If there’s one question we keep hearing from jobseekers, it’s whether or not to tell a potential employer that you have a handicap. First of all, are jobseekers required to divulge their handicap to a future employer? If so, when is the best moment to do so, and at what point does a candidate need to go into more detail about their handicap?
Unfortunately, as you might have guessed, there isn’t one simple answer to this question. There’s no magical way to be sure that, by telling a potential employer that you live with a handicap, you won’t be subject to stigmatization. That said, one thing is certain: it’s illegal to discriminate against a candidate based on their handicap. The Canadian Charter of Rights and Freedoms requires that employers provide reasonable accommodation for individuals with handicaps in order to offer them an adapted work environment that meets their unique needs.
The catch is that it’s difficult to prove discrimination occurred during the hiring process: an employer could simply say the handicapped candidate lacked the experience necessary, or that another candidate was more suited to the position.
If you want to increase your odds of obtaining a job despite your handicap, here are a few things to consider.
1. Does the employer offer an access program for handicapped people?
If the answer is “no”, you should not mention your handicap in your CV or cover letter. Thankfully, an increasing number of employers offer programs that allow people with handicaps to be prioritized for hiring and to integrate successfully into the workplace. If this is the case for the employer you’re applying to work with, simply respond to the questionnaire for self-identifying targeted groups under the Loi sur l’accès à l’égalité en emploi or the Loi sur l’équité en matière d’emploi. Remember that self-identifying is voluntary.
2. Is your handicap visible?
It’s clear that if you arrive for your interview in a wheelchair, your handicap will automatically be divulged to the employer. However, you don’t need to provide any additional details about your handicap, unless you think that doing so would help reassure the employer about your ability to handle the responsibilities of the position you’re applying for.
If your handicap isn’t visible to the naked eye, there’s no need to bring it up right away, unless you’ll need particular accommodation during the interview.
3. Will the workplace need to be adapted for your interview or to allow you to do your job if you’re hired?
If, in order to attend a job interview, the building needs to be equipped with an elevator or you require a braille keyboard to communicate during the interview, it would be advisable to be sure the building is accessible and has all the necessary equipment to engage in the interview beforehand. If you don’t require any special accommodation for the interview but would need adaptive equipment or measures before starting the job, we suggest you receive a confirmation of employment before bringing up your handicap with the employer. You can ask for the required accommodations after the interview process, avoiding any potential discrimination during the selection process.
4. Are you comfortable talking about your handicap with your employer and your colleagues?
Once you’re hired, whether or not you want to talk with your superiors and colleagues about your handicap is entirely up to you. Some people are comfortable talking openly about their handicap and would like their colleagues to understand their reality. Others would rather keep details about their handicap to themselves. Either decision is acceptable and the choice will depend on your personality and your level of comfort in the situation. That being said, if you require accommodations from your employer that weren’t discussed during the interview, don’t hesitate to ask your employer. You have a right to an adapted workplace that meets your needs.
In short, it’s not necessary (read: not recommended) to mention your handicap in your CV or cover letter, or during an online application, unless the employer explicitly offers an equal-access program for people with handicaps. Whether or not you convey the nature of your handicap to an employer after the interview process is complete depends on your situation and your level of comfort. Remember that the law protects you from discrimination and your employer has no right to decide whether or not to hire you based on your handicap.
If you believe you’ve been the victim of discrimination during the hiring process or at your job, contact L’ÉTAPE to discuss your situation. Our team is also available to support you during your job search. You deserve to find a job that aligns with the height of your skills and your aspirations!
By L’ÉTAPE : Service d’aide à l’emploi
Ready to apply? Visit Jobboom by clicking here to view all available job offers.
Leave a Reply