Job Search Guide for
People With Disabilities

Individuals with disabilities face unique challenges when seeking employment – from confronting discrimination and accessibility barriers to a lack of opportunities for skills development.

However, the rise of remote work has brought promising gains in employment for people with disabilities. With more accessible opportunities out there, you can navigate the job search confidently.

In this article, we’ll go over everything you need to know to land your target job, including how to craft a compelling application, learn about your rights, and access useful resources and a supportive network.

1. Decide if you want to disclose your disability on your resume

Many job seekers with disabilities grapple with whether or not to disclose a disability on their resume. You aren’t required to do so, and Title I of the ADA prohibits employers from discriminating against people with disabilities in the hiring process (although discrimination is still common).

Ultimately, there’s no right or wrong answer and the decision comes down to your individual circumstances and preferences.

Some job seekers choose to disclose a disability upfront to request accommodations or highlight their experience advocating for disability rights. By contrast, others prefer to wait until later in the hiring process or after being hired to disclose a disability (if they disclose it at all).

Here are a few questions you can answer to help you make your decision:

If you decide that the benefits of disclosing your disability outweigh the risks, prepare some answers to questions that will likely be asked about your disability and any accommodations you may need so that you can advocate for yourself confidently.

2. Choose a format that highlights your qualifications

Before you start filling out each section, choose a resume format that effectively highlights your qualifications and experiences.

For most job seekers with some work experience, the best format is the chronological resume format, as it places the focus on each role and demonstrates the candidate’s career progression.

However, if you have significant gaps in employment or a scattered employment history, an alternative format that emphasizes your skills and achievements rather than your chronological work history could be a better choice.

Here are two alternative formats you can use:

Selecting a format that highlights your strengths and minimizes any resume red flags will help you get employers’ attention and demonstrate why you’re the best candidate for the job.

3. Craft a compelling profile

Your resume should begin with a compelling 3–5 sentence resume summary that highlights your key qualifications, experience, and achievements. The goal of the resume summary is to grab the hiring manager’s attention and quickly demonstrate that you have the qualifications they’re looking for.

Here are three tips for writing a standout summary:

• Focus on showcasing your unique value proposition and what sets you apart from other candidates
• Use concise language and avoid generic or cliché phrases
• Add numbers to demonstrate your most impressive accomplishments

Here’s an example:

Dedicated and results-driven [Job Title] with a proven track record of success in project management and strategic planning. With a keen eye for detail and strong analytical skills, I have spearheaded initiatives resulting in a 20% increase in organizational growth and a 15% improvement in operational efficiency. With over [X] years of experience in [industry/field], I excel in coordinating cross-functional teams and implementing innovative strategies to overcome challenges. My commitment to inclusivity and accessibility, combined with a passion for continuous learning, positions me as a valuable asset to any organization seeking to foster diversity and achieve excellence.

4. Showcase your experience and accomplishments

When writing your work experience section, focus on highlighting your accomplishments and contributions in each role by using action verbs and numbers to convey your impact.

For example, instead of simply stating that you were responsible for managing a team, provide specific examples of how you successfully led projects, achieved goals, or implemented process improvements.

Using metrics such as percentages, dollar amounts, or time frames to quantify your achievements gives employers a tangible sense of what contributions you’d make as an employee.

If your experience is varied (for example including professional roles, volunteer work, projects, freelance work, and internships), you can title the section “Relevant Experience” and list each experience as you would in a regular work experience section. Here’s an example:

Relevant Experience

Administrative Assistant Intern | FedEx | March 20XX – August 20XX

• Provided administrative support to the HR department, including scheduling interviews, organizing files, and preparing documents
• Assisted with data entry tasks, maintaining accurate records of employee information and benefits enrollment
• Participated in team meetings and contributed ideas for process improvements to enhance department efficiency
• Demonstrated strong attention to detail and organizational skills in managing multiple tasks and priorities

Volunteer Coordinator | Chicago’s Food Bank | September 20XX – December 20XX

• Organized and managed a team of volunteers for community events and initiatives, overseeing recruitment, training, and scheduling
• Developed and maintained relationships with local businesses and organizations to secure sponsorships and donations for fundraising events
• Implemented volunteer recognition programs to acknowledge and celebrate the contributions of dedicated volunteers
• Coordinated logistics for events, including venue selection, vendor coordination, and onsite supervision, ensuring smooth execution and positive experiences for participants

5. Emphasize your education and training

In the education section of your resume, include relevant degrees, certifications, and professional development courses that demonstrate your qualifications for the position.

