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Accessibility Guide

How to request accommodations, ADA rights, and disclosure decisions.

1. Your Rights

Understanding your legal protections helps you advocate for yourself confidently.

1.1 Legal Framework

  • Americans with Disabilities Act (ADA): Requires reasonable accommodations from employers with 15+ employees
  • Section 504: Covers organizations receiving federal funding
  • State Laws: Many states have additional protections
  • You don't need to disclose your diagnosis — Accommodations can be requested without revealing specifics

1.2 What "Reasonable" Means

  • Accommodations must not cause "undue hardship" to the employer
  • It's an interactive process: Employer and candidate discuss options together
  • Accommodations can be modified — it's a conversation, not a demand
  • Cost is rarely an issue for standard interview accommodations

2. Common Interview Accommodations

These are routinely granted and should not affect your candidacy.

2.1 Timing Accommodations

  • Extended time for assessments or case studies
  • Additional breaks during long interview days
  • Scheduling at specific times (e.g., not early morning for certain conditions)
  • More time to respond in video interviews

2.2 Format Accommodations

  • Questions provided in writing in advance
  • Permission to take notes during the interview
  • Interview via phone instead of video (or vice versa)
  • In-person instead of virtual
  • Interpreter or CART services

2.3 Physical Accommodations

  • Accessible interview location
  • Permission to stand or use specific seating
  • Service animal accompaniment
  • Breaks for medical needs

3. How to Request Accommodations

The process is simpler than most people think.

3.1 When to Request

  • Recommended: After receiving the interview invitation, before the interview
  • Contact the recruiter or HR coordinator directly
  • You can request at any point, but earlier is usually better
  • Last-minute requests are still valid but may be harder to fulfill

3.2 What to Say

"I'd like to request [specific accommodation] for my interview. I have [condition/disability] that affects [relevant function]. This accommodation will help me demonstrate my qualifications effectively."

You do NOT need to:

  • Provide medical documentation upfront
  • Name your specific diagnosis
  • Justify why you need it
  • Apologize

3.3 Sample Scripts

For extended time:

"I have a processing-related disability that affects timed assessments. I typically receive 1.5x extended time. Can this accommodation be applied to the technical assessment?"

For breaks:

"I have a medical condition that requires periodic breaks. Would it be possible to schedule brief breaks during the interview day?"

For format change:

"Due to a visual impairment, I would benefit from receiving interview questions in writing. Is this possible?"

4. Disclosure Decisions

Whether to disclose a disability is a personal decision with no universally right answer.

4.1 Reasons to Disclose

  • You need accommodations that require explanation
  • The disability is visible and ignoring it may be awkward
  • You want to work somewhere that embraces disability inclusion
  • Your disability is relevant to the role (e.g., disability advocacy work)

4.2 Reasons Not to Disclose

  • You don't need accommodations for the interview
  • You prefer to discuss it after receiving an offer
  • You're concerned about bias (unfortunately, this exists)
  • The disability isn't relevant to the role

4.3 You Can Choose When

  • Application stage (rarely recommended)
  • Interview scheduling (for accommodations)
  • During the interview (usually not ideal)
  • After receiving an offer (common and valid)
  • After starting the job (also valid)

5. If Accommodations Are Denied

Know your options if you encounter resistance.

  • Ask why: Request a specific reason in writing
  • Propose alternatives: The goal is to find a solution that works
  • Escalate internally: Ask to speak with HR or a disability coordinator
  • Document everything: Keep records of all communications
  • Know your rights: Denial of reasonable accommodations may be illegal
  • Seek support: Disability advocacy organizations can advise you

6. Resources

  • Job Accommodation Network (JAN): Free consulting on accommodations — askjan.org
  • EEOC: File complaints about accommodation denial — eeoc.gov
  • Your campus disability services: Can advise on interview accommodations
  • Disability:IN: Corporate disability inclusion resources

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