WEBVTT 00:00:00.000 --> 00:00:12.280 align:middle line:90% 00:00:12.280 --> 00:00:15.100 align:middle line:84% Hi there, and welcome to disability disclosure 00:00:15.100 --> 00:00:17.890 align:middle line:90% in the job search and workplace. 00:00:17.890 --> 00:00:20.560 align:middle line:84% We would like to welcome you from Access Computing. 00:00:20.560 --> 00:00:21.910 align:middle line:90% I'm Tami Tidwell. 00:00:21.910 --> 00:00:23.280 align:middle line:90% I work with DO-IT. 00:00:23.280 --> 00:00:25.960 align:middle line:84% I am a program coordinator working with high school 00:00:25.960 --> 00:00:27.790 align:middle line:84% and college students with disabilities, 00:00:27.790 --> 00:00:30.640 align:middle line:84% helping them transition from high school to college, 00:00:30.640 --> 00:00:32.290 align:middle line:90% and college to careers. 00:00:32.290 --> 00:00:36.730 align:middle line:84% I will let my co-presenters introduce themselves. 00:00:36.730 --> 00:00:38.260 align:middle line:90% Hello, I'm Sean Marihugh. 00:00:38.260 --> 00:00:40.570 align:middle line:84% I work on Microsoft's accessibility team, 00:00:40.570 --> 00:00:42.250 align:middle line:84% mainly in the disability answer desk 00:00:42.250 --> 00:00:44.770 align:middle line:84% which provides technical support for customers 00:00:44.770 --> 00:00:46.420 align:middle line:90% with disabilities. 00:00:46.420 --> 00:00:47.560 align:middle line:90% And I'm Michael Reese. 00:00:47.560 --> 00:00:50.550 align:middle line:84% I work at Bellevue College in the RISE Learning Institute. 00:00:50.550 --> 00:00:53.440 align:middle line:84% RISE stands for Research, Innovation, Service 00:00:53.440 --> 00:00:55.630 align:middle line:90% and Experiential Learning. 00:00:55.630 --> 00:01:00.460 align:middle line:84% We connect college students to opportunities beyond higher ed 00:01:00.460 --> 00:01:02.980 align:middle line:84% and help them bridge from college to career. 00:01:02.980 --> 00:01:11.460 align:middle line:90% 00:01:11.460 --> 00:01:15.900 align:middle line:84% So today, we hope that you as listeners are either in either 00:01:15.900 --> 00:01:16.620 align:middle line:90% of these boats. 00:01:16.620 --> 00:01:20.250 align:middle line:84% You're either looking for an internship or a student job, 00:01:20.250 --> 00:01:23.130 align:middle line:84% or you're starting your career search. 00:01:23.130 --> 00:01:26.340 align:middle line:84% If you are in-depth into your career, that's fine too. 00:01:26.340 --> 00:01:28.590 align:middle line:84% If you're looking for tips on how to disclose, 00:01:28.590 --> 00:01:29.620 align:middle line:90% we welcome you as well. 00:01:29.620 --> 00:01:34.630 align:middle line:90% 00:01:34.630 --> 00:01:36.760 align:middle line:84% Today, we're going to cover a number of topics, 00:01:36.760 --> 00:01:39.130 align:middle line:84% and what we're hoping that you'll take away from this 00:01:39.130 --> 00:01:41.140 align:middle line:90% is three primary things. 00:01:41.140 --> 00:01:43.390 align:middle line:84% We hope that you understand your options 00:01:43.390 --> 00:01:46.210 align:middle line:90% of when you can disclose. 00:01:46.210 --> 00:01:52.840 align:middle line:84% We're going to focus on what we call the if, the when, and the 00:01:52.840 --> 00:01:56.237 align:middle line:84% how of disclosure, and a little bit on the who as well. 00:01:56.237 --> 00:01:58.570 align:middle line:84% So those are some of the things we'll be thinking about. 00:01:58.570 --> 00:02:00.820 align:middle line:84% We are going to hear some employer and employees 00:02:00.820 --> 00:02:03.970 align:middle line:84% perspectives on disclosure-- how that varies 00:02:03.970 --> 00:02:05.465 align:middle line:90% from employer to employer. 00:02:05.465 --> 00:02:07.090 align:middle line:84% We'll strategize a little bit about how 00:02:07.090 --> 00:02:10.000 align:middle line:84% you might build your network of mentors and peers 00:02:10.000 --> 00:02:14.510 align:middle line:84% to help you through the process as you think about this more. 00:02:14.510 --> 00:02:17.940 align:middle line:84% We want to recognize that we all have ability on a spectrum. 00:02:17.940 --> 00:02:21.860 align:middle line:84% So we all have differences in our vision, our hearing, 00:02:21.860 --> 00:02:24.560 align:middle line:90% how we walk, or how we roll. 00:02:24.560 --> 00:02:27.890 align:middle line:84% How we read print, how we write with a pen or pencil, 00:02:27.890 --> 00:02:31.700 align:middle line:84% how we communicate, and how we tune out distraction. 00:02:31.700 --> 00:02:34.760 align:middle line:84% So basically, everything throughout of your daily life, 00:02:34.760 --> 00:02:37.220 align:middle line:84% you have an ability on a continuum, 00:02:37.220 --> 00:02:40.130 align:middle line:84% and we want to recognize all of those differences. 00:02:40.130 --> 00:02:43.340 align:middle line:84% And know that nothing we say today 00:02:43.340 --> 00:02:45.690 align:middle line:84% will work for every single person, 00:02:45.690 --> 00:02:48.500 align:middle line:84% but this is an opportunity for you 00:02:48.500 --> 00:02:52.310 align:middle line:84% to explore where you fall on this continuum, 00:02:52.310 --> 00:02:55.400 align:middle line:84% and how you might want to use different accommodations, 00:02:55.400 --> 00:02:56.300 align:middle line:90% or choose not to. 00:02:56.300 --> 00:02:59.948 align:middle line:90% 00:02:59.948 --> 00:03:01.740 align:middle line:84% In a lot of the things that we cover today, 00:03:01.740 --> 00:03:04.700 align:middle line:84% we'll kind of approach picking of candidates 00:03:04.700 --> 00:03:08.000 align:middle line:84% as whether they're a qualified applicant for a role. 00:03:08.000 --> 00:03:09.750 align:middle line:84% And so this is something that's used a lot 00:03:09.750 --> 00:03:12.000 align:middle line:90% in the federal government. 00:03:12.000 --> 00:03:14.550 align:middle line:84% So qualified applicant is just essentially referring 00:03:14.550 --> 00:03:17.970 align:middle line:84% to can you fulfill the basic functions of the job 00:03:17.970 --> 00:03:20.610 align:middle line:84% with or without reasonable accommodation. 00:03:20.610 --> 00:03:23.040 align:middle line:84% So this is why it's really key to kind of know 00:03:23.040 --> 00:03:25.710 align:middle line:84% what accommodations you may or may not need, 00:03:25.710 --> 00:03:28.480 align:middle line:84% how to articulate those, and then how that kind of maps 00:03:28.480 --> 00:03:30.730 align:middle line:84% to the functions of the job that you're interested in. 00:03:30.730 --> 00:03:38.940 align:middle line:90% 00:03:38.940 --> 00:03:41.070 align:middle line:84% Accommodations and what are they. 00:03:41.070 --> 00:03:43.200 align:middle line:84% They're tools for you to get your job done. 00:03:43.200 --> 00:03:47.110 align:middle line:84% So they can be as simple as an environmental adaptation, 00:03:47.110 --> 00:03:50.400 align:middle line:84% so if you are located on the first floor of a building as 00:03:50.400 --> 00:03:52.590 align:middle line:90% opposed to the second floor. 00:03:52.590 --> 00:03:56.850 align:middle line:84% They could be low tech aids, so that can be anything as simple 00:03:56.850 --> 00:04:00.690 align:middle line:84% as a wrist rest, it could be a different keyboard. 00:04:00.690 --> 00:04:03.210 align:middle line:84% That might fall between the low tech and high tech aids 00:04:03.210 --> 00:04:04.410 align:middle line:90% these days. 00:04:04.410 --> 00:04:09.300 align:middle line:84% High tech aids could be a different type of computer, 00:04:09.300 --> 00:04:11.800 align:middle line:90% it-- 00:04:11.800 --> 00:04:15.620 align:middle line:84% Could be things like working remote. 00:04:15.620 --> 00:04:16.250 align:middle line:90% Excellent. 00:04:16.250 --> 00:04:19.790 align:middle line:84% And different services you can use-- you can use interpreters, 00:04:19.790 --> 00:04:24.860 align:middle line:84% you can use captioners, you can use job coaching 00:04:24.860 --> 00:04:26.610 align:middle line:90% in your office. 00:04:26.610 --> 00:04:28.290 align:middle line:84% And we have a star by the last one. 00:04:28.290 --> 00:04:31.180 align:middle line:84% The last one is called modification of job duties. 00:04:31.180 --> 00:04:33.620 align:middle line:84% And we've put a star by this one because although it 00:04:33.620 --> 00:04:35.510 align:middle line:84% is an accommodation and it is something 00:04:35.510 --> 00:04:38.270 align:middle line:84% that you can negotiate, we do want 00:04:38.270 --> 00:04:41.780 align:middle line:84% to recognize that most employers do not 00:04:41.780 --> 00:04:45.510 align:middle line:84% want you to do significant modification of job duties. 00:04:45.510 --> 00:04:49.550 align:middle line:84% So when you take or hire for a job, 00:04:49.550 --> 00:04:52.490 align:middle line:84% the job description is their expectation of you. 00:04:52.490 --> 00:04:55.720 align:middle line:84% However, oftentimes there are modifications to this. 00:04:55.720 --> 00:04:59.150 align:middle line:84% So if filing in a top level cabinet 00:04:59.150 --> 00:05:01.100 align:middle line:84% is not something you can do, you might 00:05:01.100 --> 00:05:02.990 align:middle line:90% be able to negotiate that-- 00:05:02.990 --> 00:05:03.830 align:middle line:90% get them moved. 00:05:03.830 --> 00:05:07.460 align:middle line:84% Or if there are multiple people doing the same job, 00:05:07.460 --> 00:05:09.980 align:middle line:90% do modifications to that. 00:05:09.980 --> 00:05:12.500 align:middle line:84% One of the best examples I have is 00:05:12.500 --> 00:05:15.740 align:middle line:84% from working with interns years ago, 00:05:15.740 --> 00:05:20.120 align:middle line:84% and they were not happy that one of the interns 00:05:20.120 --> 00:05:23.365 align:middle line:84% couldn't do all of the filing that they could do. 00:05:23.365 --> 00:05:24.740 align:middle line:84% And we were sitting around trying 00:05:24.740 --> 00:05:26.623 align:middle line:90% to figure out a solution. 00:05:26.623 --> 00:05:28.040 align:middle line:84% And one of the things that came up 00:05:28.040 --> 00:05:30.810 align:middle line:84% was that she happened to be an early bird. 00:05:30.810 --> 00:05:33.320 align:middle line:84% And amongst college students, that's not always 00:05:33.320 --> 00:05:35.690 align:middle line:90% a popular thing to be. 00:05:35.690 --> 00:05:39.310 align:middle line:84% So she said what if I came in at 7:00 AM every day, 00:05:39.310 --> 00:05:41.390 align:middle line:90% and in an exchange-- 00:05:41.390 --> 00:05:45.380 align:middle line:84% that way if other people felt like her not pitching 00:05:45.380 --> 00:05:47.730 align:middle line:84% in to do the filing was a problem, 00:05:47.730 --> 00:05:49.490 align:middle line:84% she was pitching in in this other way. 00:05:49.490 --> 00:05:54.650 align:middle line:84% So she modified her job duties in that way. 00:05:54.650 --> 00:05:57.300 align:middle line:84% One of the other ways of thinking about that too is it's 00:05:57.300 --> 00:06:02.730 align:middle line:84% not that the employee said this is a job duty that I can't do, 00:06:02.730 --> 00:06:05.040 align:middle line:84% but this is how I can do this other job duty, 00:06:05.040 --> 00:06:07.380 align:middle line:84% and make sure that the task is still getting done, 00:06:07.380 --> 00:06:09.303 align:middle line:84% but they may be done in a different way, 00:06:09.303 --> 00:06:10.720 align:middle line:84% or someone else might be doing it. 00:06:10.720 --> 00:06:13.220 align:middle line:84% So that's just another kind of way of thinking about it too. 00:06:13.220 --> 00:06:16.460 align:middle line:90% 00:06:16.460 --> 00:06:18.970 align:middle line:84% And here's some examples of some of the technologies, 00:06:18.970 --> 00:06:21.130 align:middle line:84% both high and low tech, that can be 00:06:21.130 --> 00:06:24.050 align:middle line:90% used to help in accommodations. 00:06:24.050 --> 00:06:27.410 align:middle line:84% We do see them everywhere in workplaces these days. 00:06:27.410 --> 00:06:27.910 align:middle line:90% Yeah. 00:06:27.910 --> 00:06:31.510 align:middle line:84% So these kind of cover a lot of the more high tech 00:06:31.510 --> 00:06:32.980 align:middle line:90% combinations. 00:06:32.980 --> 00:06:34.400 align:middle line:84% Things like note taking software, 00:06:34.400 --> 00:06:36.580 align:middle line:84% like OneNote, or an iPad to take notes on 00:06:36.580 --> 00:06:40.103 align:middle line:84% or record meetings, a headset to take a conference call on 00:06:40.103 --> 00:06:41.770 align:middle line:84% rather than holding up a physical phone. 