This guide provides information to assist you when working with a job seeker with disability and will help you communicate effectively with a job seeker with disability, particularly during the initial interview process.
As a service provider you may be aware that a person has a disability before they come to see you. However, there may be cases when you only find out the person has a disability when they arrive for an initial interview or once you have been assisting them for some time.
Communication
When communicating with a person with disability, treat the person with the same respect you would other people, addressing them with the same formality and in a manner appropriate to their age. The focus should be on interacting with the person and not their disability.
Your work with the job seeker should be a mutual partnership. Explain to the job seeker that your role is to facilitate the job search and employment process and to empower them to do things for themselves.
As you get to know a job seeker you may find that they open up to you. Take the time to listen and seek other advice or support if required.
Most importantly relax! A sincere commitment to including people with disability will compensate for most mistakes—a sense of humour should cover the rest.
Key questions
When asking questions of any job seeker it is best to ask open ended questions as this provides a better opportunity for detailed information and avoids the ‘yes’ and ‘no’ responses! In asking open ended questions you are allowing the job seeker to tell their own story and encourage openness.
When interviewing a person with disability it is important to look at many different aspects of their life, such as their skills and abilities and interests. Avoid focusing on their disability, special needs or what they can not do.
You may want to ask a job seeker questions about:
- their personal preferences and skills
- the type of work or training they want to do
- their current job search skills
- the sort of things they require to enable them to do a job, such as workplace modifications or adjustments
- the type of support they may need when looking for work
- the type of support they may need for a particular job
- whether they want to disclose their disability to an employer, including timing for disclosure
- any medications that might affect their ability to undertake a particular role.
People with disability are usually experts in their own needs, so if you have any questions related to workplace accommodations and strategies, ask them first!
Things to avoid
When engaging a person with disability, you should avoid:
- openly admiring the job seeker's courage
- expressing sympathy
- staring or avoiding eye contact
- assuming unusual sensitivity and avoiding essential questions
- automatically assuming help is needed
- asking about 'your handicaps' or using other negative terms.
General interview tips
- Don’t patronise people with disability. Treat adults as adults.
- If you offer assistance, wait until the offer is accepted. Be prepared for your offer to be refused.
- Use a normal tone of voice when extending a welcome. Do not raise your voice unless asked.
- Speak directly to the person with disability, rather than through a companion, interpreter or aid if they are present.
- Allow sufficient time for a person with disability to respond to questions.
- Never pretend to understand. Instead, repeat what you have understood and allow the person to respond. The response will guide your communication.
Tips for interviewing people with physical disability
- You should avoid leaning on a person's wheelchair as the chair is part of their personal space.
Tips for interviewing people with vision impairment
- Always identify yourself to the person with vision impairment.
- Allow a person with vision impairment to take your arm near the elbow to guide them, rather than you propelling them.
Tips for interviewing people who are hard of hearing
- To gain attention, tap the person on the shoulder or wave your hand.
- Look directly at the person when talking or listening, rather than a companion, interpreter or aid if they are present. This is also important if the person can read lips.
- If a person who is hard of hearing can read lips, position yourself so that you are facing the light and keep your mouth clear when speaking.
- Be aware of the impact of background noise.
Tips for interviewing people with intellectual disability
- Speak in a straightforward manner and check that the person understands your questions.
- Be patient and wait for the person to finish what they are saying.