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Students with Disabilities

Exploring your career path starts with reflecting on what matters most to you — your strengths, values, and goals. At Loyola, our Career Development Center is here to help you navigate every step of that journey.

We offer a welcoming and supportive environment where you can ask questions, explore options, and build confidence in your next steps. Our staff understands that career decisions often intersect with identity, accessibility, and lived experience, and we’re committed to providing a space that honors the whole person.

Students with disabilities can meet one-on-one with a career coach to discuss topics such as disclosure, requesting accommodations in the workplace, preparing for interviews, or finding inclusive employers. Appointments are available throughout the semester and can be scheduled via Handshake.

The resources below are designed to help you make informed choices and take the next step in your career with clarity and confidence.

What should I put on my application documents?

Whether you choose to disclose your disability on your resume or cover letter depends on how comfortable you feel with potential employers having this information. Career counseling appointments with trained counselors are available to all Georgetown undergraduates and can be a good place to ask about whether and how to disclose on your resume. Many employers are good at accommodating persons with disabilities, but there are still many who are not. When deciding whether an organization is right for you, consider what it would mean to you to work for a company that supports their disabled workers.

Some questions to consider:

  • Will I insist on working for a company that I know is disability-friendly?
  • Will I consider companies that imply being disability-friendly?
  • What does working for a diverse company mean to me?
  • Is the company you are interested in an disability-friendly organization?
  • Do you see benefits like an EAP program, paid time off and paid sick leave, or unlimited administrative leave for medical appointments? 
  • Is your identity as a disabled person a part of your career journey? Is it something you want known? 
  • What do others (for example: peers, alumni, current employees) say about the organizational culture? Keep in mind that every opinion, good or bad, may come with some amount of bias.

Questions you can ask an employer in an interview

  • “Would you say that your company has a diverse employee base?”
  • “What types of reasonable accommodations do you offer?”
  • “Does your organization have a disability affinity group?”
  • “What is your organization’s approach to work-life balance?”
  • “What is your organization’s work mode?”

Illegal Interview Questions

Did you know that it is against the law for employers to ask you certain questions in a job interview? For example, it is illegal to ask anyone their disability status, even if (and especially if) that disability is a physical one.

“When you interview for a job, your prospective employer is supposed to ask job-related questions. The focus of interview questions should address your qualifications and abilities to perform the functions of the job. In the U.S., employment law prohibits employers from discrimination on the basis of certain “protected classes.” In federal law, these categories include race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), disability and genetic information (including family medical history). Learn more at  eeoc.gov/prohibited-employment-policiespractices . 

What should you do if you feel that the interviewer is asking an improper (and possibly unlawful) question? You have a few options: 

  • You are free to answer the question. However, keep in mind that if you provide this information and give the “wrong” answer, you may jeopardize your chances of getting hired. There may be legal recourse available to you if you feel that you have been discriminated against, but this is not the preferred outcome for most job applicants. •   
  • You can refuse to answer the question. Unfortunately, depending on how the refusal is phrased, you run the risk of appearing uncooperative or confrontational, and losing the job. Again, there may be legal recourse, but this is hardly an ideal situation. 
  • You can examine the question for its intent and respond with an answer as it might apply to the job. For example, if the interviewer asks, “Are you a U.S. citizen?” or “What country are you from?” you have been asked an improper question. You could respond, however, with “I am authorized to work in the United States.”

Deciding whether (and when) to share information about a disability with an employer is a personal choice — and there’s no one “right” answer. The Career Development Center can help you think through your options, prepare for conversations, and make choices that feel right for you.

Do I have to disclose?

You are not legally required to tell an employer about your disability. Under the Americans with Disabilities Act (ADA), you can choose if, when, and how to share that information.

Some students decide to disclose so they can request accommodations, others prefer to wait until they have a job offer, and some choose not to share at all. The decision is yours.

Why might I choose to disclose?

Sharing your disability can:

  • Help you request accommodations that allow you to do your best work

  • Ensure legal protection if you ever experience discrimination

  • Let you highlight your disability as part of your strengths or perspective

  • Promote disability inclusion and awareness in your workplace

  • Keep you safer if your condition might require medical attention at work

Potential drawbacks can include:

  • Worry about bias or stigma

  • Feeling uncertain about how your disclosure will be received

  • Needing to educate others about disability or accessibility

A career coach can help you weigh these pros and cons in a confidential space.

How much should I share?

You don’t need to disclose every detail. You can keep things general (“I have a health condition that affects my energy levels”) or be more specific if it helps you explain what accommodations you need (“I have a chronic pain condition and would benefit from an adjustable workstation”).

You decide what feels comfortable and relevant to the job.

When should I disclose?

You can disclose:

  • Before an interview (for example, to request an accessible location or interpreter)

  • During the interview (if you choose to discuss accommodations)

  • After receiving an offer (to plan ahead for needed adjustments)

  • Anytime after starting your job (if a new situation or change arises)

It’s best to disclose before a challenge affects your work performance. Your coach can help you practice how to bring this up and who to talk to (usually HR or your supervisor).

Preparing to disclose

Before starting the conversation, consider:

  1. Research the organization. Look for signs of disability inclusion on their website or job materials.

  2. Identify what you need. Review the job description and note any accommodations that will help you perform successfully.

  3. Gather documentation. If needed, have a brief note from a healthcare provider describing the accommodation (not your diagnosis).

  4. Plan your approach. Decide who you’ll talk to and what you’ll say. Practice it aloud or with a career coach.

  5. Follow up. Keep written notes about what you requested and how the conversation went.

Need support?

Loyola’s Career Development Center can help you:

  • Explore whether, when, and how to disclose your disability

  • Practice talking about accommodations with confidence

  • Learn about your rights and workplace protections

You can also visit the Job Accommodation Network (JAN) for free, confidential guidance on accommodations and disability rights at work.

Most professional associations offer student memberships at a discount, and memberships usually come with access to programs such as speaker events and job fairs.

 

  • AAPD Summer Internship Program: Professional and career development opportunity for students with disabilities  and recent graduates to access meaningful employment, gain leadership skills, and connect to the broader disability community. 
  • Entry Point! Internships: STEM opportunities designed to encourage and develop talent among undergraduate and graduate students with disabilities
  • abilityJOB: Job posting website, includes a resume bank and job board specifically for candidates with disabilities
  • disABLEDperson: Job posting board that works with employers seeking new hires from diverse ability backgrounds. 
  • CareerCircle: Connects graduates entering the workforce with employers dedicated to realizing an inclusive and accommodating work environment
  • BestColleges: Career and Resource guide, with comprehensive information on the job search process with disability considerations
  • Disability Lead: Network of disabled individuals and activists dedicated to connecting people with disabilities to exclusive career opportunities, events, and conferences
  • Mentra: Organization dedicated to bridging the autism unemployment gap through development and job matching resources

Curious about workplace accommodations or your rights under the Americans with Disabilities Act (ADA)? The Job Accommodation Network (JAN) is a free and confidential resource from the U.S. Department of Labor that helps students, employees, and employers find practical solutions for workplace accessibility.

You can use JAN to learn more about how to request accommodations, explore examples of what’s possible, and get advice on how to make the workplace more inclusive — often with simple, low-cost adjustments.

Visit the Job Accommodation Network (JAN)