00:06:41.770 --> 00:06:44.190 align:middle line:90% 00:06:44.190 --> 00:06:46.190 align:middle line:84% So kind of-- here's a bunch of different options 00:06:46.190 --> 00:06:49.274 align:middle line:84% for how technology can be used as an accommodation. 00:06:49.274 --> 00:06:52.900 align:middle line:90% 00:06:52.900 --> 00:06:56.100 align:middle line:84% And Tami talked a little bit about modification 00:06:56.100 --> 00:06:59.610 align:middle line:84% to job duties and how that might work. 00:06:59.610 --> 00:07:02.070 align:middle line:84% And here's a little bit of more information on how some 00:07:02.070 --> 00:07:03.400 align:middle line:90% of these things might work. 00:07:03.400 --> 00:07:06.630 align:middle line:84% Some of these are becoming fairly standard operating 00:07:06.630 --> 00:07:09.210 align:middle line:90% procedures in many places. 00:07:09.210 --> 00:07:12.040 align:middle line:84% Meeting remotely, telecommuting, adjustable schedules 00:07:12.040 --> 00:07:15.990 align:middle line:84% are sort of par for the course for many large tech firms 00:07:15.990 --> 00:07:16.960 align:middle line:90% these days. 00:07:16.960 --> 00:07:19.380 align:middle line:84% One thing that I want to stress here 00:07:19.380 --> 00:07:22.650 align:middle line:84% on the question of modification to job duties 00:07:22.650 --> 00:07:24.600 align:middle line:84% and accommodations is sometimes-- 00:07:24.600 --> 00:07:26.820 align:middle line:84% I work with a lot with college students, 00:07:26.820 --> 00:07:31.410 align:middle line:84% and sometimes the accommodations that you get from a high school 00:07:31.410 --> 00:07:33.630 align:middle line:84% or from a higher educational institution, 00:07:33.630 --> 00:07:35.790 align:middle line:84% those translate really easily into the workplace, 00:07:35.790 --> 00:07:39.040 align:middle line:90% and sometimes they don't. 00:07:39.040 --> 00:07:40.770 align:middle line:84% And so that's something to keep in mind. 00:07:40.770 --> 00:07:44.850 align:middle line:84% Some things like distraction free environments for testing. 00:07:44.850 --> 00:07:47.820 align:middle line:84% That's relatively easy to translate to the workplace, 00:07:47.820 --> 00:07:50.520 align:middle line:84% and you might have some accommodations 00:07:50.520 --> 00:07:52.320 align:middle line:84% or an environmental adaptation of having 00:07:52.320 --> 00:07:53.880 align:middle line:90% your office in a quieter spot. 00:07:53.880 --> 00:07:58.320 align:middle line:84% But some, particularly like extended time for testing, 00:07:58.320 --> 00:08:02.730 align:middle line:84% this is one that's going to be challenging to translate 00:08:02.730 --> 00:08:03.780 align:middle line:90% into the workforce. 00:08:03.780 --> 00:08:06.840 align:middle line:84% Probably extra time on projects isn't 00:08:06.840 --> 00:08:10.560 align:middle line:84% going to be an acceptable accommodation 00:08:10.560 --> 00:08:12.450 align:middle line:90% or modification of job duties. 00:08:12.450 --> 00:08:15.300 align:middle line:84% That said, there are many different kinds 00:08:15.300 --> 00:08:19.050 align:middle line:84% of accommodations that might help out with this. 00:08:19.050 --> 00:08:21.900 align:middle line:84% That meeting notes be posted online, 00:08:21.900 --> 00:08:25.110 align:middle line:84% that directions be given in writing instead of just 00:08:25.110 --> 00:08:26.550 align:middle line:90% in hallway conversations. 00:08:26.550 --> 00:08:28.830 align:middle line:84% I mean, any of these kinds of things 00:08:28.830 --> 00:08:30.600 align:middle line:84% might accomplish some of the things 00:08:30.600 --> 00:08:34.320 align:middle line:84% that you're looking for that extra time does 00:08:34.320 --> 00:08:36.220 align:middle line:90% in a collegiate environment. 00:08:36.220 --> 00:08:39.809 align:middle line:84% So just trying to think about this business of how 00:08:39.809 --> 00:08:42.620 align:middle line:84% do you translate academic accommodations 00:08:42.620 --> 00:08:46.160 align:middle line:84% in an academic environment into a workplace environment 00:08:46.160 --> 00:08:48.690 align:middle line:84% requires a little bit of puzzling out sometimes. 00:08:48.690 --> 00:08:50.700 align:middle line:84% And one of the most important pieces 00:08:50.700 --> 00:08:54.120 align:middle line:84% of any modification of the job duty if you're proposing it 00:08:54.120 --> 00:08:58.600 align:middle line:84% is that you understand what you're going to be using. 00:08:58.600 --> 00:09:01.890 align:middle line:84% So if you're proposing doing meetings via Skype, 00:09:01.890 --> 00:09:04.740 align:middle line:84% that you're familiar with the service, you know how to do it, 00:09:04.740 --> 00:09:06.810 align:middle line:84% and you can guide your coworkers and kind of 00:09:06.810 --> 00:09:09.120 align:middle line:90% be the leader in that. 00:09:09.120 --> 00:09:11.850 align:middle line:84% And have conversations with your supervisor 00:09:11.850 --> 00:09:13.350 align:middle line:84% to make sure that they're on-board, 00:09:13.350 --> 00:09:16.920 align:middle line:84% and they can help a team attitude, 00:09:16.920 --> 00:09:19.110 align:middle line:84% and make sure everybody's OK with it, 00:09:19.110 --> 00:09:21.330 align:middle line:90% and has a positive outlook. 00:09:21.330 --> 00:09:26.000 align:middle line:90% 00:09:26.000 --> 00:09:30.158 align:middle line:84% So if you're thinking about what kinds of accommodations I have, 00:09:30.158 --> 00:09:31.700 align:middle line:84% what kind of workplace accommodations 00:09:31.700 --> 00:09:34.940 align:middle line:84% might be appropriate, how do I translate this from academic 00:09:34.940 --> 00:09:37.850 align:middle line:84% to a workplace stuff, here are some resources 00:09:37.850 --> 00:09:40.610 align:middle line:90% that might be useful for you. 00:09:40.610 --> 00:09:43.040 align:middle line:84% If you are in school, I do encourage 00:09:43.040 --> 00:09:47.210 align:middle line:84% you to connect to the resources on your campus, whether those 00:09:47.210 --> 00:09:52.595 align:middle line:84% be adaptive technology labs, or course centers which 00:09:52.595 --> 00:09:54.470 align:middle line:84% will be able to help with some of this stuff. 00:09:54.470 --> 00:09:56.780 align:middle line:84% If you're not in higher ed, department 00:09:56.780 --> 00:09:58.370 align:middle line:84% of vocational rehabilitation in many 00:09:58.370 --> 00:10:00.660 align:middle line:84% states able to help out with this stuff. 00:10:00.660 --> 00:10:02.415 align:middle line:84% Two resources, though, that I want 00:10:02.415 --> 00:10:04.760 align:middle line:90% to give a special shout out to-- 00:10:04.760 --> 00:10:07.940 align:middle line:84% the quality of their online resources-- 00:10:07.940 --> 00:10:10.310 align:middle line:84% the University of Washington's DO-IT program 00:10:10.310 --> 00:10:12.500 align:middle line:84% really is sort of the gold standard 00:10:12.500 --> 00:10:14.180 align:middle line:90% on a lot of this stuff. 00:10:14.180 --> 00:10:16.280 align:middle line:90% Their site is well worth a look. 00:10:16.280 --> 00:10:19.760 align:middle line:84% Also just for sheer user friendliness, the Job 00:10:19.760 --> 00:10:21.040 align:middle line:90% Accommodation Network. 00:10:21.040 --> 00:10:26.390 align:middle line:84% askjan.org-- you can look up accommodations 00:10:26.390 --> 00:10:29.930 align:middle line:84% by accommodation type, by diagnosis, 00:10:29.930 --> 00:10:32.050 align:middle line:90% by any number of different ways. 00:10:32.050 --> 00:10:33.500 align:middle line:84% And the other thing too is if you 00:10:33.500 --> 00:10:37.400 align:middle line:84% want help talking to someone, you can call their phone 00:10:37.400 --> 00:10:40.820 align:middle line:84% number, you can send them an email and message them, 00:10:40.820 --> 00:10:44.630 align:middle line:84% and they get back to people surprisingly quickly 00:10:44.630 --> 00:10:45.153 align:middle line:90% these days. 00:10:45.153 --> 00:10:47.070 align:middle line:84% So the quality of their online stuff is great. 00:10:47.070 --> 00:10:49.010 align:middle line:84% But if you want to chat about it some more, 00:10:49.010 --> 00:10:51.920 align:middle line:84% somebody will typically get back to you in 24 to 48 hours. 00:10:51.920 --> 00:10:56.250 align:middle line:84% So big shout out for JAN as a resource center. 00:10:56.250 --> 00:10:57.650 align:middle line:90% They're fantastic to work with. 00:10:57.650 --> 00:11:00.970 align:middle line:90% 00:11:00.970 --> 00:11:06.270 align:middle line:84% So as the job seeker, you have some key responsibilities. 00:11:06.270 --> 00:11:09.870 align:middle line:84% So knowing the essential functions of the job, 00:11:09.870 --> 00:11:13.560 align:middle line:84% getting that job description as you apply for the job, 00:11:13.560 --> 00:11:15.540 align:middle line:84% and having that ready when you're 00:11:15.540 --> 00:11:17.940 align:middle line:84% going in for the job interview, or even as you're 00:11:17.940 --> 00:11:19.620 align:middle line:90% starting the job. 00:11:19.620 --> 00:11:23.370 align:middle line:84% Talking with someone in the particular position 00:11:23.370 --> 00:11:28.020 align:middle line:84% that you are interviewing for taking or a similar position 00:11:28.020 --> 00:11:32.710 align:middle line:84% to get their take on what a typical day is like. 00:11:32.710 --> 00:11:35.560 align:middle line:84% Asking questions during the interview. 00:11:35.560 --> 00:11:39.280 align:middle line:84% My absolute favorite question for people to ask 00:11:39.280 --> 00:11:45.290 align:middle line:84% is what is a standard day, week, and month like on this job? 00:11:45.290 --> 00:11:47.290 align:middle line:84% And depending on the job that you're going into, 00:11:47.290 --> 00:11:49.030 align:middle line:90% it might even be a year. 00:11:49.030 --> 00:11:52.180 align:middle line:84% Some positions are pretty cyclical in what 00:11:52.180 --> 00:11:55.930 align:middle line:84% they'll be doing throughout an entire year. 00:11:55.930 --> 00:12:00.860 align:middle line:84% Also it's key for you to have past experience. 00:12:00.860 --> 00:12:04.000 align:middle line:84% So that is one of the reasons that the job-- 00:12:04.000 --> 00:12:10.360 align:middle line:84% or the career centers, DO-IT, Access Computing, we 00:12:10.360 --> 00:12:13.570 align:middle line:84% all push the importance of internships, 00:12:13.570 --> 00:12:16.810 align:middle line:84% job shadows, work-based learning of any kind, 00:12:16.810 --> 00:12:18.730 align:middle line:90% informational interviews. 00:12:18.730 --> 00:12:22.810 align:middle line:84% All of those things help you get past experience 00:12:22.810 --> 00:12:26.950 align:middle line:84% to be able to understand essential job functions, 00:12:26.950 --> 00:12:30.190 align:middle line:84% and how they will relate to your need 00:12:30.190 --> 00:12:34.450 align:middle line:84% for accommodations or not needing accommodations. 00:12:34.450 --> 00:12:36.850 align:middle line:84% Also if you are on this call, you 00:12:36.850 --> 00:12:39.760 align:middle line:84% might be in Access Computing, and you might 00:12:39.760 --> 00:12:42.040 align:middle line:90% be on our discussion list. 00:12:42.040 --> 00:12:44.005 align:middle line:90% If you are not, let us know-- 00:12:44.005 --> 00:12:46.030 align:middle line:84% we'll get you signed up for that. 00:12:46.030 --> 00:12:49.210 align:middle line:84% But it is a great place to ask questions. 00:12:49.210 --> 00:12:53.740 align:middle line:84% So I am headed to Microsoft this summer to be an intern-- 00:12:53.740 --> 00:12:56.980 align:middle line:84% these are some of the things that are on my job description. 00:12:56.980 --> 00:13:00.550 align:middle line:84% How have you handled them in the past? 00:13:00.550 --> 00:13:04.260 align:middle line:84% That's a great resource to find someone 00:13:04.260 --> 00:13:06.550 align:middle line:84% who can give you an example of what they've used 00:13:06.550 --> 00:13:09.820 align:middle line:84% or what their experience has been like. 00:13:09.820 --> 00:13:11.860 align:middle line:84% Understanding the impact of your disability 00:13:11.860 --> 00:13:13.930 align:middle line:90% on the essential job functions. 00:13:13.930 --> 00:13:16.540 align:middle line:84% So talking to other people with similar disabilities, 00:13:16.540 --> 00:13:20.530 align:middle line:84% asking them what they used, asking them what they've done. 00:13:20.530 --> 00:13:24.490 align:middle line:84% Applying similar situations or trying things out 00:13:24.490 --> 00:13:25.840 align:middle line:90% in a school setting. 