How do you bring up a disability during an interview?

Anonymous

March 7,2023 at 12:33AM UTC

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How do you bring up a disability during an interview?

I have multiple sclerosis and once a month I need a half day off to do an infusion. My current employer is ok with it and I come in earlier during the week to make up the time. I don't want to bring it up and make them feel like I'm playing my disability card for them to hire me.

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Joan Williams, Senior Talent Acquisition SpecialistMarch 7,2023 at 2:20AM UTC
I would not bring this up until they make you an offer. Your MS should not be an issue but let's face it - it could be and it's none of anyone's business. I wouldn't even say what you're having done. I would just say something to the effect that "I have a standing medical appointment one afternoon a month. In my current position, I typically come in earlier during that week to make up the time - I'm hoping this won't be an issue".
Ebony WilkinsMarch 10,2023 at 1:41PM UTC
Agree completely! This wording is the best way to address the need.
AnonymousMarch 12,2023 at 3:25AM UTC
I have Lupus, and this is how I handle my medical needs (including time for infusions and injections) with my employer. I try to schedule appointments and services for the slowest time of the week or month
AnonymousMarch 7,2023 at 4:02AM UTC
Don’t. Details give them ammunition. Been unfairly terminated due to my disability. Please be careful.
If there are symptoms that can interfere with your work, maybe bring a letter from your doctor.
Hope everything works out for you.
G-E. Runge/#opentoworkMarch 7,2023 at 4:32AM UTC
Since the disability is not exactly visible, it is best to wait until the interviewer has had a chance to get to know you, the candidate and your qualifications clearly before bringing up any such disability. Your best judgment is an asset here.
JulieMarch 10,2023 at 1:31PM UTC
You don’t. After you are offered the job and accept you go to HR with a Drs note to get a “Reasonable Accommodation” under the ADA. You need flexibility 1 day per month - set it up with them and then you can tell your manager. You are under bo obligation to tell them anything. A reasonable accommodation is anything you need that won’t cost the company money or interfere with their product outcomes.
Here is the guide: https://www.dol.gov/agencies/odep/program-areas/employers/accommodations
AmyMarch 10,2023 at 1:35PM UTC
I have MS too. I don’t bring it up until I’m sure I’m going to do the job. Then you ask for an accommodation and/or use sick time for your infusions. I’m not shy about sharing it, I just don’t want it to be a factor in whether or not I get hired if it doesn’t keep me from doing the job as described. Kudos to you for working! I know how hard it can be to work with MS!
AnonymousMarch 10,2023 at 1:46PM UTC
I would just bring it up with HR after you've got and accepted an offer, even if they ask for a doctors note it seems like it would fall under a reasonable accommodation.
AnonymousMarch 10,2023 at 2:45PM UTC
In Canada you can't be discriminated against for having a disability. it is a considered a protected ground under human rights legislation. If you are the most qualified candidate you should be offered the job and a suitable accommodation must be granted to allow you to do the work, such as what you do with your current employer. I would let your employer know when they are offering you the job so that they know what accommodation is required, but they can't not offer you the job because of your disability.
AnonymousMarch 10,2023 at 3:14PM UTC
You should bring it up once you are an employee. Employers must make reasonable accommodations for disabilities, and what you're describing sounds more than reasonable for having a serious illness. Let your skills and experience shine as your only 'cards to play.'
AnonymousMarch 10,2023 at 5:10PM UTC
I’m not sure this is the best answer or best forum for the question.
I suggest poster join the women with ms Facebook group and pose the question there. Please feel free to reach out to me directly.
AnonymousMarch 10,2023 at 6:18PM UTC
I think you are fine to hold this back until you are employed at the company. They don't need to have that information to make a hiring decision about you and my concern for you is if they are not aware of how to handle that information up front it could potentially taint their decision, and that is something you might not ever find out. Wait until you start your job and then in your onboarding have the HR/People Ops person notate your personnel file of the need for what is called an accommodation. Then it is memorialized and that should be enough. Good luck