If you’ve completed any specialized training or coursework related to your field, be sure to include this information as well. Demonstrating your commitment to continued education and professional development will make you stand out to employers.

6. Include additional resume sections

Consider including additional sections on your resume if you have extra experiences that showcase your skills, interests, and accomplishments. For example, you can include sections highlighting volunteer work, professional associations, or relevant hobbies and interests.

Including additional sections in your resume gives employers a more complete understanding of your qualifications and background. To keep your resume concise and focused, be selective about the sections you include and highlight information that’s relevant to the job you’re applying for.

7. Explain any career breaks

If you have any significant gaps in your employment history (one year or longer) where you took disability-related leave or time off to manage your disability, you should address the career gaps on your resume. However, know that you’re not required to disclose a disability on your resume, so you don’t have to mention it explicitly.

For short career breaks (6 months or less), you can simply omit the months from your dates of employment. However, for longer gaps, it’s helpful to provide some context so employers don’t think you’re hiding something.

If you don’t want to disclose your disability, you can list the break as something more general like “Medical leave” or a “Leave of absence due to illness,” along with the corresponding dates. You can also include an optional sentence or two providing more information. Here’s an example:

Medical Leave
July 2018 – December 2019

During this period, I took a leave of absence to focus on managing a health-related issue. Although I was not employed during this time, I remained actively engaged in pursuing skills development through several online Javascript courses and volunteering at the Ballard Community Center.

If you developed a skill or took a course during your career break, you can choose to list the gap as a “Career break,” along with the reason (“Personal development” or “Continuing education”) and a brief explanation of what you learned or what skills you developed.

8. Make sure your resume is clear, well-formatted, and error-free

Finally, before submitting your resume, be sure to proofread it carefully to ensure that it’s clear, well-formatted, and error-free. Spelling and grammar errors are some of the most common resume mistakes, so pay attention to the details and opt for a clean, professional layout.

Consider asking a friend, family member, or colleague to review your resume for additional edits and feedback.

9. Write a cover letter

Your cover letter provides a great opportunity to give employers more insight into why you’re interested in the role, what makes you a great fit, and what your goals are.

To write an effective cover letter, research the company to learn more about its values, mission, culture, achievements, and goals. Then, use this information to focus on highlighting experiences and qualities that demonstrate how you align with or can make valuable contributions to the company.

If you choose to disclose your disability in your application, you can also elaborate on this experience in your cover letter by explaining any career breaks or showcasing your unique value proposition. Remember to frame your experience positively and to keep the focus on how you can benefit the company.

10. Prepare for your interview

If you’re selected for an interview, prepare thoroughly in advance. Research the company and familiarize yourself with its products, services, and culture. Spend time practicing your answers to common interview questions, and be ready to discuss your qualifications and experiences in detail.

Conducting a mock interview is a great way to test and hone your answers as well as build confidence. Ask a friend or family member to do a mock interview with you and provide feedback on how you can improve. Alternatively, consider using ChatGPT to practice for your interview. Here’s an easy prompt you can use:

Do a mock-interview with ChatGPT

I’m applying for a role as a [customer service representative]. I will provide you with the job description. I want you to act as the hiring manager for this role and conduct a mock interview with me as the interviewee. When I say “let’s finish the interview,” please provide feedback on how I can improve my answers. Here is the job description:

[Copy and paste the job description here]

Here’s an example of how using this prompt might look.

An interview is also a great opportunity to gain some insight into whether the company fosters an inclusive culture. Here are some questions you can ask to get a better understanding of its efforts to support employees:

Asking questions like these can help you decide if the company will be a good fit for you and how to best navigate the rest of the hiring process. If you’re disclosing your disability or plan to discuss accommodations, be prepared to ask and answer questions relating to these topics as well.