00:13:25.840 --> 00:13:29.620 align:middle line:84% So if you are going to be held to deadlines like we talked 00:13:29.620 --> 00:13:32.320 align:middle line:84% about, trying to see what that feels 00:13:32.320 --> 00:13:36.160 align:middle line:84% like while you're in a school setting. 00:13:36.160 --> 00:13:39.520 align:middle line:84% Michael, do you have other good examples of trying things out 00:13:39.520 --> 00:13:42.320 align:middle line:84% in a school setting that might translate? 00:13:42.320 --> 00:13:42.820 align:middle line:90% Sure. 00:13:42.820 --> 00:13:47.050 align:middle line:84% I mean, I think it's trying to get connected to campus 00:13:47.050 --> 00:13:49.930 align:middle line:90% or school clubs and resources. 00:13:49.930 --> 00:13:55.570 align:middle line:84% Looking for classes that feature major projects, ideally 00:13:55.570 --> 00:13:59.200 align:middle line:84% if that project might involve an external or a community client. 00:13:59.200 --> 00:14:01.060 align:middle line:84% Service learning courses are a great way 00:14:01.060 --> 00:14:02.800 align:middle line:84% to get a little bit of experience 00:14:02.800 --> 00:14:05.260 align:middle line:84% and also get some academic credit. 00:14:05.260 --> 00:14:07.420 align:middle line:84% Any of those kinds of things are-- 00:14:07.420 --> 00:14:09.865 align:middle line:84% and it fits right into your regular school schedule. 00:14:09.865 --> 00:14:12.040 align:middle line:90% It's not an extra thing. 00:14:12.040 --> 00:14:13.540 align:middle line:84% Going around volunteering is great, 00:14:13.540 --> 00:14:14.650 align:middle line:84% but a service learning course that's 00:14:14.650 --> 00:14:16.210 align:middle line:84% built into the structure of the thing. 00:14:16.210 --> 00:14:18.480 align:middle line:84% So it's thinking about some of those ways of doing it. 00:14:18.480 --> 00:14:21.400 align:middle line:84% Can I get some hands-on experience built into a class 00:14:21.400 --> 00:14:21.950 align:middle line:90% there. 00:14:21.950 --> 00:14:24.075 align:middle line:84% And then again, there's so many clubs and resources 00:14:24.075 --> 00:14:26.710 align:middle line:84% available on campus, and they do some pretty meaningful 00:14:26.710 --> 00:14:29.980 align:middle line:84% projects, and offer some pretty substantive opportunities 00:14:29.980 --> 00:14:32.310 align:middle line:90% for leadership as well. 00:14:32.310 --> 00:14:33.540 align:middle line:90% Great tips. 00:14:33.540 --> 00:14:36.030 align:middle line:84% And then become an expert with your accommodation. 00:14:36.030 --> 00:14:40.470 align:middle line:84% So using those accommodations in a school or work setting. 00:14:40.470 --> 00:14:43.740 align:middle line:84% One example that I had a student give me recently 00:14:43.740 --> 00:14:47.130 align:middle line:84% was that she uses captioners, and she 00:14:47.130 --> 00:14:49.500 align:middle line:84% had always gone through disability services 00:14:49.500 --> 00:14:51.360 align:middle line:90% to arrange her captioners. 00:14:51.360 --> 00:14:53.670 align:middle line:84% And for the last month of school, 00:14:53.670 --> 00:14:56.040 align:middle line:84% she asked if she could manage that just 00:14:56.040 --> 00:15:00.530 align:middle line:84% to get the sense of what exactly went into that, 00:15:00.530 --> 00:15:03.990 align:middle line:84% the communication that captioners would need so 00:15:03.990 --> 00:15:07.890 align:middle line:84% that she could establish a routine that might be more 00:15:07.890 --> 00:15:10.860 align:middle line:90% translatable to a work setting. 00:15:10.860 --> 00:15:14.640 align:middle line:84% Also practice, experiment, and practice. 00:15:14.640 --> 00:15:17.910 align:middle line:84% If something doesn't work, try something else. 00:15:17.910 --> 00:15:22.390 align:middle line:84% If you're using technology, if one piece doesn't work for you, 00:15:22.390 --> 00:15:23.940 align:middle line:90% try something else. 00:15:23.940 --> 00:15:27.270 align:middle line:84% [LAUGHS] we were just talking about using fitness trackers 00:15:27.270 --> 00:15:29.010 align:middle line:84% and finding one that works for you. 00:15:29.010 --> 00:15:30.780 align:middle line:84% It's the same with accommodations. 00:15:30.780 --> 00:15:31.650 align:middle line:90% Try things out. 00:15:31.650 --> 00:15:35.460 align:middle line:84% If it doesn't work, try moving on to something different. 00:15:35.460 --> 00:15:38.280 align:middle line:90% 00:15:38.280 --> 00:15:41.130 align:middle line:84% And so as you're thinking about how you may or may not 00:15:41.130 --> 00:15:44.910 align:middle line:84% disclose to a potential employer or an existing employer even, 00:15:44.910 --> 00:15:47.110 align:middle line:84% it's really key that you kind of internalize 00:15:47.110 --> 00:15:49.350 align:middle line:84% some of the resources that we've talked about, 00:15:49.350 --> 00:15:51.840 align:middle line:84% really dig in and understand what accommodations 00:15:51.840 --> 00:15:53.820 align:middle line:90% you may or may not need. 00:15:53.820 --> 00:15:58.110 align:middle line:84% But beyond that, how they can help you do well in that role. 00:15:58.110 --> 00:16:02.775 align:middle line:84% Like think through each task in that job and understand, 00:16:02.775 --> 00:16:07.120 align:middle line:84% like what an ideal accommodation is, how you use that, 00:16:07.120 --> 00:16:08.910 align:middle line:84% and how that would make you successful 00:16:08.910 --> 00:16:11.280 align:middle line:84% and a better candidate than others around you. 00:16:11.280 --> 00:16:15.028 align:middle line:90% 00:16:15.028 --> 00:16:17.070 align:middle line:84% Well, we're entering the part of the presentation 00:16:17.070 --> 00:16:21.490 align:middle line:84% where we're going to talk about the if, the when, and the 00:16:21.490 --> 00:16:25.330 align:middle line:90% how of disability disclosure. 00:16:25.330 --> 00:16:27.810 align:middle line:84% And I think it's important to keep 00:16:27.810 --> 00:16:30.220 align:middle line:84% in mind that the job search process has 00:16:30.220 --> 00:16:35.610 align:middle line:84% many steps along the way, and the if, and the when, 00:16:35.610 --> 00:16:39.210 align:middle line:84% and the how is going to vary from time to time 00:16:39.210 --> 00:16:41.970 align:middle line:84% and where you are in the phase here. 00:16:41.970 --> 00:16:44.130 align:middle line:84% So there are lots of different opportunities 00:16:44.130 --> 00:16:48.270 align:middle line:84% to disclose along the way in the process. 00:16:48.270 --> 00:16:51.810 align:middle line:84% In the private sector, hiring moves pretty quickly. 00:16:51.810 --> 00:16:53.670 align:middle line:84% This whole process might mean through 00:16:53.670 --> 00:16:56.130 align:middle line:84% in something like a couple of weeks. 00:16:56.130 --> 00:16:58.800 align:middle line:84% Where I work in higher education and in government, 00:16:58.800 --> 00:17:00.480 align:middle line:84% this would typically be a process 00:17:00.480 --> 00:17:04.109 align:middle line:84% that could well be six weeks to two months 00:17:04.109 --> 00:17:05.950 align:middle line:84% and [INAUDIBLE] would be fairly typical. 00:17:05.950 --> 00:17:09.720 align:middle line:84% But this process where you would have 00:17:09.720 --> 00:17:11.910 align:middle line:90% multiple different interviews. 00:17:11.910 --> 00:17:15.060 align:middle line:84% Often, the first one might be remote-- 00:17:15.060 --> 00:17:16.920 align:middle line:84% by phone, or by Skype, or something 00:17:16.920 --> 00:17:18.750 align:middle line:84% like that-- and a second interview 00:17:18.750 --> 00:17:22.710 align:middle line:84% often with more than one interviewer, with a team, 00:17:22.710 --> 00:17:24.359 align:middle line:84% and then there's an offer on the table. 00:17:24.359 --> 00:17:26.829 align:middle line:84% That's a pretty standard process. 00:17:26.829 --> 00:17:29.980 align:middle line:84% It varies from location to location. 00:17:29.980 --> 00:17:31.805 align:middle line:84% And then you might get some situations 00:17:31.805 --> 00:17:33.430 align:middle line:84% where you have one or three interviews, 00:17:33.430 --> 00:17:38.600 align:middle line:84% but this is a pretty standard process, I think. 00:17:38.600 --> 00:17:39.410 align:middle line:90% I agree. 00:17:39.410 --> 00:17:42.290 align:middle line:84% And starting from the job search, 00:17:42.290 --> 00:17:46.160 align:middle line:84% from the moment that you're contacting people, looking 00:17:46.160 --> 00:17:50.690 align:middle line:84% for jobs to the application, to the calls for the interview, 00:17:50.690 --> 00:17:53.540 align:middle line:84% all of those are entry points all the way up 00:17:53.540 --> 00:17:56.170 align:middle line:84% to the interviews that Michael talked about, 00:17:56.170 --> 00:17:59.880 align:middle line:84% to the negotiation of a job offer and then job acceptance. 00:17:59.880 --> 00:18:03.920 align:middle line:84% So we will talk now about the if, the when, the how, 00:18:03.920 --> 00:18:09.265 align:middle line:84% and possibly to whom specifics of all of these different entry 00:18:09.265 --> 00:18:09.765 align:middle line:90% points. 00:18:09.765 --> 00:18:13.070 align:middle line:90% 00:18:13.070 --> 00:18:18.110 align:middle line:84% Disclosure if-- so you don't have to disclose. 00:18:18.110 --> 00:18:19.880 align:middle line:84% It's not written anywhere that you 00:18:19.880 --> 00:18:23.060 align:middle line:84% have to disclose if you have a hidden disability, 00:18:23.060 --> 00:18:25.940 align:middle line:84% or at some point you're not face to face with people 00:18:25.940 --> 00:18:28.770 align:middle line:84% and they don't know you have a disability. 00:18:28.770 --> 00:18:32.920 align:middle line:84% You don't have to disclose at any point, 00:18:32.920 --> 00:18:35.860 align:middle line:90% even after the hiring process. 00:18:35.860 --> 00:18:39.540 align:middle line:84% The things to think about to make your decision if 00:18:39.540 --> 00:18:43.360 align:middle line:84% are, will it impact your ability to perform the job functions 00:18:43.360 --> 00:18:46.270 align:middle line:90% or the interview functions? 00:18:46.270 --> 00:18:52.980 align:middle line:84% So if you need to meet in a first floor 00:18:52.980 --> 00:18:55.260 align:middle line:84% room or an accessible room, that's 00:18:55.260 --> 00:18:57.420 align:middle line:84% something that might not come up until you're 00:18:57.420 --> 00:18:59.610 align:middle line:90% asked for an interview. 00:18:59.610 --> 00:19:03.480 align:middle line:84% If you expect that they might call you 00:19:03.480 --> 00:19:05.820 align:middle line:84% and you can't talk on the phone, that 00:19:05.820 --> 00:19:07.800 align:middle line:84% might be something that you need to share 00:19:07.800 --> 00:19:11.280 align:middle line:84% as early as your application or your resume, 00:19:11.280 --> 00:19:13.650 align:middle line:84% where you might indicate text-only. 00:19:13.650 --> 00:19:16.910 align:middle line:90% 00:19:16.910 --> 00:19:21.980 align:middle line:84% Do you require accommodations-- so if you're going into a job 00:19:21.980 --> 00:19:25.280 align:middle line:84% interview, and you use interpreters, 00:19:25.280 --> 00:19:28.050 align:middle line:84% then that is something that you would need to negotiate 00:19:28.050 --> 00:19:31.460 align:middle line:90% before the interview itself. 00:19:31.460 --> 00:19:33.530 align:middle line:84% If you have a visual disability and you 00:19:33.530 --> 00:19:37.940 align:middle line:84% know testing is part of this review process, 00:19:37.940 --> 00:19:41.600 align:middle line:84% you might need to negotiate those accommodations earlier 00:19:41.600 --> 00:19:44.190 align:middle line:84% than the actual interview itself. 00:19:44.190 --> 00:19:47.310 align:middle line:84% Will it be a distraction from your qualifications? 00:19:47.310 --> 00:19:49.920 align:middle line:84% So do you feel like it would have 00:19:49.920 --> 00:19:54.210 align:middle line:84% a negative impact on your perceived ability 00:19:54.210 --> 00:19:56.560 align:middle line:90% to do this job? 00:19:56.560 --> 00:20:00.130 align:middle line:84% So those are the three key components. 00:20:00.130 --> 00:20:02.155 align:middle line:84% Anything to add on the if section? 00:20:02.155 --> 00:20:04.730 align:middle line:90% 00:20:04.730 --> 00:20:06.342 align:middle line:90% I might say one. 00:20:06.342 --> 00:20:08.050 align:middle line:84% I mean, it's an intensely personal thing. 