visual impairment in her cover letter actually bolstered her application:
It took a tremendous amount of courage to disclose my disability before the interview. I’d never done so before, and it went against all the advice I’d ever been given. I knew DECSA was open to candidates with disabilities, though, so I used that openness to give my application a memorable touch. I referenced my own personal advocacy in the disability community, linked to my blog, and illustrated how my intimate knowledge of one of DECSA’s client groups would help me serve their organization exceptionally well. I can’t say whether this improved my chances, but it really cut down on the pre-interview jitters—how will they react when they find out, and so on—and it definitely didn’t hurt my chances, either. I had all the right credentials and great references, but I think that disclosure may have given my application particular relevance.
Pre-disclosure can serve as more than an application boost, though. There may be cases when revealing a disability before the interview stage is necessary. For example, if a learning disability will affect skills testing or any other part of the interview process, it would be imprudent not to disclose it beforehand so that proper accommodations can be made. As James Gower points out, those with physical disabilities may require special accommodations at the interview, such as a suitable chair or an accessible entrance. Failing to disclose may result in avoidable anxiety and stress for both candidates and interviewers.
Most of the time, disability is just a personal trait like any other, and has little or nothing to do with the application process. Disclosing a disability when it’s irrelevant to the job search is unnecessary and even risky, so it’s best to exercise caution when doing so. That being said, it’s time we move away from a global practice of concealment and secrecy, toward a world where disability is neither feared nor penalized. Ideally, we at DECSA would like to see an open, inclusive application process for every career path. Until then, evaluate each situation on a case-by-case basis, and see where your job search takes you.
DECSA is an inclusive organization that celebrates and promotes diversity in all its forms. If you have a disability and would like assistance with your job search, contact us.
Today is Valentine’s Day—a day for the celebration of lasting love and giddy infatuation—and all across Canada, teenaged couples are indulging in a little romance. Young love has a special magic all its own. According to a survey by Michigan State University, 75% of middle schoolers have been in a relationship by the time they’ve reached eighth grade. Dating, it seems, is as popular among teens as it’s ever been.
There can be, however, a darker side to teen relationships. Inexperienced as they are, they often struggle with basic elements of a romantic relationship. They deal with the same communication problems as adult couples, but often lack the emotional intelligence to solve them. Struggling to manage strong feelings, like jealousy, can also lead to conflict in what might otherwise be an idyllic partnership. When life gets complicated, many teenaged couples are ill-equipped to handle it.
An uncomfortably common result of these issues is dating violence, which the Center for Disease Control (CDC) defines as “the physical, sexual, psychological, or emotional violence within a dating relationship, including stalking.” No one wants to think of young people committing violence against each other, but it’s an unfortunate reality we must all face if we wish to protect victims and prevent further violence. Since roughly 30% of teens say they’ve been a victim of dating violence, this is not an issue we can afford to ignore.
What to Look For
The CDC emphasizes the importance of recognizing warning signs. You’ll find that most signs are identical to those you’d notice in an abusive adult relationship. Watch for these dynamics:
- The victim loses interest in their favourite activities and suffers other symptoms of depression.
- The victim frequently apologizes and/or explains away their partner’s behaviour.
- The perpetrator frequently demeans the victim in front of their peers. The victim has unexplained injuries they’re unwilling to discuss.
- The victim has an extremely jealous partner, who exhibits controlling behaviour and monitors the victim constantly.
- The victim resorts to substance abuse and other risk-taking behaviour.
It’s not always easy to spot dating violence, because some cases are less obvious. Indeed, some teen relationships can seem outwardly perfect, especially if the perpetrator is savvy enough to refrain from abusing their partner in any noticeable way. Crystal Sanchez describes her abusive relationship in stages. First, the infatuation, the charm, and the belief that she was special. Then came the subtle abuse, which fooled her into believing “jealousy was adoration.” Finally, her partner began to physically abuse her. She was held at gunpoint, punched into unconsciousness, emotionally manipulated via suicide threats, and nearly killed multiple times because of her partner’s dangerous driving. It took her eight years to free herself, and all throughout that time, no one really suspected what was happening to her because all the abuse took place where her friends and family could not witness it.
Don’t Let Myths Mislead You
In other cases, the abuse is overlooked because several myths surround teen relationships. For example, many believe that teens who come from loving, secure homes would never tolerate abuse and would report it immediately. As one anonymous woman explains, this is far from true. Even her loving, supportive family was unable to shield her from her abusive partner, because they assumed it would never happen to her. She was a strong, confident girl who always said she’d “never let a man hit [her].” Still, she fell for a vulnerable, harmless-seeming boy who convinced her that he was in need of nurturance, and only she could provide it. By the time she realized her relationship was unhealthy, she was in too deep to report it.
The most persistent myth appears to be that victims are always female. As we’ve discussed in the past, men and boys can fall prey to violence and abuse, but rarely report out of fear and shame. For teenaged boys, image is everything, so it can be doubly difficult to come out as a victim of dating violence.