Understanding your rights

There are several laws in place to protect the rights of Americans with disabilities. Below is an overview of some of the most important laws and rights you should be aware of, as well as where to find more information about them.

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is a landmark civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life. The ADA defines a disability as “a physical or mental impairment that substantially limits one or more major life activities of such individual.”

Title I of the ADA covers employers with 15 or more employees (including state and local government, employment agencies, and labor organizations) and prohibits discrimination against individuals with disabilities in all aspects of employment, including hiring, firing, promotions, and compensation.

Employers are required to provide equal employment opportunities to qualified individuals with disabilities and make reasonable accommodations to ensure equal access to employment opportunities.

“The biggest challenge we see for job seekers with disabilities is the liability issue that gets brought up when they go to job interviews. Employers often see people with disabilities as a liability. The advice we would give the individual is to always highlight their skills/talents and focus on what they can do, and not on their disability.”

Margoritt Aquije, Director of Programs at The Arc Los Angeles and Orange Counties

Reasonable accommodation rights

Covered employers are required to provide reasonable accommodations for job candidates and employees with disabilities.

A reasonable accommodation is any modification or adjustment to a job or work environment that enables a qualified individual with a disability to apply for a job, perform the essential functions of the job, or enjoy equal benefits and privileges of employment.

Examples include making facilities accessible and useable, altering work schedules, acquiring or modifying equipment as needed, adjusting training materials or policies, or providing interpreters.

If you need accommodations to perform the essential functions of your job, you’ll need to make a request and discuss it with your employer.

Disclosure and privacy considerations

Under the ADA, you aren’t required to disclose a disability to potential employers unless you require reasonable accommodations. The decision to disclose a disability depends on factors like the nature of your disability, the job requirements, and your comfort level.

If you disclose a disability, you have the right to privacy, and employers can’t ask invasive questions about your medical history.

The Rehabilitation Act of 1973

Sections 501 and 503 of the Rehabilitation Act of 1973 prohibit discrimination against individuals with disabilities and apply to federal entities and federal contractors/subcontractors that receive a significant amount of federal funding or payment from federal agencies.

Legal recourse

If you believe you’ve experienced discrimination based on your disability, you have the right to file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC is responsible for enforcing federal laws that prohibit discrimination in the workplace and investigating complaints of discrimination based on disability.

You can learn more about the ADA and job accommodations with these resources:

• The ADA.gov website
• Overview of the ADA (Department of Labor)
• Job Applicants and the ADA (EEOC)
• Guide to Disability Rights Laws (ADA.gov)
• Disability Discrimination Fact Sheet (EEOC)
• Job Accommodation Network (JAN)
• Job Accommodations (O*NET OnLine)
• Know Your Rights – Returning Service Members with Disabilities (ADA.gov)

Resources for job seekers with disabilities

We’ve compiled a list of resources below to help in every stage of your job search, from disability-specific job boards and training programs to employment services.

Disability-specific job boards and career portals

There are several online job boards that cater specifically to individuals with disabilities, providing access to a wide range of job opportunities across various industries and sectors. Here’s a list of some of the best niche job boards for job seekers with disabilities:

• AbilityJOBS
• AbilityLinks
• disABLED Person
• Enable America Jobs Board
• CareerCircle
• Neurodiverse Jobs
• USA Jobs – Individuals with disabilities

You can use these platforms to search for jobs by location, industry, or keyword, and many of them provide additional resources and support for individuals with disabilities.

“Be open and try new things outside of your comfort zone. Always have a few job options. Don’t stay stuck in one job field. If you do, you may miss the opportunity to find out what other skills you have.”