00:20:08.050 --> 00:20:10.330 align:middle line:84% I think the primary message of our talk 00:20:10.330 --> 00:20:11.860 align:middle line:84% here today is there is definitely 00:20:11.860 --> 00:20:14.380 align:middle line:84% no one size fits all approach here, 00:20:14.380 --> 00:20:16.660 align:middle line:84% and everyone's got to puzzle it out. 00:20:16.660 --> 00:20:21.070 align:middle line:84% That said, over the last couple of years, 00:20:21.070 --> 00:20:26.350 align:middle line:84% I'm starting to see the beginnings of a sea change 00:20:26.350 --> 00:20:28.225 align:middle line:84% among employers, and it's far from universal, 00:20:28.225 --> 00:20:30.790 align:middle line:90% and it's far from everywhere. 00:20:30.790 --> 00:20:33.460 align:middle line:84% But I think more and more employers are getting 00:20:33.460 --> 00:20:35.320 align:middle line:90% used to disability disclosure. 00:20:35.320 --> 00:20:36.750 align:middle line:84% They're open to it, it's becoming 00:20:36.750 --> 00:20:38.500 align:middle line:84% more part of standard operating procedure. 00:20:38.500 --> 00:20:40.840 align:middle line:84% And that varies, but I think I would 00:20:40.840 --> 00:20:44.120 align:middle line:84% encourage folks to experiment with this and try it. 00:20:44.120 --> 00:20:47.260 align:middle line:84% It is a valuable tool that you could put in your tool box, 00:20:47.260 --> 00:20:50.290 align:middle line:84% and even if you decide that you're never going to use it, 00:20:50.290 --> 00:20:53.310 align:middle line:84% having given it a shot and tried it, and said well, 00:20:53.310 --> 00:20:55.360 align:middle line:84% I'm going to practice what it's like to disclose 00:20:55.360 --> 00:20:58.427 align:middle line:84% during an interview or at these different steps in the process. 00:20:58.427 --> 00:21:00.010 align:middle line:84% And then if you decide, nah, I'm never 00:21:00.010 --> 00:21:03.810 align:middle line:84% going to do that, it's good to mess around with 00:21:03.810 --> 00:21:07.025 align:middle line:84% and have it as a potential play in the playbook. 00:21:07.025 --> 00:21:08.650 align:middle line:84% And that's a great point that we didn't 00:21:08.650 --> 00:21:10.990 align:middle line:84% add to this particular presentation. 00:21:10.990 --> 00:21:12.580 align:middle line:84% But it is a good point and something 00:21:12.580 --> 00:21:14.450 align:middle line:90% we should add in the future-- 00:21:14.450 --> 00:21:19.258 align:middle line:84% next week, Microsoft is hosting the ability experience-- 00:21:19.258 --> 00:21:20.300 align:middle line:90% is that what it's called? 00:21:20.300 --> 00:21:21.570 align:middle line:90% The Ability Summit. 00:21:21.570 --> 00:21:26.730 align:middle line:84% And so part of that is a career fair on the Microsoft campus. 00:21:26.730 --> 00:21:30.360 align:middle line:84% So if you are going to disclose at a career fair 00:21:30.360 --> 00:21:32.760 align:middle line:84% that is specifically targeting people 00:21:32.760 --> 00:21:37.650 align:middle line:84% with disabilities absolutely, or if you're looking at employers 00:21:37.650 --> 00:21:40.860 align:middle line:84% that are having a disability hiring initiative, 00:21:40.860 --> 00:21:44.040 align:middle line:84% or if you are looking for an internship 00:21:44.040 --> 00:21:47.910 align:middle line:84% through one of the programs that-- 00:21:47.910 --> 00:21:51.630 align:middle line:84% disability services, or DO-IT, or Access Computing, 00:21:51.630 --> 00:21:54.190 align:middle line:90% absolutely it's a benefit. 00:21:54.190 --> 00:21:57.840 align:middle line:84% So really looking at that and whether or not people 00:21:57.840 --> 00:21:59.760 align:middle line:84% are highlighting that as something 00:21:59.760 --> 00:22:01.420 align:middle line:90% that they're looking for. 00:22:01.420 --> 00:22:06.480 align:middle line:84% So if it becomes essentially a huge asset, definitely-- 00:22:06.480 --> 00:22:07.395 align:middle line:90% its key to disclose. 00:22:07.395 --> 00:22:11.290 align:middle line:90% 00:22:11.290 --> 00:22:14.540 align:middle line:84% When-- disability disclosure, when do you do it? 00:22:14.540 --> 00:22:17.415 align:middle line:84% And again, we showed that slide earlier with a continuum 00:22:17.415 --> 00:22:18.040 align:middle line:90% of the process. 00:22:18.040 --> 00:22:20.110 align:middle line:84% You can really disclose literally 00:22:20.110 --> 00:22:23.140 align:middle line:84% at any stage in the process, beginning 00:22:23.140 --> 00:22:25.400 align:middle line:84% with your initial application materials, 00:22:25.400 --> 00:22:27.760 align:middle line:84% whether that be an online application, a paper based 00:22:27.760 --> 00:22:32.230 align:middle line:84% application, or a traditional resume. 00:22:32.230 --> 00:22:36.040 align:middle line:84% I had a student come talk to me a couple weeks ago who 00:22:36.040 --> 00:22:40.870 align:middle line:84% had some experience working for disability services on campus, 00:22:40.870 --> 00:22:45.580 align:middle line:84% and was involved in a couple of clubs, and put on their resume 00:22:45.580 --> 00:22:47.770 align:middle line:84% that they were active in autism spectrum 00:22:47.770 --> 00:22:51.490 align:middle line:84% navigators, a very successful program on my campus. 00:22:51.490 --> 00:22:53.530 align:middle line:84% And they had a bunch of leadership 00:22:53.530 --> 00:22:57.420 align:middle line:84% and paid job experience related to that. 00:22:57.420 --> 00:22:59.560 align:middle line:84% And their question was, well, do I leave that off? 00:22:59.560 --> 00:23:00.480 align:middle line:90% How do I get that? 00:23:00.480 --> 00:23:03.310 align:middle line:84% I'm like, well, you could change it to a generic student 00:23:03.310 --> 00:23:05.740 align:middle line:84% services kind of thing if you want 00:23:05.740 --> 00:23:07.330 align:middle line:84% and choose not to disclose there, 00:23:07.330 --> 00:23:11.050 align:middle line:84% but it does look a little bit generic. 00:23:11.050 --> 00:23:14.562 align:middle line:84% I think since it's some of your strongest application 00:23:14.562 --> 00:23:17.020 align:middle line:84% materials, like you've done some fantastic things for these 00:23:17.020 --> 00:23:21.370 align:middle line:84% organizations-- you've provided customer service, 00:23:21.370 --> 00:23:23.440 align:middle line:90% you've shown leadership-- 00:23:23.440 --> 00:23:25.930 align:middle line:84% I think putting this stuff on there is probably good. 00:23:25.930 --> 00:23:28.510 align:middle line:84% But that is disclosure at the first paper 00:23:28.510 --> 00:23:30.450 align:middle line:90% stage of the interview. 00:23:30.450 --> 00:23:33.580 align:middle line:84% And again, the calculus of if somebody's 00:23:33.580 --> 00:23:36.228 align:middle line:84% going to be turned off by that, do you necessarily 00:23:36.228 --> 00:23:37.270 align:middle line:90% want to be working there? 00:23:37.270 --> 00:23:40.780 align:middle line:84% This whole business of your interviewing employers 00:23:40.780 --> 00:23:43.810 align:middle line:84% as much as they are interviewing you in this process 00:23:43.810 --> 00:23:46.090 align:middle line:90% is something to keep in mind. 00:23:46.090 --> 00:23:50.680 align:middle line:84% Other steps where one might consider disclosure. 00:23:50.680 --> 00:23:52.540 align:middle line:84% Not necessarily in the paper material, 00:23:52.540 --> 00:23:54.130 align:middle line:90% but in the process of-- 00:23:54.130 --> 00:23:57.400 align:middle line:84% there's a world of difference on phone interview 00:23:57.400 --> 00:24:00.340 align:middle line:90% versus in-person interview. 00:24:00.340 --> 00:24:04.398 align:middle line:84% Some people feel if you're going to request accommodations 00:24:04.398 --> 00:24:06.190 align:middle line:84% at any step in that process, obviously that 00:24:06.190 --> 00:24:07.398 align:middle line:90% looks a little bit different. 00:24:07.398 --> 00:24:09.370 align:middle line:84% Setting up the interview might be the time 00:24:09.370 --> 00:24:12.610 align:middle line:84% to think about disclosure then if you're requesting 00:24:12.610 --> 00:24:13.870 align:middle line:90% accommodations specifically. 00:24:13.870 --> 00:24:16.300 align:middle line:84% But then there are some people who feel like they really 00:24:16.300 --> 00:24:19.210 align:middle line:84% want accommodations, or they want 00:24:19.210 --> 00:24:20.770 align:middle line:84% to disclose in a telephone interview 00:24:20.770 --> 00:24:23.660 align:middle line:84% because it's not their most natural strength. 00:24:23.660 --> 00:24:25.660 align:middle line:84% They don't feel comfortable in that environment. 00:24:25.660 --> 00:24:28.660 align:middle line:84% They might request an in-person as an [? alternative. ?] 00:24:28.660 --> 00:24:31.480 align:middle line:84% Or the reverse, that they feel quite comfortable on the phone 00:24:31.480 --> 00:24:35.740 align:middle line:84% or on Skype, but it's in-person, where disclosure might 00:24:35.740 --> 00:24:37.700 align:middle line:90% be the strategy that they pick. 00:24:37.700 --> 00:24:40.150 align:middle line:84% And I've seen all sorts of different variations on that. 00:24:40.150 --> 00:24:44.710 align:middle line:84% And one thing to keep in mind too, another appropriate place 00:24:44.710 --> 00:24:49.330 align:middle line:84% for disclosure is when terms of employment are being discussed. 00:24:49.330 --> 00:24:52.090 align:middle line:84% That gets a little tricky with ADA 00:24:52.090 --> 00:24:57.020 align:middle line:84% stuff in that employers can't necessarily 00:24:57.020 --> 00:25:02.050 align:middle line:84% ask questions about ability during the interview process 00:25:02.050 --> 00:25:03.170 align:middle line:90% at all in ADA rules. 00:25:03.170 --> 00:25:04.900 align:middle line:84% But when there's an offer on the table 00:25:04.900 --> 00:25:09.930 align:middle line:84% and the candidate brings it up, there's a little bit of-- 00:25:09.930 --> 00:25:11.830 align:middle line:84% the ADA requirements change a little bit. 00:25:11.830 --> 00:25:15.582 align:middle line:84% So knowing the terrain of that is sort of important. 00:25:15.582 --> 00:25:17.290 align:middle line:84% And so a lot of folks simply decide maybe 00:25:17.290 --> 00:25:18.790 align:middle line:84% that's not the place to bring it up. 00:25:18.790 --> 00:25:21.520 align:middle line:84% Maybe the place to bring it up is shortly after I get hired. 00:25:21.520 --> 00:25:24.970 align:middle line:84% And this happens all the time, and you shouldn't feel like-- 00:25:24.970 --> 00:25:27.010 align:middle line:84% that's an appropriate and sensible place 00:25:27.010 --> 00:25:30.260 align:middle line:84% to think about disclosure under sometimes. 00:25:30.260 --> 00:25:33.760 align:middle line:84% There's not that any hiding or anything going, it's 00:25:33.760 --> 00:25:35.800 align:middle line:90% just another piece there. 00:25:35.800 --> 00:25:40.330 align:middle line:84% And of course, we've given this talk in other contexts before-- 00:25:40.330 --> 00:25:43.240 align:middle line:84% sometimes folks talk to supervisors many years 00:25:43.240 --> 00:25:45.800 align:middle line:84% after coming on-board over something that's unfortunately 00:25:45.800 --> 00:25:49.078 align:middle line:84% been going on for a long time, and that's also 00:25:49.078 --> 00:25:50.620 align:middle line:84% appropriate time to think about that. 00:25:50.620 --> 00:25:53.610 align:middle line:84% So it really runs the gamut individually 00:25:53.610 --> 00:25:56.990 align:middle line:84% and when you might kind of think about some of these things. 00:25:56.990 --> 00:25:59.560 align:middle line:84% And one big key is if it's something 00:25:59.560 --> 00:26:04.270 align:middle line:84% that's going to affect your job on day one-- 00:26:04.270 --> 00:26:06.010 align:middle line:84% so if you are not going to be able to do 00:26:06.010 --> 00:26:07.540 align:middle line:90% your job on day one-- 00:26:07.540 --> 00:26:10.690 align:middle line:84% so screen magnifiers, all sorts of different things 00:26:10.690 --> 00:26:13.280 align:middle line:90% that could impact your day one-- 00:26:13.280 --> 00:26:16.550 align:middle line:84% it is important to negotiate that before day one 00:26:16.550 --> 00:26:19.580 align:middle line:84% so that the employer can get things set up, 00:26:19.580 --> 00:26:21.680 align:middle line:90% you're ready to go on day one. 00:26:21.680 --> 00:26:25.040 align:middle line:84% And also to be sure that you know 00:26:25.040 --> 00:26:30.180 align:middle line:84% what you're asking for so that they can fulfill that. 00:26:30.180 --> 00:26:34.730 align:middle line:84% So if you just said something like, I need speech-to-text, 00:26:34.730 --> 00:26:36.960 align:middle line:84% they may not know what that means. 