Knowing what to say about your disability at a job interview can be challenging. We’ve put together tips on when to mention your disability, what to talk about, and ways to deal with some common concerns from employers.

Why mention your disability at an interview?

You should tell the employer about your disability if it might affect:

• how you do the job
• your ability to work safely
• your ability to help keep your co-workers safe.

Mentioning your disability can create trust and an open relationship with your employer. But if your disability won’t affect your ability to do the job or to work safely, you don’t have to mention it. It is your choice.

Mentioning your disability before the interview

If you do need or choose to mention any disabilities, it can be a good idea to bring it up before the interview.

For example, if you want to:

• ask about what support the organisation has for employees with disability
• get a sense of whether the organisation is a fair employer
• ask about access to the building and any help you need to take part in the interview.

For more information on arranging help to take part in job interviews, visit Support you may need for an interview.

What information to discuss

You only need to give information about how your disability may affect how you do the job. You don’t need to talk about specific personal information.

You might talk about:

• your skills and strengths and examples of how you manage your work
• changes to the workplace you might need to support you
• side effects of any medications that could affect your work at certain times
• any pain management or time off needs you might have, for example if you have periods when your disability affects you more.

Keeping it positive

If you do mention your disability, it can also be a chance to show your skills, knowledge and creativity.

This could include giving examples of:

• any assistive technology you use
• methods you use to manage your time
• ways you work as part of a team
• any issues you faced in past workplaces and how you worked with your employer to find solutions.

Responding to employer concerns

We know there are many benefits of employing people with disability. But some employers may have little experience with disability in the workplace. 

Some employers might also say they hired someone with disability before but it didn’t work out well. Shift the focus by:

• explaining to the employer that you have thought about how you will do all the tasks needed for the job
• talking about your skills and experience
• talking about the financial help the employer can get if you need any changes to the workplace, such as through the Employment Assistance Fund
• talking about other financial help available, such as subsidised wages for people with disability in a new job.

If you are with a Disability Employment Services provider, you can also tell the employer that your provider can help them through the Supported Wage System.

Below are some other common concerns employers may have and how you can answer them.

Gaps in your work history

If you have gaps in your work history, you can explain these in a number of ways. For example:

• mention any study, volunteer work or other activities you did
• mention time you spent on personal development.

It’s not unusual for people to have gaps in employment for a range of reasons. It’s important to make it clear to the employer that you’re able and eager to work now.

Slower work rates

Some employers might say that they can’t afford to hire people with disability because they work too slowly. The truth is that most people with disability improve productivity levels.  

If you’re concerned about how much you can do at work because of your disability, you and the employer may consider the Supported Wage System. If you’re eligible, you can get an assessment to decide on fair pay for the work you can do.

Negative responses from customers or co-workers

Some employers might worry about how customers will react to an employee with disability. Some might think a person with disability will not fit in with their co-workers.

There is a lot of information employers can access if needed to help improve disability awareness. You could also point them to some of the benefits of employing people with disability. For example:

• people with disability build strong relationships with customers
• co-workers with disability often improve staff morale
• hiring people with disability can enhance the organisation’s image in the community.

You could also mention there is disability awareness training available for workplaces.

Your privacy

Information about your disability is personal and you have the right for this information to be kept private. If you think someone involved in an interview hasn’t kept your personal details private, you have the right to complain. Visit How your personal information is protected for more information. 

You can find out more about the Privacy Act at the Office of the Australian Information Commissioner website.