Hard work, dedication, doing what is right, doing your best, and counting on fairness, equity, and inclusiveness from employers should work … shouldn’t it?
Not always.
We need to add resilience, persistence, and a little luck to the mix because luck never hurts; even then, that isn’t always enough when looking for a job or a new career.
Employment is hardly a level playing field for job seekers and people trying to keep their jobs, especially since we all start in different places, we make good and bad decisions, and hundreds of other factors come into play. Winning is rare, losing is common, ties are frequent and not always helpful; sometimes having to find other ways to measure progress and hope is our only path to finding a measure of victory.
Catching breaks is hard for the majority of people, but it is infinitely harder when you live with a barrier or multi-barriers to employment, such as a disability.
As a career advisor working for a non-profit organization dedicated to helping people who live 24/7 with any number of barriers, I see, every day, those challenges first-hand. I strive to work with each job seeker to find unique and tailored ways to make progress, work around losses, move past ties or simply “hold space,” and find ways collaboratively to achieve victories for them and for them to have the skills to never need my services again.
This is part 2.
Finding ways around, over, under, or through barriers
Understand the rules of the game. Finding a job isn’t fair; if anything the deck is stacked against job seekers who live with disabilities and barriers, as bias, misconceptions, and lack of knowledge can influence employers as to who gets hired for any position. BARRIER – Disability Awareness and Confidence Training (DACT) – More employers need to understand better what people with live with disabilities can do and how to interact with them; to understand their skills, what accommodations are; DACT or similar training is available and would benefit almost every organization. Solution: Job seekers who live with barriers can learn to better advocate for themselves; they can take steps to disclose their disabilities and barriers to anticipate discrimination and demonstrate they are not defined by their disabilities but want to be seen for the skills they bring to the workplace.
Why diversity, equity, and inclusiveness (DEI) legislation is important (Part 1). As a society, we need to appreciate why DEI protection is important to uphold. Human nature is not a “hard-wired” trait; it is a learned trait and unfortunately, this has not helped those of us who are different. I live with an invisible disability, and as such, I have never experienced discrimination based on my insulin-dependent diabetes (4-6 needles a day); however, I know if I lived with a disability that required a wheelchair, I would be treated differently, and my career path would have been much harder. For example, 2025 was supposed to be the year all organizations were supposed to be fully accessible, in Ontario; but that has not happened. People who live with disabilities have skills, experiences, and dedication to work, but for that to happen, they need the help of the government to open more employers to remove those barriers. BARRIER – The lack of political will under successive governments to insist our buildings and organizations are fully accessible. Solution – Individually and collectively, we must defeat the poorly informed, unaware, and biased leaders and individuals who can not see our potential.
Why diversity, equity, and inclusiveness legislation is important (Part 2). Some people’s belief that everyone should be treated exactly the same makes our society systemically unfair. Imagine two people applying for a job, one person, who is excellent at interviews, can “think quickly on their feet,” and who does not live with any barriers to employment, but has no previous experience in the job being advertised. The second person is great at the job, with plenty of experience; but is someone who experiences anxiety and struggles with interviews. Guess who is likely to get the job; however, what if the second person was given the interview questions in advance so they could prepare, which would help lessen their anxiety. Is that fair? If you believe in equality; then the second person’s disadvantage will be such that the least qualified person would get the job. If you believe in equity, which “levels the playing field,” then the second person would get the job. BARRIER – The lack of education on why equity is more important than equality is a conversation more employers need to be aware of. Solution – Encourage employers to consider their beliefs and constructively expose their biases to help them grow and succeed.
Why BIPOC-D matters. Black, Indigenous, people of color, and people who live with disabilities. Immigration may be the strongest thread in human history; we have always moved and shifted around the world. Unfortunately, unfair distribution of wealth is also another trait of our history. Oppression, ignorance, and discrimination are all happening today despite the belief that it is not by some. The people in power have to recognize our rights as individuals in our societies and have to address the imbalances of power that are systematic every day. Politicians who want to limit immigration, who want to demonize immigrants, or anyone who is not like them, need to go, and those people who support them need to change. BARRIER – White or anyone else who believes they are better than other cultures, colonialist-like thinking, and people who feel entitled to more rights than other people. Solution – Educate and celebrate the contributions of all peoples, but especially those of us who are different, and neurodiverse; but who are capable or perhaps even more capable than those who have been “here” longer or whose people have been historically “in charge.”
WARNING – Many of us are quick to point out that what is happening in the United States is a horrible abuse of power, and they are not wrong; however, just like the fascists in Germany in the 1930s, these populist leaders were elected by people who believed in the rhetoric and lies despite facts to the contrary. It happened there and could happen here. They are going in the wrong direction and we are in danger of that in Canada … it can happen here. Education, critical thinking, asking difficult questions, and demanding better answers will help us avoid that trap.
Network, Part 1 – Build references and reputations, advocate for yourself, and embrace what makes us different. BARRIER – Alone, we are a voice in the wilderness; together we gain power and attract attention. The goal for all job seekers should be to stand out and be noticed for all the things we can do. Solution – Let your friends, family, teammates, teachers, and other contacts know who you are, and what you want to do, and ask them to share your story. Use tools like LinkedIn to share your store and demonstrate the value you can bring to them and their organizations. Find ways to embrace the positives and strengths your overcoming a disability has brought you.
Network, Part 2 – Seek out mentors; in person, or online. Learn about MentorAbility Canada and its mission to connect people with subject matter experts, many of whom have lived with disabilities and want to share their experiences. BARRIER – Many people who live with disabilities are not aware of these tools and resources. Solutions – Tools like 211 are a start; seeking out community groups in person or online will also help, and working with organizations like the one I work with will help.
Things most people don’t do.
Cover Letters – Your resume is your advertisement to employers about the skills, experience, and tools you can offer them. A cover letter is a laser-focused tool to show them how your skills will solve their particular employment needs.
Following Up – The missing link for job seekers of all sorts. When you apply for a position, follow up with an email within 5-7 working days to inquire about the status of the opportunity. When you have an interview, follow up within 24-36 hours to thank them for the opportunity.
Don’t burn the bridge – If, when following up, you are told you didn’t get the job, take the time to thank them for interviewing you and repeat how much you would like the job and if the person they did hire doesn’t work out, let them know to call you. You can also ask them for tips on what you might do better in the future.
Practice interview questions and move from “good” answers to provide “better” ones. Too few job seekers practice interviewing, and even fewer remember to frame their answers to satisfy the needs of their potential employer.
Do “Cold Calls” – Use your network or simply look in your community for organizations to approach for opportunities, this can be done in person or online. Ask people for their advice, what they did, and see what they say.
Look for the “right fit” – I have been asked why I would want to disclose my disability. My response would be that I wouldn’t want to work for an employer who would discriminate against me because of my disability.
Be ready when the door opens and stay positive – Being a job seeker is hard work, and there is lots of frustration; however, if you devote your time, seek help, and do the things we have discussed, your chances improve dramatically, when that door opens be ready. When you work, your employer will have expectations, as will the job; know that they are and be prepared. Things may not always go smoothly; be prepared to adjust when necessary. Stay positive throughout your search and for the time it takes for you to establish yourself in your new organization.
When you are a job seeker, wins may seem few and far between but remember, you only lose when you give up and stop. It will seem like there are many times when you aren’t making any progress, ties where you neither win nor lose. My advice is to look closer, you are not simply “holding space,” if you are doing any or all of the things we have discussed in parts 1 and 2; you are gaining victories and making progress.
Good luck, you are going to make it.
Paul.