00:26:36.960 --> 00:26:39.410 align:middle line:84% But if you're clear on what you use currently, 00:26:39.410 --> 00:26:42.780 align:middle line:84% and how that works, that is helpful. 00:26:42.780 --> 00:26:44.900 align:middle line:84% And I hope I'm not stepping on the next slide, 00:26:44.900 --> 00:26:49.010 align:middle line:84% but also remembering that sometimes, there's 00:26:49.010 --> 00:26:50.550 align:middle line:90% a bit of a negotiation. 00:26:50.550 --> 00:26:53.030 align:middle line:84% There may be a different type of the same thing 00:26:53.030 --> 00:26:55.523 align:middle line:84% that they already use internally, 00:26:55.523 --> 00:26:58.190 align:middle line:84% and how would that work for you, and there's some back and forth 00:26:58.190 --> 00:27:00.206 align:middle line:90% that goes on. 00:27:00.206 --> 00:27:02.830 align:middle line:84% And another example as well is, say 00:27:02.830 --> 00:27:04.630 align:middle line:84% you're someone with a visible disability 00:27:04.630 --> 00:27:07.360 align:middle line:84% and you're in an interview, it can 00:27:07.360 --> 00:27:10.420 align:middle line:84% happen for the interviewer to kind of fixate 00:27:10.420 --> 00:27:12.550 align:middle line:84% on that almost to try to ask questions 00:27:12.550 --> 00:27:16.390 align:middle line:84% about how you, with your disability, would do the job. 00:27:16.390 --> 00:27:19.860 align:middle line:84% And that's an opportunity to potentially disclose, but also 00:27:19.860 --> 00:27:22.870 align:middle line:84% try to redirect the conversation on how you would successfully 00:27:22.870 --> 00:27:25.746 align:middle line:84% do the job, and why you would be a good candidate for it. 00:27:25.746 --> 00:27:26.246 align:middle line:90% Thanks. 00:27:26.246 --> 00:27:27.520 align:middle line:90% And one last thing here. 00:27:27.520 --> 00:27:29.770 align:middle line:84% I think when you're thinking about the if and the when 00:27:29.770 --> 00:27:34.090 align:middle line:84% on these things, knowing the organization that you're 00:27:34.090 --> 00:27:36.710 align:middle line:84% interviewing with and seeking a job is pretty important, 00:27:36.710 --> 00:27:38.050 align:middle line:90% and to figure it out. 00:27:38.050 --> 00:27:40.880 align:middle line:84% We talk about this a little bit longer under [INAUDIBLE] 00:27:40.880 --> 00:27:41.380 align:middle line:90% disclose. 00:27:41.380 --> 00:27:46.683 align:middle line:84% But company size and industry matters a lot in these areas. 00:27:46.683 --> 00:27:48.850 align:middle line:84% And knowing the individual firm is sort of, I think, 00:27:48.850 --> 00:27:51.100 align:middle line:90% the most important thing. 00:27:51.100 --> 00:27:53.650 align:middle line:84% As a general rule, if you don't know though, 00:27:53.650 --> 00:27:57.710 align:middle line:84% I do think things look really different in the mom and pop, 00:27:57.710 --> 00:28:03.040 align:middle line:84% small business universe where folk's comfort with disability 00:28:03.040 --> 00:28:05.790 align:middle line:84% in the workforce looks a little bit different. 00:28:05.790 --> 00:28:08.200 align:middle line:84% Attitudes are a little bit slower to change 00:28:08.200 --> 00:28:11.860 align:middle line:84% than at large firms, particularly 00:28:11.860 --> 00:28:14.740 align:middle line:84% in tech, government, public sector. 00:28:14.740 --> 00:28:16.550 align:middle line:84% Disability accommodations and disclosure 00:28:16.550 --> 00:28:20.760 align:middle line:84% are just a matter of course in many, many organizations there. 00:28:20.760 --> 00:28:23.200 align:middle line:84% So if you don't necessarily know the organization, 00:28:23.200 --> 00:28:25.270 align:middle line:84% size can be a proxy for this, but there's 00:28:25.270 --> 00:28:27.150 align:middle line:84% no substitute for really understanding 00:28:27.150 --> 00:28:28.900 align:middle line:84% the culture of an organization that you're 00:28:28.900 --> 00:28:29.900 align:middle line:90% thinking about going to. 00:28:29.900 --> 00:28:32.420 align:middle line:90% 00:28:32.420 --> 00:28:35.800 align:middle line:84% As you think about how you might want to disclose, 00:28:35.800 --> 00:28:38.120 align:middle line:84% it's really key, first off, to focus 00:28:38.120 --> 00:28:40.340 align:middle line:84% on how you would still successfully complete 00:28:40.340 --> 00:28:42.620 align:middle line:90% the functions of that job. 00:28:42.620 --> 00:28:44.810 align:middle line:84% So how you might use an accommodation, 00:28:44.810 --> 00:28:46.760 align:middle line:84% like an assistive technology, to make you 00:28:46.760 --> 00:28:49.100 align:middle line:90% the most successful candidate. 00:28:49.100 --> 00:28:50.780 align:middle line:84% And again, this kind of all comes back 00:28:50.780 --> 00:28:54.350 align:middle line:84% to being the expert on what you need to succeed. 00:28:54.350 --> 00:28:56.570 align:middle line:84% So really knowing in the end your accommodations 00:28:56.570 --> 00:29:00.020 align:middle line:84% what you would use in specific scenarios, 00:29:00.020 --> 00:29:01.880 align:middle line:84% and then being able to articulate that 00:29:01.880 --> 00:29:04.400 align:middle line:90% to the employer. 00:29:04.400 --> 00:29:07.800 align:middle line:84% The other piece is being confident and casual. 00:29:07.800 --> 00:29:10.580 align:middle line:84% So you as a candidate don't need to apologize 00:29:10.580 --> 00:29:13.700 align:middle line:84% for having a disability, but you can 00:29:13.700 --> 00:29:17.997 align:middle line:84% explain how it might be an asset to your employer. 00:29:17.997 --> 00:29:19.580 align:middle line:84% Some of the examples that we've talked 00:29:19.580 --> 00:29:22.940 align:middle line:84% about for employers that have disability hiring initiatives. 00:29:22.940 --> 00:29:25.290 align:middle line:84% They may already see disability as an asset, 00:29:25.290 --> 00:29:30.260 align:middle line:84% so that's a great opportunity to kind of leverage that. 00:29:30.260 --> 00:29:32.570 align:middle line:84% Kind of keep articulating how you, with a disability, 00:29:32.570 --> 00:29:35.695 align:middle line:84% with your combinations, would be the ideal candidate 00:29:35.695 --> 00:29:36.320 align:middle line:90% with that role. 00:29:36.320 --> 00:29:41.300 align:middle line:90% 00:29:41.300 --> 00:29:44.180 align:middle line:84% And then as far as who you might disclose to, 00:29:44.180 --> 00:29:46.940 align:middle line:84% so this is where we might talk about things like the company 00:29:46.940 --> 00:29:47.840 align:middle line:90% culture. 00:29:47.840 --> 00:29:49.760 align:middle line:84% So again, if there is an employer that 00:29:49.760 --> 00:29:54.650 align:middle line:84% is very passionate about disability and accessibility, 00:29:54.650 --> 00:29:58.310 align:middle line:84% they might be a really receptive employer to hear about that. 00:29:58.310 --> 00:30:00.710 align:middle line:84% Are there employee resource groups at the company? 00:30:00.710 --> 00:30:03.440 align:middle line:84% Again, this might be more of an option 00:30:03.440 --> 00:30:05.160 align:middle line:90% that a larger organization. 00:30:05.160 --> 00:30:06.890 align:middle line:84% But if there are employee resource groups 00:30:06.890 --> 00:30:08.550 align:middle line:90% around disability-- 00:30:08.550 --> 00:30:11.300 align:middle line:84% like here at Microsoft, there's disability resource groups 00:30:11.300 --> 00:30:14.630 align:middle line:90% for many disability groups-- 00:30:14.630 --> 00:30:17.060 align:middle line:84% and so that might be an opportunity 00:30:17.060 --> 00:30:22.140 align:middle line:84% to get a sense of what the landscape is at that employer, 00:30:22.140 --> 00:30:26.310 align:middle line:84% decide who might be the right person to disclose to. 00:30:26.310 --> 00:30:29.130 align:middle line:90% And finally, there are-- 00:30:29.130 --> 00:30:31.620 align:middle line:84% most large companies especially do 00:30:31.620 --> 00:30:34.837 align:middle line:84% have a formalized accommodation process, 00:30:34.837 --> 00:30:37.170 align:middle line:84% and so you'd want to make sure that you do get connected 00:30:37.170 --> 00:30:38.420 align:middle line:90% with the right group for that. 00:30:38.420 --> 00:30:40.590 align:middle line:84% Like for the example, if you need a screen magnifier 00:30:40.590 --> 00:30:43.330 align:middle line:84% on day one, you would need to kind of follow 00:30:43.330 --> 00:30:47.730 align:middle line:84% the proper process of getting that requested. 00:30:47.730 --> 00:30:50.933 align:middle line:84% And a lot of other accommodations 00:30:50.933 --> 00:30:52.600 align:middle line:84% might just kind of come up in the course 00:30:52.600 --> 00:30:53.940 align:middle line:90% of being on that job. 00:30:53.940 --> 00:30:57.250 align:middle line:84% Maybe kind of an etiquette thing almost, 00:30:57.250 --> 00:31:01.060 align:middle line:84% where people on your team, if you're hard of hearing, 00:31:01.060 --> 00:31:04.518 align:middle line:84% would maybe get your attention with IM or something 00:31:04.518 --> 00:31:06.310 align:middle line:84% like that instead of knocking on your door, 00:31:06.310 --> 00:31:08.477 align:middle line:84% or kind of trying to get your attention from behind, 00:31:08.477 --> 00:31:09.680 align:middle line:90% or things like that. 00:31:09.680 --> 00:31:12.760 align:middle line:84% So there's a lot of people and allies 00:31:12.760 --> 00:31:15.280 align:middle line:84% maybe within your organization that might be a good resource 00:31:15.280 --> 00:31:16.310 align:middle line:90% as well for that. 00:31:16.310 --> 00:31:16.810 align:middle line:90% Right. 00:31:16.810 --> 00:31:18.685 align:middle line:84% At the University of Washington, for example, 00:31:18.685 --> 00:31:21.100 align:middle line:90% I have a few disabilities-- 00:31:21.100 --> 00:31:25.570 align:middle line:84% various disabilities-- and one example is my hearing. 00:31:25.570 --> 00:31:29.350 align:middle line:84% I use an FM system, and when I requested that, 00:31:29.350 --> 00:31:30.850 align:middle line:90% I didn't go to my manager. 00:31:30.850 --> 00:31:34.990 align:middle line:84% I went straight to the disability resources 00:31:34.990 --> 00:31:38.830 align:middle line:90% group for staff, actually. 00:31:38.830 --> 00:31:43.210 align:middle line:84% And they worked with me directly to find 00:31:43.210 --> 00:31:45.640 align:middle line:84% the tool that worked for me to make sure 00:31:45.640 --> 00:31:47.920 align:middle line:84% that it got purchased, to make sure that I have it 00:31:47.920 --> 00:31:50.800 align:middle line:84% and it's in working order, to make sure I have things 00:31:50.800 --> 00:31:55.240 align:middle line:84% like batteries, to make sure that if there's any tech 00:31:55.240 --> 00:31:58.600 align:middle line:90% support, they're there for that. 00:31:58.600 --> 00:32:00.970 align:middle line:84% And on a more informal situation, 00:32:00.970 --> 00:32:04.630 align:middle line:84% I also have distractability issues, 00:32:04.630 --> 00:32:07.060 align:middle line:84% and also the hearing aid plays into this. 00:32:07.060 --> 00:32:09.610 align:middle line:84% So on my door, I have different signs that 00:32:09.610 --> 00:32:11.860 align:middle line:84% indicate to my fellow staff members 00:32:11.860 --> 00:32:16.420 align:middle line:84% in a very informal way what I need at that particular moment, 00:32:16.420 --> 00:32:17.795 align:middle line:84% which it could be do not disturb, 00:32:17.795 --> 00:32:20.992 align:middle line:84% it could be please email me if that's possible. 00:32:20.992 --> 00:32:22.450 align:middle line:84% It could be a sign that says I have 00:32:22.450 --> 00:32:24.908 align:middle line:84% the door closed because it's freezing in here, but go ahead 00:32:24.908 --> 00:32:26.290 align:middle line:90% and come on in. 00:32:26.290 --> 00:32:30.550 align:middle line:84% So it's all different types of less formal structure 00:32:30.550 --> 00:32:35.450 align:middle line:84% that I disclosed directly to my fellow co-workers. 00:32:35.450 --> 00:32:39.930 align:middle line:90% 00:32:39.930 --> 00:32:42.960 align:middle line:84% One of the more positive trends that we see these days 00:32:42.960 --> 00:32:46.650 align:middle line:84% is the increase of targeted disability inclusion 00:32:46.650 --> 00:32:50.490 align:middle line:84% initiatives across the spectrum of hiring. 