Dating violence has long-term consequences beyond bruises and humiliation. It is so often a pipeline to repeat victimization, exploitation, and substance abuse. Victims can become permanently isolated from family and friends. They tend to abandon their dreams and goals because of unwanted pregnancy, prolonged drug use, a criminal record (in the perpetrator’s case), and mental health issues. According to research conducted by Cornell University, both victims and perpetrators may also find it impossible to maintain lasting, healthy relationships, because their past has damaged their concept of love and respect.
What can be done?
It turns out that it’s not enough to be alert for warning signs. Prevention needs to be everyone’s ultimate goal. One of the best ways to do this, as Ms. Sanchez points out, is to talk about it. Discuss dating violence with young people early on, even before middle school. Give it a name, explain what it looks like, and assure teens that they are always welcome to come forward. Education isn’t just for potential victims: potential perpetrators also benefit from learning about dating violence, which they may not always understand is unacceptable. Society has a way of tacitly enabling violence, so it’s not guaranteed that they’ll be able to filter these messages effectively.
Dating is a vital part of a teen’s emotional development, and the solution is not to discourage it from occurring. Instead, we must arm them with the tools and knowledge to navigate healthy relationships and exit unhealthy ones. Teach them what to look for, guide them as they grow, and the chances of violence, and its accompanying long-term consequences, will decrease.
Have you ever been asked whether your social media profiles are resume-ready? Polishing your social media presence is a process that mostly involves common sense. For instance, the general public is aware that posting photos from the latest wild party is a risky choice. The last thing you want hiring managers to come across when Googling you—and they will Google you—is a rage-fuelled, work-related rant.
As DECSA’s Communications Specialists will be quick to tell you, though, preparing your online presence for professional scrutiny is more complicated than removing offensive content. Today, our Community Relations team will be presenting a FAQ about shaping and maintaining a professional but personalized online presence.
Do hiring managers really care about what I do with my social media profiles?
As it turns out, they care an awful lot. One study found that 93% of hiring managers do some degree of online digging before contacting interviewees. If you don’t pass this initial screening, you won’t even be considered for an interview—and as you can imagine, that will take a serious toll on your career. In this competitive job market, you have to remember that your resume might be one of dozens or even hundreds, so you have to make an exceptional first impression before you’ve even met your interviewer(s).
Where should I begin?
The first step is probably the lengthiest. Before you start sending out resumes, you should conduct a purge of all your social media profiles. Flag any potentially offensive or unprofessional content that is open to the public. Adjust your privacy settings to manage what people can see. It’s fine to be uncensored in private spaces, but social media is rarely as private as we’d like it to be.
Remember to Google yourself to find out what has been posted about you. While you can’t control every word that’s linked with your name, being aware of what’s out there is essential. Knowledge is power.
What kind of content could get me in trouble?
Well, there’s the obvious stuff: take down or hide any unflattering photos; employers won’t be charmed by that keg you’re posing next to. Get rid of that profanity-filled rant you published in the heat of the moment. While no one expects you to be upbeat and positive all the time, it’s a good idea to keep the outrage to a reasonable level.
We should warn you that there are innocent-seeming posts that can turn employers off very quickly. Remember that time you tweeted about how talented you are at procrastinating? How about that Facebook post describing your less-than-stellar organizational skills? Everyone is human and therefore imperfect. Hiring managers ought to keep that in mind, but broadcasting your flaws for the world to see could jeopardize your career, especially if your field depends upon organizational skills and a healthy respect for deadlines.
Even if your online presence isn’t objectively offensive, your views and behaviour may not align with company culture, and that could become a stumbling block down the line.
Would it be safer to simply delete or lock down all my accounts?
Definitely not! While we don’t advise disregarding your right to privacy—we’re ardent proponents of work-life balance—we recommend that you keep at least some of your online presence public. It’s perfectly acceptable and even wise to designate one or more of your accounts as a safe space to detach from professional matters, but it’s beneficial to dedicate an account or two to showcasing yourself as a valuable member of your industry.
Share informative material that’s relevant to your chosen field, follow influential industry leaders, and take advantage of online networking opportunities.
So you’re saying I can’t be myself online?
Actually, your personal brand will thrive if you present yourself as authentically as possible. Hiring managers are interested in more than your academic credentials and work experience. They want to select someone who will be a suitable fit for their organization, so letting your personality shine through is a significant career asset. There’s a difference between being attractive to the professional world and stifling your identity. You can have the most impressive resume around, but if you don’t come across as a cooperative, positive contributor to an organization’s culture, chances are you won’t be getting that call-back.
All of this seems really complicated. Is social media more of a threat to my career than a benefit?
Don’t be discouraged: it’s simpler than it sounds, and if you think strategically about what you post, the maintenance will seem like a breeze. In the end, you have to put social media to work. Approach your online presence like the marketing tool that it is. Establish an online portfolio, keep your LinkedIn account up-to-date, and feel free to share professional and personal accomplishments. Use social media as a space for putting yourself out there. If you make the necessary effort, you’ll certainly reap the reward. Take it from us: social media is your friend. Treat it like one.