At what point do you mention accommodations

[Anonymous]

Anonymous wrote:Invisible mental disability or a physical disability Op?

If you know your accommodations are going to interfere with your ability to do the job well, bow out. Find a better match company and role.

The accommodations would in no way interfere with my ability to do the job. I am not asking for any adjustments to workload or schedule. I am very well qualified for the position and I believe that I have a lot to contribute to the company. If the company can’t accommodate me, then I will accept that and will move on. I’m not interesting in filing an ADA complaint or making anyone’s job difficult. But I would like to make this position work if offered. And I just wouldn’t want the team to be resentful that I wasn’t upfront.

[Anonymous]

OP, I think physical disabilities are easier to have accommodated because there really isn’t as much subjectivity to it as an invisible disability where people may differ on what is reasonable to accommodate.

If you are blind, then there is software to read things to you. If you have mobility issues then they should be able to give you an office you can access (maybe first floor or whatever).

[Anonymous]

Werent you required to disclose during the application? I remember all those tickboxes where I have to sign and date that I have no disability

[Anonymous]

Anonymous wrote:I’m being particularly vague because I don’t want to be recognized. DCUM is such a small world. Fortunately I don’t need anything as major as a ramp and I am not asking to work remotely. I think I will wait for an offer. I don’t think anybody would argue the accommodation knowing the disability. Of course there is a possibility they will figure it out before that if the next interview is in person.

I’d ask before the offer. You’ll look too difficult if you think you’re going to bring out a bunch of surprises to negotiate immediately afterwards.


You only have a matter of days to negotiate your accommodations or else you decline and they go to the next candidate.

[Anonymous]

Anonymous wrote:OP, I think physical disabilities are easier to have accommodated because there really isn’t as much subjectivity to it as an invisible disability where people may differ on what is reasonable to accommodate.

If you are blind, then there is software to read things to you. If you have mobility issues then they should be able to give you an office you can access (maybe first floor or whatever).

Just jumping in to note: some physical disabilities can also be invisible. I have intermittent neurological coordination issues (generally but not always well managed by medication and PT).

[Anonymous]

Anonymous wrote:Werent you required to disclose during the application? I remember all those tickboxes where I have to sign and date that I have no disability

This.

The small employer is going to learn this the hard way.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP, I think physical disabilities are easier to have accommodated because there really isn’t as much subjectivity to it as an invisible disability where people may differ on what is reasonable to accommodate.

If you are blind, then there is software to read things to you. If you have mobility issues then they should be able to give you an office you can access (maybe first floor or whatever).

Just jumping in to note: some physical disabilities can also be invisible. I have intermittent neurological coordination issues (generally but not always well managed by medication and PT).

Was just about to say this. Sadly, anything that isn't highly visible doesn't garner much sympathy and even makes some people suspicious you're malingering.

Best of luck, OP.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP, I think physical disabilities are easier to have accommodated because there really isn’t as much subjectivity to it as an invisible disability where people may differ on what is reasonable to accommodate.

If you are blind, then there is software to read things to you. If you have mobility issues then they should be able to give you an office you can access (maybe first floor or whatever).

Just jumping in to note: some physical disabilities can also be invisible. I have intermittent neurological coordination issues (generally but not always well managed by medication and PT).

Was just about to say this. Sadly, anything that isn't highly visible doesn't garner much sympathy and even makes some people suspicious you're malingering.

Best of luck, OP.

+1

Good luck with your mystery accommodations and mystery issues

[Anonymous]

I wouldn’t be so coy. A lot of companies like to hire people with disabilities. They care about them. Mine actively seeks them out.

[Anonymous]

Thinking the OP has Chrohn’s or something similar and needs easy access to a bathroom.

[Anonymous]

To OP -- is this the your first job? I'm wondering how you have handled this in the past?

[Anonymous]

Anonymous wrote:Werent you required to disclose during the application? I remember all those tickboxes where I have to sign and date that I have no disability

Np. I've been disabled since birth(long story short, I walk differently). I don't select that I have a disability as I don't want to be discriminated against. Even if the poster selected that they are disabled, legally an employer can't ask about it. I don't even bring up my disability unless someone asks about it.

[Anonymous]

Anonymous wrote:Werent you required to disclose during the application? I remember all those tickboxes where I have to sign and date that I have no disability

Heavens no.

[Anonymous]

I have mostly-invisible physical disabilities, OP, and I disclose after the offer. No one has ever been resentful, as far as I know. I did have to turn down a job once when we both realized post-offer that there was a job duty that I could not do, even with accommodations. But they weren’t upset with me for the order in which things played out. They were probably relieved I didn’t start the job and then discover I couldn’t do it.

I’m an attorney, if that matters, and my disability affects my vision and other things.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m being particularly vague because I don’t want to be recognized. DCUM is such a small world. Fortunately I don’t need anything as major as a ramp and I am not asking to work remotely. I think I will wait for an offer. I don’t think anybody would argue the accommodation knowing the disability. Of course there is a possibility they will figure it out before that if the next interview is in person.

If it's an obvious physical accomodation like not using stairs or seizure safety, just tell them what you need when you join.

If it's ADHD or fatigue or some mental condition, you're in for a much more tense negotiation, and should research back channels to see how supportive they are.

+1

Asking for shorter hours, a dog at your feet, noise canceling headphones all the time, AI to do your writing, extra time to do work, extra written instructions for every repeat and new task, nap time, speak to text software, tons of work from home days, etc is indeed difficult in productivity, team morale, and a company.

How are noise cancelling headphones or speech to text software bad for morale? They don't affect anyone else and w pretty much the definition of reasonable accommodation.