Wilma Fellman, career counselor
During the six months he spent out of work, Kevin read about laws protecting people with disabilities such as ADHD (ADA - The Americans with Disabilities Act). He learned that he could disclose his disability to a prospective employer as a way to receive accommodations on the job.
So Kevin began to include, in cover letters, the fact that he would require some workplace accommodations for his AD/HD. He felt that this strategy would also help explain away the appearance of "job hopping" on his resume. In addition, it would reassure prospective employers that his ADHD-related problems would not be an issue if he had the right accommodations, such as a quiet workspace.
After six months, Kevin got some interviews but not one job offer. It was time to consult a career counselor. Together, they discussed the ADA law and its prohibition against discrimination of disabled candidates. Unfortunately, Kevin learned what happens in real life when the rubber meets the road: people who disclose ADHD frequently don't get the job.
False Beliefs
Despite what the law says, disclosing your AD/HD can work against you. ADHD is an invisible, often misunderstood disability and employers often have false beliefs about people who have it. They may consider ADHD job candidates as less capable, "slow," or "trouble." In a tight job market, why would an employer hire someone about whom he has doubts, versus someone who has raised no "red flags?" The fact is, ADA does NOT state that the employer must hire the disabled worker.
Kevin soon realized that his job-seeking strategy was like shooting himself in the foot. He was hiding behind his disability, which frightened employers. He was defensive in his manner, which made him appear "difficult." In interviews, his demands for accommodations came off as audacious and antagonistic.
Kevin needed to change his strategy or he wasn't going to find a job.
Planning Behind the Scenes
First, Kevin had to ask himself whether he was truly the best candidate for the job. If the answer was "yes... with some modifications," he was in the right ballpark. If the answer was "no," then he needed to identify those areas of mismatch, and transition to a slightly different tangent of the profession.
Kevin discovered that his graphic arts background matched his skills and abilities; and that most of the time, he had received positive feedback from previous employers. This realization helped restore Kevin's confidence in the product he was selling - himself.
Next, instead of mentioning his disability in cover letters, Kevin began to stress his abilities, strengths and talents. He received many more interview appointments. Employers were more eager to meet such a capable candidate.
Still, Kevin felt that he wanted to be "honest," about his disability, and had to decide whether that would work for or against him. But after he read about dozens of "secret" strategies (ADD in the Workplace, by Kathleen Nadeau) he could try without asking for special treatment, he realized that disclosing his disability up front might not be necessary after all. Examples of "secret" strategies include:
- Use of tape recorder, post-it notes, watch with beeper/vibration, headphones
- Flex-time, voice mail, memos, checklists
- Moving around, exercise at lunch, frequent short breaks, buddy system
- Day planner, computer software, simplifying paperwork
- Executive job coach
If you believe that you cannot secure suitable (and secret) accommodations behind the scenes, then it may be necessary and important to disclose your disability at the time of your interview. However, you'll need to "reframe" the way you tell people about your ADHD so you don't destroy your chance of getting the job.
Reframing Techniques
Kevin practiced simple re-framing techniques that made interviewers, prospective supervisors and even Kevin himself feel more comfortable.
- Instead of saying: "I have ADHD and it will require special accommodations, by law."
- Reframe by saying: "Let me itemize my skills and abilities that I believe are well matched to the requirements of this job."
- Instead of saying: "Because of my disability, I can't be expected to remember things from staff meetings."
- Reframe by saying: "I work best if I use a tape recorder to be sure I remember everything from staff meetings."
- Instead of saying: "I have ADHD, so if I work here, I will need the following modifications to my environment: a private office, more time to get my work done, and less pressure."
- Reframe by saying: "I work best in a quiet environment, and if it gets noisy, I am more than willing to move to a quieter spot, or take some work home."
With proper pre-planning, re-framing, and support systems in place, many people with ADHD are better able to take control and responsibility for their strengths and their challenges - providing themselves the best opportunity to gain respect, trust and a positive outcome in the workplace.
