Employees with Disabilities – Frequently Asked Questions

All career options are available for individuals with disabilities with or without accommodations.

It is important to know your specific limitations to ensure you can perform the essential functions of the job indicated in the description.

A ‘reasonable accommodation’ is a change to the application or hiring process, job, the way the job is done, or the work environment that allows an individual with a disability to perform the essential functions of the job or enjoy equal employment opportunities.

Accommodation requests should be made based on the disability and the documented limitations and suggestions by a qualified professional.

Under the Americans with Disabilities Act, employers with over 15 employees are required to provide reasonable accommodations. While companies with less than 15 employees may be willing to make temporary adjustments, it may not be required of them to make reasonable accommodations. Please check with your state and local laws when considering employment with startup companies, small businesses, and private practices.

When participating in the application or hiring process, it may be a good idea to observe the workplace culture around accessibility.

• Is the workspace accessible?
• How does the employer speak to individuals with differences? or react to requests for flexibility in how things are done?
• Is the employer modern and abreast of inclusive business practices?
• Does the website or training materials offer accessible formats? Are videos or photos captioned?
• Do the company’s diversity goals include individuals with different abilities?

This depends on the specific limitations of the individual. With the advancement of technology, if there are foreseeable challenges, individuals with disabilities should explore assistive or adaptive technologies that are available. All learners are encouraged to connect with professional organizations of support or counselors who specialize in assisting individuals with disabilities with their transition into the workplace.

The Americans with Disabilities Act (ADA) coordinator and supervisor.

Individuals with disabilities should only disclose when it is necessary due to a present or a foreseeable challenge in the future. Employers are prohibited from asking you specific questions about your disability.

Disclosing your disability to a potential employer during the interview process will allow you to be your authentic whole self; however, this may also make you fearful of not being hired.

If this is the case, an individual with a disability may evaluate whether they would like to be employed by a company with this mindset in the first place.

For more information on resources, accommodations and guidelines, visit Baylor’s Student and Trainee Disability Services.