Margoritt Aquije, Director of Programs at The Arc Los Angeles and Orange Counties

Disability employment services, education, and training

There are many programs and services supporting people with disabilities in finding employment, accessing education, and receiving training, and many of them are government-sponsored. Some of these include:

• Allsup Employment Services: Authorized by the SSA, Allsup Employment Services can help you navigate the Ticket To Work program, file your forms, and maintain your SSDI benefits.
• American Job Centers: These centers, located around the country, provide a variety of services to job seekers, including career counseling, skills assessment, job training programs, and assistance with job searches and applications.
• Apprenti: Funded by the Employment and Training Administration of the U.S. Department of Labor, Apprenti is an apprenticeship program that can provide the opportunity for on-the-job training.
• CAPE – Youth: CAPE (Career Advancement and Pathways for Youth) programs provide education, training, and support services to young people with disabilities, helping them transition from school to work.
• PRIDE Industries: PRIDE Industries offers job training, placement, coaching, and skill development for disabled individuals to help them succeed in the workforce.
• Statewide Independent Living Councils (SILCs) and Centers for Independent Living (CILs): These centers provide assistance and resources to support the integration of individuals with disabilities into their communities, and seek to promote equal opportunities, autonomy, and dignity.
• The Disability and Employment Community of Practice: This online resource destination offers support for individuals with disabilities, employers, and workforce professionals. It provides information and resources related to disability employment, including best practices, success stories, and training materials.
• The RETAIN program: Offered by the Office of Disability Employment Policy (ODEP) and the Employment and Training Administration and Social Security Administration, the RETAIN program provides accommodations, retraining, and rehabilitation for individuals who experience a disability while employed.
• Ticket to Work Program: This program is designed to help individuals receiving Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI) benefits find and maintain employment. It offers access to employment support services, vocational rehabilitation, and other resources.
• USAID Disabilities Employment Program: This program provides information on federal job application processes and eligibility requirements for Schedule A appointments. It also supports the recruitment, hiring, and retention of individuals with disabilities as part of the Federal Government’s commitment to modeling inclusive employment practices.
• Veteran Readiness and Employment (VR&E) services: Offered by the Department of Veterans Affairs (VA), these services provide vocational rehabilitation, employment assistance, and other support to veterans with service-connected disabilities.

Assistive technology and accommodations

Here are some resources for guidance on asking for accommodations and obtaining the assistive technology and software you need:

• The Job Accommodation Network (JAN): JAN provides free, expert, and confidential guidance on job accommodations and disability employment issues, and assists employers and employees in identifying effective accommodation solutions and navigating the accommodation process.
• Information from the Administration for Community Living on programs that make assistive technology more available to individuals with disabilities.
• An article on how to request accommodations, from the Ticket To Work website.
• A list of free or low cost assistive technology from Augsburg University.

Networking, advocacy, and support

Networking, advocacy, and support are essential components of a successful job search for people with disabilities. Building connections with other professionals in your field, joining disability advocacy organizations, and seeking out support groups can provide valuable resources, guidance, and encouragement.

• The Americans With Disabilities Act National Network: The Americans With Disabilities Act National Network offers information, guidance, and training on implementing the ADA to support its mission of ensuring equality of opportunity, full participation, independent living, and economic self-sufficiency for people with disabilities.
• The Association of University Centers on Disabilities: The AUCD is a national network of interdisciplinary centers advancing policy and practices for individuals with developmental and other disabilities. AUCD centers provide training, technical assistance, and resources to individuals, families, and professionals.
• The National Disability Rights Network: Based in Washington, DC, with Protection and Advocacy Systems (P&As) and Client Assistance Programs (CAPs) across the U.S., the NDRN is the biggest provider of legal advocacy services for people with disabilities. (Find your local agencies here.)

Additional government resources

Here are some extra government resources to support you in your job search:

• EEOC Disability-Related Resources
• Other Federal Resources on the Employment of People with Disabilities
• The O*NET database: Provides career tools and resources, including assessments, job descriptions, and labor market information, to help job seekers explore career options and make informed decisions about their future.

Frequently asked questions about seeking employment with a disability

Have more questions? Here are some answers to commonly asked questions about job hunting with a disability.

Should I say I have a disability on my job application?

Whether or not to disclose your disability on a job application is a personal decision and depends on your particular situation. You’re only required to disclose a disability if you want to request accommodations.

If you don’t need any accommodations, then it’s up to you – if you feel comfortable sharing that information, and it allows you to include more relevant experience that highlights your strengths in your application, feel free to include it.

What happens if you tell a job you have a disability?

If you choose to disclose a disability to an employer, they’re legally obligated to provide reasonable accommodations to enable you to perform the essential functions of the job (or hiring process), which could include modifications to the work environment, adjustments to work schedules, or acquiring assistive technology.

