Global Accessibility Awareness Day (GAAD) celebrated the third Thursday of May is right around the corner and puts light on digital accessibility for those with disabilities. In support of GAAD, I felt it appropriate to write about the Americans with Disability Act (ADA), your rights, and how to ask for an accommodation. Although this post focuses on the blind and low vision community, GAAD and the ADA supports all individuals who have a disability.

Let’s start with the basics. The Americans with Disabilities Act (ADA) is civil rights legislation that focuses on increasing inclusion for people with disabilities in all aspects of life. ADA has five sections, or titles that cover specific areas..

• Title I prohibits discrimination in employment and requires employers to provide responsible accommodations to qualified candidates and employees. This regulation applies to private employers, state & local governments, employment agencies, and labor unions with 15 or more employees. Title I which protects individuals with a disability specific to job application procedures, hiring, advancement, termination, compensation, job training, and other terms, conditions, and privileges of employment.
• Title II and Title III focus on public entities’ services and public accommodations and services operated by private entities and overseen by the Department of Justice (DOJ)
• Title IV, managed by the Federal Communications Commission (FCC) ensures individuals who are deaf, hard of hearing, deafblind, or have speech disabilities have the ability to communicate by phone in a similar functionality equal to those without such disabilities.
• Title V, focuses on miscellaneous provisions including explicit restrictions against retaliation or coercion against anyone with a disability who exerts their civil rights.

Now that the keys areas of the ADA are defined, I want to focus on Title I and what it means to ask for an accommodation. It is important you have the proper resources to complete an application, walk through an interview, or work successfully within your job function, but equally as important for you to be well informed on how ADA works specific to accommodations.

The ADA requires employers to provide reasonable accommodation to employees and qualified applicants, unless doing so is an undue hardship, but what does this mean?

• A reasonable accommodation suggests that an employer modifies or adjusts a process, work environment, or equipment used so either a qualified candidate can complete the application or interview process, or an employee can perform the essential job functions, or enjoy similar benefits as those without a disability.
• A qualified candidate is defined as a person who meets legitimate skills, experience, education, or other requirements of an employment position that they hold or seek, and who can perform the essential functions of the position with or without a reasonable accommodation.
• An Undue hardship is an accommodation that would cause a significant difficulty for the employer and may depend on the cost or difficulty of providing that specific accommodation. If an employer determines the accommodation ask is an undue hardship, they can suggest a different adjustment or modification, or may be able to refuse to provide the accommodation all together.   

When asking for an accommodation, it is important that you are confident, informed, and remain professional throughout the conversation and process. Depending on the circumstance, you may need to educate and walk the recruiter, hiring manager, or organization through this process and also understand the organization may need time to review the accommodation request.

Here are my top suggestions when going through the process of asking for an accommodation.

• Understand your rights:
  • You must be informed about your rights specific to ADA and asking for an accommodation.
  • You should not take it for granted or assume the hiring team or organization is required to accommodate based on Title I requirements.
  • Be the educator and partner, and meet people where they are. Not everyone has been around someone with an impairment like yours and may lack awareness, knowledge, or are hesitant or nervous on how to proceed.     
• Know your accommodation needs:
  • Be proactive and ask during initial outreach what to expect for the first interview (phone, video with/without camera) so you know how to come to the initial conversation. Identify if you need materials in an alternative format or use of assistive technology. Request these resources as early as possible to ensure the organization has enough time to accommodate your needs.
  • If you are new to the workforce, connect with a mentor, friend, or organization that can help you determine what accommodations are available to you.
  • Be as proactive as you can to notify your employer of your needs. Take time to research so you can provide exact details. For example, if you need assistive technology such as JAWS, provide the name, a link to the product, and how this will help you successfully perform your job duties.
• Take the right steps when asking:
  • Look for or ask if there is an interview accommodation request process. This process may be published on the career site or you can ask the individual who did the initial outreach.
  • Be confident, clear, and concise on what you are asking.
  • Explain why you need the accommodation and how it will help you during the application, interview, or to help you be successful in the job. Be brief in this explanation.
  • Share that this accommodation is to help you showcase your qualifications and experience.
  • Practice the ask. Write it down and practice with someone so you become comfortable.

By understanding your rights, being proactive, and precise with your ask, the overall experience will be easier on both you and the employer. These actions will help display your professionalism, competencies, and capabilities and will show them you are the best individual for the role and the solution to their workforce need.

Additional Resources:

• Global Accessibility Awareness Day Events  
• EEOC Website
• DOJ Website
• Federal Communications Commission (FCC) Website
• Title V
• Assistive Technology
• Assistive Technology Explained

This blog offers insights and conversations on resources and guidance for families of individuals with visual impairments, as well as for those who experience low vision or are blind themselves. The perspectives shared here stem from personal opinions, experiences, and expertise. It’s important to note that the content discussed may not be universally applicable, and readers are encouraged to seek legal counsel from a qualified attorney for specific advice.