00:32:50.490 --> 00:32:51.990 align:middle line:84% And I think that when you're looking 00:32:51.990 --> 00:32:55.650 align:middle line:84% at those kinds of initiatives, the calculus on if, when, 00:32:55.650 --> 00:32:58.530 align:middle line:84% and how to disclose changes pretty dramatically. 00:32:58.530 --> 00:33:00.720 align:middle line:84% These are organizations and initiatives 00:33:00.720 --> 00:33:04.020 align:middle line:84% that are specifically looking to hire individuals 00:33:04.020 --> 00:33:04.780 align:middle line:90% with disabilities. 00:33:04.780 --> 00:33:08.595 align:middle line:84% So of course, being ready to disclose 00:33:08.595 --> 00:33:13.520 align:middle line:84% to those kinds of initiatives just makes a little more sense. 00:33:13.520 --> 00:33:16.890 align:middle line:84% A couple examples here, the federal government 00:33:16.890 --> 00:33:20.430 align:middle line:84% has led in this area for a long time 00:33:20.430 --> 00:33:23.160 align:middle line:84% through a series of programs known as Schedule A, which 00:33:23.160 --> 00:33:26.490 align:middle line:84% is called noncompetitive hiring-- actually, 00:33:26.490 --> 00:33:29.040 align:middle line:84% it does tend to be fairly competitive, which 00:33:29.040 --> 00:33:31.590 align:middle line:84% means you might get hired by a federal agency 00:33:31.590 --> 00:33:33.940 align:middle line:84% in a month instead of three months by the way. 00:33:33.940 --> 00:33:37.740 align:middle line:84% And the largest federal internship and jobs program 00:33:37.740 --> 00:33:40.770 align:middle line:84% for current students and recent graduates, 00:33:40.770 --> 00:33:42.810 align:middle line:84% a workforce recruitment program, that's 00:33:42.810 --> 00:33:47.860 align:middle line:84% a fantastic resource that folks should be looking out for. 00:33:47.860 --> 00:33:50.070 align:middle line:84% But the private sector has rolled out 00:33:50.070 --> 00:33:55.360 align:middle line:84% a number of initiatives in this regard in large companies. 00:33:55.360 --> 00:33:58.870 align:middle line:84% And those are other places where trying to find those, 00:33:58.870 --> 00:34:03.600 align:middle line:84% getting connected to those can be an extremely valuable asset. 00:34:03.600 --> 00:34:05.110 align:middle line:84% We're seeing more and more of this 00:34:05.110 --> 00:34:10.030 align:middle line:84% spreading to larger and larger number of firms. 00:34:10.030 --> 00:34:13.912 align:middle line:84% And Sean, you got a concrete example for that, 00:34:13.912 --> 00:34:15.620 align:middle line:84% but you were going add something to that? 00:34:15.620 --> 00:34:18.500 align:middle line:84% Yeah, I just wanted to add something real quick too. 00:34:18.500 --> 00:34:22.497 align:middle line:84% The Schedule A, the federal hiring program, 00:34:22.497 --> 00:34:24.080 align:middle line:84% some of the language around it is just 00:34:24.080 --> 00:34:27.137 align:middle line:84% for people with permanent disabilities, 00:34:27.137 --> 00:34:29.179 align:middle line:84% so that's just something to keep in mind as well. 00:34:29.179 --> 00:34:33.330 align:middle line:84% But that's one that's definitely an option for a lot of folks. 00:34:33.330 --> 00:34:36.005 align:middle line:84% And yeah-- so to talk about some of the specific programs. 00:34:36.005 --> 00:34:37.670 align:middle line:84% So here at Microsoft, we have what's 00:34:37.670 --> 00:34:40.610 align:middle line:84% called the inclusive hiring program, which is a program 00:34:40.610 --> 00:34:42.800 align:middle line:84% all about getting more people with disabilities 00:34:42.800 --> 00:34:45.590 align:middle line:84% into a variety of roles across the company. 00:34:45.590 --> 00:34:48.830 align:middle line:84% One of the main parts of this program 00:34:48.830 --> 00:34:51.030 align:middle line:90% is the Autism Hiring Program. 00:34:51.030 --> 00:34:53.630 align:middle line:84% And so that's a program that brings candidates with autism 00:34:53.630 --> 00:34:56.840 align:middle line:84% to campus for about a week-- three or four days I think-- 00:34:56.840 --> 00:34:58.790 align:middle line:84% to work in small groups on projects 00:34:58.790 --> 00:35:00.920 align:middle line:84% as a way of kind of demonstrating their ability 00:35:00.920 --> 00:35:04.070 align:middle line:84% to work in a crew, their technical skills, and things 00:35:04.070 --> 00:35:04.710 align:middle line:90% like that. 00:35:04.710 --> 00:35:08.930 align:middle line:84% And so more and more companies are leveraging this type 00:35:08.930 --> 00:35:12.722 align:middle line:84% of approach, where the candidates may 00:35:12.722 --> 00:35:14.180 align:middle line:84% be able to demonstrate their skills 00:35:14.180 --> 00:35:16.160 align:middle line:84% and work ability and things like that in a slightly 00:35:16.160 --> 00:35:18.702 align:middle line:84% different way than a traditional interview that kind of helps 00:35:18.702 --> 00:35:21.860 align:middle line:84% their skills and talents shine through. 00:35:21.860 --> 00:35:25.460 align:middle line:84% So that's something that many, many companies now 00:35:25.460 --> 00:35:27.310 align:middle line:90% are starting to add-- 00:35:27.310 --> 00:35:30.630 align:middle line:84% this focus on hiring quality candidates with autism. 00:35:30.630 --> 00:35:33.860 align:middle line:84% And many are also opening up beyond just autism 00:35:33.860 --> 00:35:37.033 align:middle line:84% to a wide variety of disabilities as well. 00:35:37.033 --> 00:35:39.200 align:middle line:84% As somebody who works with a lot of college students 00:35:39.200 --> 00:35:41.660 align:middle line:84% looking for internships, over the last couple of years, 00:35:41.660 --> 00:35:45.830 align:middle line:84% it's been pretty cool to see the number of internship programs 00:35:45.830 --> 00:35:49.010 align:middle line:84% for candidates with disabilities being rolled out 00:35:49.010 --> 00:35:50.540 align:middle line:90% by different firms here. 00:35:50.540 --> 00:35:52.040 align:middle line:84% There have been a number of players, 00:35:52.040 --> 00:35:55.250 align:middle line:84% and this [? SAP ?] has been active in this for a while. 00:35:55.250 --> 00:35:59.060 align:middle line:84% Ernst & Young-- I guess they're EY now-- 00:35:59.060 --> 00:36:00.710 align:middle line:90% has been doing this for a while. 00:36:00.710 --> 00:36:05.000 align:middle line:84% But just over the last 18 months or so, I've seen new programs 00:36:05.000 --> 00:36:07.490 align:middle line:90% launched at T-Mobile-- 00:36:07.490 --> 00:36:11.558 align:middle line:84% AT&T now has an exclusive internship program 00:36:11.558 --> 00:36:12.350 align:middle line:90% that they're doing. 00:36:12.350 --> 00:36:18.380 align:middle line:90% 00:36:18.380 --> 00:36:20.540 align:middle line:84% Tableau Software spinning up something similar that 00:36:20.540 --> 00:36:22.250 align:middle line:90% will be launched fairly soon. 00:36:22.250 --> 00:36:24.860 align:middle line:84% So there's a number of these types of things 00:36:24.860 --> 00:36:26.130 align:middle line:90% are coming out these days. 00:36:26.130 --> 00:36:29.670 align:middle line:90% 00:36:29.670 --> 00:36:31.810 align:middle line:84% And the first thing that comes to mind 00:36:31.810 --> 00:36:35.230 align:middle line:84% when I think of employer groups and students with disabilities 00:36:35.230 --> 00:36:38.140 align:middle line:84% is the US Business Leadership Network. 00:36:38.140 --> 00:36:41.500 align:middle line:84% If, by any chance, you saw Microsoft's Global 00:36:41.500 --> 00:36:43.780 align:middle line:84% Accessibility Awareness Day video 00:36:43.780 --> 00:36:45.280 align:middle line:90% that just came out today-- 00:36:45.280 --> 00:36:46.480 align:middle line:90% it's a half hour long. 00:36:46.480 --> 00:36:49.510 align:middle line:84% I know some people haven't gotten to fit it in yet. 00:36:49.510 --> 00:36:52.600 align:middle line:84% But they highlight the Business Leadership Network as well as 00:36:52.600 --> 00:36:55.870 align:middle line:84% Microsoft and some other organizations. 00:36:55.870 --> 00:36:59.770 align:middle line:84% It is a network of employers who educate and support businesses 00:36:59.770 --> 00:37:03.580 align:middle line:84% to hire, retain, and improve customer service to people 00:37:03.580 --> 00:37:06.260 align:middle line:90% with disabilities. 00:37:06.260 --> 00:37:10.310 align:middle line:84% They are very active working with students. 00:37:10.310 --> 00:37:17.110 align:middle line:90% Their website is www.usbln.org. 00:37:17.110 --> 00:37:21.890 align:middle line:84% Their student networking group is called the Career Link 00:37:21.890 --> 00:37:24.200 align:middle line:84% Mentoring Program, and that's a partnership 00:37:24.200 --> 00:37:27.980 align:middle line:84% between the US BLN and Cornell's Employment and Disability 00:37:27.980 --> 00:37:29.420 align:middle line:90% Institute. 00:37:29.420 --> 00:37:32.750 align:middle line:84% It allows a six month career mentoring opportunity 00:37:32.750 --> 00:37:37.100 align:middle line:84% to 70 to 75 college students and recent grads each year. 00:37:37.100 --> 00:37:39.590 align:middle line:84% I actually believe that number is higher this year, 00:37:39.590 --> 00:37:41.900 align:middle line:90% and we haven't edited it. 00:37:41.900 --> 00:37:44.260 align:middle line:84% If you're interested in that, you can check it out 00:37:44.260 --> 00:37:46.760 align:middle line:84% at www.usbln.org/programs clmp.html. 00:37:46.760 --> 00:38:01.170 align:middle line:90% 00:38:01.170 --> 00:38:03.420 align:middle line:84% If you're looking for something smaller, 00:38:03.420 --> 00:38:05.970 align:middle line:84% if you're in Washington state, Washington state 00:38:05.970 --> 00:38:08.160 align:middle line:84% has a Business Leadership Network. 00:38:08.160 --> 00:38:10.320 align:middle line:84% If you're not in Washington state, 00:38:10.320 --> 00:38:16.040 align:middle line:84% most other states have divisions of the US Business Leadership 00:38:16.040 --> 00:38:19.250 align:middle line:84% Network that can be found on that original website. 00:38:19.250 --> 00:38:25.160 align:middle line:84% If you are in Washington state, their website is wsbln.org. 00:38:25.160 --> 00:38:27.380 align:middle line:90% And we did-- 00:38:27.380 --> 00:38:32.180 align:middle line:84% Michael and I hosted an employment fair 00:38:32.180 --> 00:38:35.660 align:middle line:84% at Bellevue College about a year, year and a half 00:38:35.660 --> 00:38:39.450 align:middle line:84% ago that was hosted with Washington State BLN, 00:38:39.450 --> 00:38:42.110 align:middle line:84% and it was an incredible representation 00:38:42.110 --> 00:38:45.380 align:middle line:84% of so many employers here in Washington state 00:38:45.380 --> 00:38:47.420 align:middle line:90% that we had to put a cap on it. 00:38:47.420 --> 00:38:50.280 align:middle line:84% There were too many people interested, 00:38:50.280 --> 00:38:53.090 align:middle line:84% and it was a wonderful melding of employers 00:38:53.090 --> 00:38:57.350 align:middle line:84% looking for employees, and students looking for work. 00:38:57.350 --> 00:38:59.840 align:middle line:84% The turnout was incredible, and I 00:38:59.840 --> 00:39:03.350 align:middle line:84% know that the career center at Bellevue College 00:39:03.350 --> 00:39:06.410 align:middle line:84% hopes to do it again in the future. 00:39:06.410 --> 00:39:09.290 align:middle line:84% So those are three great resources that are out there. 00:39:09.290 --> 00:39:12.880 align:middle line:84% We would like-- do either of you have anything in summary, 00:39:12.880 --> 00:39:16.530 align:middle line:84% or should we open it up to questions? 00:39:16.530 --> 00:39:18.060 align:middle line:84% The one thing that we want to repeat 00:39:18.060 --> 00:39:20.890 align:middle line:84% is that there is no direct answer. 00:39:20.890 --> 00:39:24.850 align:middle line:84% There is no one way to disclose that works for everyone. 00:39:24.850 --> 00:39:26.700 align:middle line:84% And if you have further questions, 00:39:26.700 --> 00:39:30.890 align:middle line:84% our contact information is in this PowerPoint, 00:39:30.890 --> 00:39:36.480 align:middle line:84% and you can reach us each if you are interested. 00:39:36.480 --> 00:39:40.690 align:middle line:84% So we'll open it up to questions. 00:39:40.690 --> 00:39:42.110 align:middle line:90% How do we view the questions? 00:39:42.110 --> 00:39:48.760 align:middle line:84% I have two questions that have been sent to me outside, 00:39:48.760 --> 00:39:52.390 align:middle line:84% and they are-- the first one is what if the company is 00:39:52.390 --> 00:39:55.300 align:middle line:90% uneasy about my disability? 