Disclosing your disability allows an employer to better understand your needs and how they can support you in the workplace. However, there’s always a risk in choosing to disclose a disability – not all employers are inclusive and supportive, and it’s possible you may face discrimination.

Remember that discrimination based on disability is illegal, and employers cannot make hiring decisions based on your disability status. If you find yourself in a situation of being discriminated against, use the resources provided in this article to find support and understand your rights.

Sources

• Administration for Community Living, “Aging and Disability Networks”
• Administration for Community Living, “Assistive Technology”
• Administration for Community Living, “List of Statewide Independent Living Councils (SILCs) and Centers for Independent Living (CILs) by State”
• Allsup Employment Services, “Get Started with Ticket to Work”
• Apprenti, “An Accelerated Career Path Just for You”
• Augsburg University CLASS Office, “Free or Low Cost Assistive Technology”
• CAPE-Youth, “About Us”
• CareerOneStop, “American Job Center Finder”
• Cornell University, Institute on Employment and Disability, “Disability Statistics”
• Forbes, “Remote Work Boosts Employees With Disabilities, Research Shows”
• HR Brew, “Exclusive: 25% of disabled workers have experienced discrimination during the job interview process, new survey finds”
• Job Accommodation Network
• O*NET OnLine, “Job Accommodations”
• PRIDE Industries, “People with Disabilities”
• Social Security Administration, Ticket to Work, “How To Request Accommodations”
• The Council of State Governments, “Stay-at-Work and Return-to-Work Programs, Benefits Counseling, and ABLE Accounts”
• The New York Times, “How to Disclose a Disability to Your Employer (and Whether You Should)”
• Top Tech Tidbits, “How To Access ChatGPT As A Person Who Is Blind or Low Vision: A Comprehensive Guide”
• USAGov, “Job training and employment programs for people with disabilities”
• USAID, “Disabilities Employment Program”
• U.S. Department of Justice and Civil Rights Division, “ADA.gov”
• U.S. Department of Justice and Civil Rights Division, “ADA: Know Your Rights – Returning Service Members with Disabilities”
• U.S. Department of Justice and Civil Rights Division, “Americans with Disabilities Act of 1990, As Amended”
• U.S. Department of Justice and Civil Rights Division, “Guide to Disability Rights Laws”
• U.S. Department of Labor, “Americans with Disabilities Act”
• U.S. Department of Labor, Employment and Training Administration, “O*NET”
• U.S. Department of Labor, Employment and Training Administration, “Wagner-Peyser Program”
• U.S. Department of Labor, Employment and Training Administration, “Workforce Innovation and Opportunity Act”
• U.S. Department of Labor, Office of Disability Employment Policy, “Disability Employment Statistics”
• U.S. Department of Labor, Office of Disability Employment Policy, “Retaining Employment and Talent After Injury/Illness Network (RETAIN)”
• U.S. Department of Veterans Affairs, “Veteran Readiness and Employment (VR&E)”
• U.S. Equal Employment Opportunity Commission, “EEOC Disability-Related Resources”
• U.S. Equal Employment Opportunity Commission, “Employment Protections Under the Rehabilitation Act of 1973: 50 Years of Protecting Americans with Disabilities in the Workplace”
• U.S. Equal Employment Opportunity Commission, “Fact Sheet: Disability Discrimination”
• U.S. Equal Employment Opportunity Commission, “Job Applicants and the ADA”
• U.S. Equal Employment Opportunity Commission, “Other Federal Resources on the Employment of People with Disabilities”
• U.S. Equal Employment Opportunity Commission, “The Rehabilitation Act of 1973”
• WorkforceGPS, “Disability and Employment”

About Resume Genius

Since 2009, Resume Genius has combined innovative technology with leading industry expertise to simplify the job hunt for people of all backgrounds and levels of experience.

Resume Genius’s easy-to-use resume builder and wide range of free career resources, including resume templates, cover letter samples, and resume writing guides, help job seekers find fulfilling work and reach their career goals. Resume Genius is led by a team of dedicated career advisors and HR experts and has been featured in The New York Times, Forbes, CNBC, and Business Insider.

For media inquiries, please contact us.