00:39:55.300 --> 00:39:56.320 align:middle line:90% How do I handle that? 00:39:56.320 --> 00:40:00.380 align:middle line:90% 00:40:00.380 --> 00:40:01.640 align:middle line:90% It's a fantastic question. 00:40:01.640 --> 00:40:05.640 align:middle line:84% I will say as an employee with a disability myself-- 00:40:05.640 --> 00:40:07.990 align:middle line:84% and Sean might have his own perspective-- 00:40:07.990 --> 00:40:11.680 align:middle line:84% but my perspective is that it never 00:40:11.680 --> 00:40:15.730 align:middle line:84% gets easy to disclose that you have a disability 00:40:15.730 --> 00:40:20.230 align:middle line:84% and you need accommodations that aren't your strengths. 00:40:20.230 --> 00:40:26.230 align:middle line:84% It's never easy to appear to have weaknesses 00:40:26.230 --> 00:40:31.030 align:middle line:84% that your co-workers do not have, at least for me. 00:40:31.030 --> 00:40:36.350 align:middle line:84% And if the company itself is uneasy about your disability, 00:40:36.350 --> 00:40:38.840 align:middle line:90% I would say it's twofold. 00:40:38.840 --> 00:40:41.470 align:middle line:84% One is I really think what Sean said earlier 00:40:41.470 --> 00:40:45.910 align:middle line:84% about your outlook, and your personal strength, 00:40:45.910 --> 00:40:47.860 align:middle line:84% and your confidence in the things 00:40:47.860 --> 00:40:54.970 align:middle line:84% that you need as a person with a disability to be successful, 00:40:54.970 --> 00:40:58.190 align:middle line:90% I think that is very important. 00:40:58.190 --> 00:41:01.640 align:middle line:84% I will say realistically, that's not always easy. 00:41:01.640 --> 00:41:06.700 align:middle line:84% I mean, sometimes it's very hard to say no, I need this. 00:41:06.700 --> 00:41:11.710 align:middle line:84% Like, stop forgetting that I need this, or no, I need this 00:41:11.710 --> 00:41:13.850 align:middle line:90% and here's why. 00:41:13.850 --> 00:41:17.080 align:middle line:84% And to not take some of the questions, that are 00:41:17.080 --> 00:41:21.720 align:middle line:90% very well-meaning, personally. 00:41:21.720 --> 00:41:26.170 align:middle line:84% So there is no one perfect way to handle it, 00:41:26.170 --> 00:41:29.310 align:middle line:84% but I would say with grace and ease 00:41:29.310 --> 00:41:32.670 align:middle line:84% are two of the best things that you can do. 00:41:32.670 --> 00:41:35.100 align:middle line:84% Finding community behind you that 00:41:35.100 --> 00:41:39.000 align:middle line:84% says no, what you're asking for is reasonable. 00:41:39.000 --> 00:41:43.230 align:middle line:84% Using resources like the Job Accommodations Network 00:41:43.230 --> 00:41:47.160 align:middle line:84% and DO-IT to find out have other people used this 00:41:47.160 --> 00:41:51.540 align:middle line:84% and how did it work, has anybody else worked for this employer 00:41:51.540 --> 00:41:54.660 align:middle line:90% or run into this issue before. 00:41:54.660 --> 00:41:58.800 align:middle line:84% I think all of those things are very helpful. 00:41:58.800 --> 00:42:00.720 align:middle line:84% And the only other piece I'd add as well 00:42:00.720 --> 00:42:03.240 align:middle line:84% is that may be a great opportunity 00:42:03.240 --> 00:42:07.140 align:middle line:84% to educate people that you might be working with directly. 00:42:07.140 --> 00:42:09.550 align:middle line:84% So say you feel like your manager may 00:42:09.550 --> 00:42:11.645 align:middle line:84% be slightly uncomfortable with your disability. 00:42:11.645 --> 00:42:13.020 align:middle line:84% That could be a great opportunity 00:42:13.020 --> 00:42:17.110 align:middle line:84% to kind of educate them on what that means for you as a person, 00:42:17.110 --> 00:42:19.322 align:middle line:90% and connect what-- 00:42:19.322 --> 00:42:21.780 align:middle line:84% just kind of teach them a little bit about your disability. 00:42:21.780 --> 00:42:24.090 align:middle line:84% And so that can turn someone into an ally 00:42:24.090 --> 00:42:26.490 align:middle line:90% as well within the organization. 00:42:26.490 --> 00:42:32.040 align:middle line:84% Years ago, I used a curtain as a privacy screen for focus 00:42:32.040 --> 00:42:35.670 align:middle line:84% and maintaining my own ability to concentrate. 00:42:35.670 --> 00:42:38.070 align:middle line:84% And the joke around the office was, well, 00:42:38.070 --> 00:42:39.780 align:middle line:90% I wish I could have a curtain. 00:42:39.780 --> 00:42:42.000 align:middle line:90% And at first, I was hurt by it. 00:42:42.000 --> 00:42:44.240 align:middle line:84% I was like, ugh, you don't want a curtain-- 00:42:44.240 --> 00:42:47.940 align:middle line:84% then you would have this distractability issue. 00:42:47.940 --> 00:42:50.560 align:middle line:84% And then after talking to some people, 00:42:50.560 --> 00:42:53.480 align:middle line:84% my response became, well, then get one. 00:42:53.480 --> 00:42:55.560 align:middle line:84% Like, it's not a formal accommodation. 00:42:55.560 --> 00:42:57.540 align:middle line:90% It's not something major. 00:42:57.540 --> 00:42:58.860 align:middle line:90% Make one yourself. 00:42:58.860 --> 00:43:03.690 align:middle line:84% So that helped me by teaming with some of my peers 00:43:03.690 --> 00:43:07.970 align:middle line:84% and kind of gaining my own confidence in that area. 00:43:07.970 --> 00:43:10.280 align:middle line:90% We have another question-- 00:43:10.280 --> 00:43:13.560 align:middle line:84% There's-- yeah, we have a question in the chat as well. 00:43:13.560 --> 00:43:15.480 align:middle line:84% I'll just kind of read it out loud here. 00:43:15.480 --> 00:43:17.580 align:middle line:84% I'm wondering if for job applications online, 00:43:17.580 --> 00:43:20.610 align:middle line:84% they often ask to self-identify as having a disability. 00:43:20.610 --> 00:43:24.250 align:middle line:84% Do we have to select Yes to that? 00:43:24.250 --> 00:43:27.330 align:middle line:84% We probably need to add a slide on self-ID. 00:43:27.330 --> 00:43:32.520 align:middle line:84% This is something that came out of an executive order 00:43:32.520 --> 00:43:35.850 align:middle line:84% from late in the Obama administration 00:43:35.850 --> 00:43:39.870 align:middle line:84% that folks with have contracts with the federal government 00:43:39.870 --> 00:43:46.140 align:middle line:84% needed to start gathering data on the number of folks 00:43:46.140 --> 00:43:48.720 align:middle line:84% with disabilities who are applying for their jobs 00:43:48.720 --> 00:43:50.220 align:middle line:90% and getting accepted. 00:43:50.220 --> 00:43:54.480 align:middle line:84% Now my understanding of self-ID-- 00:43:54.480 --> 00:43:56.040 align:middle line:84% and you guys correct me if I'm wrong 00:43:56.040 --> 00:44:00.390 align:middle line:84% here-- that the data on the self-ID form 00:44:00.390 --> 00:44:03.900 align:middle line:84% is completely disconnected from the rest of the application 00:44:03.900 --> 00:44:04.620 align:middle line:90% process. 00:44:04.620 --> 00:44:08.520 align:middle line:84% So checking that box, yes or no, does not 00:44:08.520 --> 00:44:11.220 align:middle line:84% go to the folks who are deciding whether or not 00:44:11.220 --> 00:44:12.930 align:middle line:84% you move forward for an interview or get 00:44:12.930 --> 00:44:13.890 align:middle line:90% offered the position. 00:44:13.890 --> 00:44:18.360 align:middle line:84% It's tracked by HR and then looked at afterwards. 00:44:18.360 --> 00:44:21.150 align:middle line:84% So given that, checking that box one way or the other 00:44:21.150 --> 00:44:23.460 align:middle line:84% probably isn't going to necessarily change 00:44:23.460 --> 00:44:25.220 align:middle line:90% your odds of getting accepted. 00:44:25.220 --> 00:44:27.870 align:middle line:84% But I kind of think it's important to have 00:44:27.870 --> 00:44:30.780 align:middle line:84% accurate data on this stuff, and see how prevalent. 00:44:30.780 --> 00:44:33.060 align:middle line:84% Even organizations that are friendly to hiring 00:44:33.060 --> 00:44:35.730 align:middle line:84% folks with disability, there's a lot of barriers that remain. 00:44:35.730 --> 00:44:39.090 align:middle line:84% And so I would encourage folks to think about checking yes 00:44:39.090 --> 00:44:40.410 align:middle line:90% on the self-ID thing. 00:44:40.410 --> 00:44:45.393 align:middle line:84% But it's just disconnected from the process, 00:44:45.393 --> 00:44:47.310 align:middle line:84% and so a lot of people think like, oh, they're 00:44:47.310 --> 00:44:50.880 align:middle line:84% doing this to be an inclusive kind of system and process. 00:44:50.880 --> 00:44:52.650 align:middle line:84% And it is, but the way in which it's done 00:44:52.650 --> 00:44:55.860 align:middle line:84% is so indirect that it's probably not 00:44:55.860 --> 00:44:59.467 align:middle line:84% going to benefit you much one way or the other, 00:44:59.467 --> 00:45:00.550 align:middle line:90% because it's disconnected. 00:45:00.550 --> 00:45:02.820 align:middle line:84% I mean, it's a nice step in the right direction, 00:45:02.820 --> 00:45:04.355 align:middle line:90% but it's a data gathering step. 00:45:04.355 --> 00:45:04.855 align:middle line:90% Yeah. 00:45:04.855 --> 00:45:08.610 align:middle line:84% And to Michael's point, when you check Yes 00:45:08.610 --> 00:45:12.240 align:middle line:84% to that box, that's not at all tied to your employment 00:45:12.240 --> 00:45:14.740 align:middle line:84% package, or your status, or whatever. 00:45:14.740 --> 00:45:19.130 align:middle line:84% So from a company perspective, it 00:45:19.130 --> 00:45:22.820 align:middle line:84% is a useful piece of data to have an accurate representation 00:45:22.820 --> 00:45:24.740 align:middle line:84% of how many people with disabilities 00:45:24.740 --> 00:45:26.870 align:middle line:84% they have at their company versus how many 00:45:26.870 --> 00:45:28.810 align:middle line:90% applied for roles there. 00:45:28.810 --> 00:45:31.220 align:middle line:84% And that's kind of aware that they can figure out 00:45:31.220 --> 00:45:33.980 align:middle line:84% how to best serve the population of employees with disabilities 00:45:33.980 --> 00:45:34.670 align:middle line:90% there. 00:45:34.670 --> 00:45:37.530 align:middle line:84% So I think it is in yours and the company's benefit 00:45:37.530 --> 00:45:40.850 align:middle line:84% to just get an accurate understanding of what 00:45:40.850 --> 00:45:42.420 align:middle line:90% folks are there. 00:45:42.420 --> 00:45:44.270 align:middle line:84% And I was at a presentation recently 00:45:44.270 --> 00:45:50.330 align:middle line:84% where a very large company was talking about their initiatives 00:45:50.330 --> 00:45:51.860 align:middle line:84% and their disability initiatives, 00:45:51.860 --> 00:45:55.250 align:middle line:84% and how they thought they had this small percentage of people 00:45:55.250 --> 00:45:56.360 align:middle line:90% with disabilities. 00:45:56.360 --> 00:46:00.140 align:middle line:84% They started this initiative, and in like a year, 00:46:00.140 --> 00:46:02.210 align:middle line:84% the people would come forward had doubled. 00:46:02.210 --> 00:46:06.180 align:middle line:84% And after that, it, I believe, doubled on top of that. 00:46:06.180 --> 00:46:09.050 align:middle line:84% So I think a lot of people don't-- 00:46:09.050 --> 00:46:11.410 align:middle line:84% even if you do check that box, that is not 00:46:11.410 --> 00:46:13.820 align:middle line:90% tied to your application. 00:46:13.820 --> 00:46:15.920 align:middle line:84% A lot of people don't then disclose 00:46:15.920 --> 00:46:18.710 align:middle line:84% during any of the other processes, which 00:46:18.710 --> 00:46:20.900 align:middle line:90% you don't have to. 00:46:20.900 --> 00:46:23.100 align:middle line:90% So that becomes your option. 00:46:23.100 --> 00:46:24.680 align:middle line:84% The other question I get a lot is, 00:46:24.680 --> 00:46:28.560 align:middle line:84% on a lot of online job applications, it will say, 00:46:28.560 --> 00:46:33.110 align:middle line:84% can you do this job with or without accommodation, 00:46:33.110 --> 00:46:35.570 align:middle line:90% and the answer is always yes. 00:46:35.570 --> 00:46:38.060 align:middle line:84% If you can't do the job with or without accommodation, 00:46:38.060 --> 00:46:40.050 align:middle line:84% you shouldn't be applying for it. 00:46:40.050 --> 00:46:43.010 align:middle line:84% But if you can do the job with or without accommodation, 00:46:43.010 --> 00:46:45.320 align:middle line:84% yes is the answer that they're looking for. 00:46:45.320 --> 00:46:50.570 align:middle line:84% So just in case either of those is what you're looking for. 00:46:50.570 --> 00:46:53.870 align:middle line:84% Also what we said earlier, if the company has 00:46:53.870 --> 00:46:58.260 align:middle line:84% a strong initiative to hire people with disabilities, 00:46:58.260 --> 00:47:00.410 align:middle line:84% and there's another placement for it, 00:47:00.410 --> 00:47:03.310 align:middle line:84% you need to consider that as a perk or a benefit 00:47:03.310 --> 00:47:04.620 align:middle line:90% to your application. 00:47:04.620 --> 00:47:06.860 align:middle line:84% I'm going to riff on this because I usually 00:47:06.860 --> 00:47:09.620 align:middle line:84% have this thing I do during a presentation. 00:47:09.620 --> 00:47:12.500 align:middle line:84% When you're looking at the essential functions of the job, 00:47:12.500 --> 00:47:14.770 align:middle line:84% particularly but not only for technical roles, 00:47:14.770 --> 00:47:16.520 align:middle line:84% you'll often see these list of, like there 00:47:16.520 --> 00:47:20.030 align:middle line:84% are 17 essential duties of the job, or like seven. 00:47:20.030 --> 00:47:23.640 align:middle line:84% There's a large number, and I see a lot of college students 00:47:23.640 --> 00:47:26.600 align:middle line:84% who are like, well, I can only do five or six out 00:47:26.600 --> 00:47:28.580 align:middle line:84% of the seven things that are listed here 00:47:28.580 --> 00:47:30.060 align:middle line:90% as the core skills of the gig. 00:47:30.060 --> 00:47:32.810 align:middle line:84% I'm like, that makes you an incredibly strong candidate 00:47:32.810 --> 00:47:33.380 align:middle line:90% for this job. 00:47:33.380 --> 00:47:35.720 align:middle line:84% I see a lot of folks who think that they 00:47:35.720 --> 00:47:38.240 align:middle line:84% need to be able to do everything that's there, 00:47:38.240 --> 00:47:42.680 align:middle line:84% even maybe if they're listed as desired rather than required. 00:47:42.680 --> 00:47:44.840 align:middle line:84% If you've got an over-- if you've 00:47:44.840 --> 00:47:47.070 align:middle line:84% got the majority of the skills there, 00:47:47.070 --> 00:47:49.070 align:middle line:84% employers are willing to train you on the things 00:47:49.070 --> 00:47:49.940 align:middle line:90% that you don't have. 00:47:49.940 --> 00:47:54.390 align:middle line:84% And I see a lot of folks screen themselves out and say, well, 00:47:54.390 --> 00:47:56.300 align:middle line:84% even with accommodations, I can't necessarily 00:47:56.300 --> 00:47:58.640 align:middle line:84% do this one thing because I haven't learned Python yet, 00:47:58.640 --> 00:48:00.200 align:middle line:84% or this type of program, or I'm not 00:48:00.200 --> 00:48:04.100 align:middle line:84% familiar with this particular financial tool, or whatever. 00:48:04.100 --> 00:48:05.690 align:middle line:84% If you've got the rest of the stuff, 00:48:05.690 --> 00:48:08.390 align:middle line:84% you can come up to speed on whatever they've got. 00:48:08.390 --> 00:48:13.430 align:middle line:84% So when it says the essential functions of the job, 00:48:13.430 --> 00:48:16.130 align:middle line:90% most I think is key. 00:48:16.130 --> 00:48:17.680 align:middle line:90% When in doubt, apply. 00:48:17.680 --> 00:48:18.430 align:middle line:90% Yes! 00:48:18.430 --> 00:48:21.990 align:middle line:84% Don't edit yourself out of the running. 00:48:21.990 --> 00:48:24.810 align:middle line:84% The other question we had was do you 00:48:24.810 --> 00:48:27.690 align:middle line:84% think that there is a difference in workplace 00:48:27.690 --> 00:48:32.520 align:middle line:84% environment between a smaller company or a larger 00:48:32.520 --> 00:48:34.020 align:middle line:90% corporation? 00:48:34.020 --> 00:48:36.240 align:middle line:84% Is it harder to get accommodations 00:48:36.240 --> 00:48:39.470 align:middle line:90% at a smaller company? 00:48:39.470 --> 00:48:42.050 align:middle line:84% I don't think there's a flat answer to that, 00:48:42.050 --> 00:48:44.450 align:middle line:84% because if you go to a smaller company that happens 00:48:44.450 --> 00:48:46.730 align:middle line:84% to be owned by somebody with a disability, 00:48:46.730 --> 00:48:51.470 align:middle line:84% or some smaller company that is disability savvy, or just 00:48:51.470 --> 00:48:56.660 align:middle line:84% really open and welcoming, then the answer would be 00:48:56.660 --> 00:48:58.670 align:middle line:84% they would be completely comparable 00:48:58.670 --> 00:49:01.990 align:middle line:90% to a large organization. 00:49:01.990 --> 00:49:04.630 align:middle line:84% And a lot of times, a larger organization-- 00:49:04.630 --> 00:49:08.170 align:middle line:84% exactly what Michael said, there's a lot of red tape. 00:49:08.170 --> 00:49:10.540 align:middle line:84% So when you go to a smaller company, 00:49:10.540 --> 00:49:14.680 align:middle line:84% they may be able to just get you what you need and off you go, 00:49:14.680 --> 00:49:17.050 align:middle line:84% whereas some larger corporations might-- 00:49:17.050 --> 00:49:20.200 align:middle line:84% or federal government-- might take longer 00:49:20.200 --> 00:49:22.600 align:middle line:90% to be able to do that. 00:49:22.600 --> 00:49:24.390 align:middle line:84% On the question around accommodations 00:49:24.390 --> 00:49:26.830 align:middle line:84% at large versus a small company as well, 00:49:26.830 --> 00:49:30.790 align:middle line:84% one thing to bear in mind is that at some large companies, 00:49:30.790 --> 00:49:34.520 align:middle line:84% they might have a fund or a global fund for accommodations, 00:49:34.520 --> 00:49:38.253 align:middle line:84% so that doesn't come out of the team's budget, for example. 00:49:38.253 --> 00:49:39.670 align:middle line:84% Not all large companies have that, 00:49:39.670 --> 00:49:42.670 align:middle line:90% so that's another caveat there. 00:49:42.670 --> 00:49:45.280 align:middle line:84% So that might not be an option at some smaller company, 00:49:45.280 --> 00:49:48.490 align:middle line:84% but bear in mind as well that the vast majority 00:49:48.490 --> 00:49:51.850 align:middle line:84% of the accommodations are either low or no cost. 00:49:51.850 --> 00:49:55.090 align:middle line:84% There are some that can be expensive, 00:49:55.090 --> 00:49:58.570 align:middle line:84% but again, many of the common accommodations 00:49:58.570 --> 00:50:01.560 align:middle line:90% are free or low cost. 00:50:01.560 --> 00:50:04.350 align:middle line:84% And I don't need to call out Microsoft, but a lot of people 00:50:04.350 --> 00:50:07.180 align:middle line:84% would think, OK, they've got it down, they've got it perfect, 00:50:07.180 --> 00:50:10.440 align:middle line:84% they're doing really great, which they are. 00:50:10.440 --> 00:50:13.590 align:middle line:84% But Sean and I got into an elevator to come up here, 00:50:13.590 --> 00:50:18.330 align:middle line:84% and the keys to the floors were very, very high 00:50:18.330 --> 00:50:20.990 align:middle line:84% so even when you think, OK, a large employer 00:50:20.990 --> 00:50:23.510 align:middle line:84% is just going to have this down, sometimes there 00:50:23.510 --> 00:50:26.030 align:middle line:84% are little glitches in the system no matter where you 00:50:26.030 --> 00:50:28.410 align:middle line:84% are that you might have to advocate for. 00:50:28.410 --> 00:50:30.827 align:middle line:90% 00:50:30.827 --> 00:50:32.910 align:middle line:84% Which was easy because I was standing next to you. 00:50:32.910 --> 00:50:35.645 align:middle line:90% That worked out. 00:50:35.645 --> 00:50:43.470 align:middle line:84% Yeah, that said, I do think as a general rule. 00:50:43.470 --> 00:50:45.620 align:middle line:84% oftentimes-- there's exceptions all over the place, 00:50:45.620 --> 00:50:50.510 align:middle line:84% and each organization has its own really different culture. 00:50:50.510 --> 00:50:54.380 align:middle line:84% Maybe if you were going to generalize on this stuff just 00:50:54.380 --> 00:50:58.280 align:middle line:84% because of budget size, lack of knowledge, lack of formal HR 00:50:58.280 --> 00:50:59.810 align:middle line:90% processes, sometimes-- 00:50:59.810 --> 00:51:03.740 align:middle line:84% I mean, when I look at where our students are 00:51:03.740 --> 00:51:09.000 align:middle line:84% getting employment, [INAUDIBLE] employers less than 100. 00:51:09.000 --> 00:51:11.540 align:middle line:84% There's a few there, but that's not the easiest spot 00:51:11.540 --> 00:51:14.720 align:middle line:90% to crack into sometimes. 00:51:14.720 --> 00:51:16.740 align:middle line:84% So there's still something to that. 00:51:16.740 --> 00:51:19.100 align:middle line:84% By the way, I sense that that's changing. 00:51:19.100 --> 00:51:21.340 align:middle line:84% And also where it's changing fastest 00:51:21.340 --> 00:51:23.840 align:middle line:84% is mid-sized, which are becoming more and more 00:51:23.840 --> 00:51:26.630 align:middle line:84% like large companies, particularly in this region 00:51:26.630 --> 00:51:27.910 align:middle line:90% these days. 00:51:27.910 --> 00:51:30.620 align:middle line:84% It's the expected order of business. 00:51:30.620 --> 00:51:32.560 align:middle line:84% Not to say that they've got it figured out, 00:51:32.560 --> 00:51:37.470 align:middle line:84% but culture changes is happening quickly at those organizations. 00:51:37.470 --> 00:51:41.390 align:middle line:84% And one thing we didn't mention was documentation. 00:51:41.390 --> 00:51:44.510 align:middle line:84% And the difference in getting accommodations 00:51:44.510 --> 00:51:46.670 align:middle line:84% when you have a visible disability that someone 00:51:46.670 --> 00:51:49.880 align:middle line:84% can see, and say OK, you're a wheelchair user-- 00:51:49.880 --> 00:51:52.760 align:middle line:90% you need access to an elevator. 00:51:52.760 --> 00:51:57.260 align:middle line:84% On the flip side, you have a hidden disability-- 00:51:57.260 --> 00:52:03.690 align:middle line:84% you need a work from home situation every so often. 00:52:03.690 --> 00:52:09.210 align:middle line:84% The onus and pressure almost to prove that versus the accepted 00:52:09.210 --> 00:52:14.800 align:middle line:90% as a given can almost be-- 00:52:14.800 --> 00:52:16.860 align:middle line:84% it's definitely a part of this equation. 00:52:16.860 --> 00:52:20.040 align:middle line:84% And as you think of employers, again, we 00:52:20.040 --> 00:52:21.690 align:middle line:84% can't say that smaller employers are 00:52:21.690 --> 00:52:23.898 align:middle line:84% better than bigger employers, or bigger employers are 00:52:23.898 --> 00:52:25.620 align:middle line:90% better than smaller employers. 00:52:25.620 --> 00:52:28.170 align:middle line:84% But think about how that might work out 00:52:28.170 --> 00:52:31.920 align:middle line:84% in bigger situations versus smaller situations for you. 00:52:31.920 --> 00:52:33.780 align:middle line:84% And having your documentation in order. 00:52:33.780 --> 00:52:37.860 align:middle line:84% If you have your documentation that you used for college, 00:52:37.860 --> 00:52:39.630 align:middle line:84% making sure you get a copy of that. 00:52:39.630 --> 00:52:41.280 align:middle line:84% Take it with you so that you already 00:52:41.280 --> 00:52:45.570 align:middle line:84% have it when you need it in the workplace. 00:52:45.570 --> 00:52:46.380 align:middle line:90% Fantastic. 00:52:46.380 --> 00:52:50.780 align:middle line:84% Well, it's been great to spend the last hour with you. 00:52:50.780 --> 00:52:52.520 align:middle line:84% We hope that you will join us again. 00:52:52.520 --> 00:52:55.800 align:middle line:84% I know we've got some upcoming webinars soon. 00:52:55.800 --> 00:52:58.250 align:middle line:84% And if you have any questions that didn't get answered, 00:52:58.250 --> 00:53:00.950 align:middle line:84% or if you are attending this webinar later 00:53:00.950 --> 00:53:03.390 align:middle line:84% and you have questions that you would like answered, 00:53:03.390 --> 00:53:04.790 align:middle line:90% please feel free to email us. 00:53:04.790 --> 00:53:07.420 align:middle line:90% 00:53:07.420 --> 00:53:07.920 align:middle line:90% Thank you. 00:53:07.920 --> 00:53:08.520 align:middle line:90% Have a good afternoon. 00:53:08.520 --> 00:53:09.603 align:middle line:90% Yeah, thank you very much. 00:53:09.603 --> 00:53:10.210 align:middle line:90% Thank you. 00:53:10.210 --> 00:53:11.760 align:middle line:90% Bye. 00:53:11.760 --> 00:53:21.067 align:middle line:90%