This post was authored by Melissa J. McCollough, MA, CRC
As a fierce and effective advocate and champion for people with disabilities, I utilize leadership, expertise, determination, kindness, and compassion to transform the lives of people in my community, with and without disabilities, for years to come.
I want to clarify that both people with disabilities and people without disabilities can, and do, experience some of the same challenges when it comes to gaps in employment. That said, I am aware, from my own lived experience, that people with disabilities are a marginalized group. On the flip side, if employers tapped into the talent of people with disabilities more often and really saw their abilities vs. their disabilities, then we may be having a different conversation. In my opinion, disability has no look; this can include hidden disabilities like learning disabilities or chronic illness.
In October, we celebrate National Disability Employment Awareness Month (NDEAM), a great time for employers to step up and hire people with disabilities not just in October, but all year long. Yes, employers hire people with disabilities because of hiring incentives. Still, more importantly, they should hire people with disabilities because they want to, because they see their value, and because the person is the right fit for the company.
Let’s hold employers accountable beyond NDEAM. Will a person with a disability need an accommodation? Yes, it is likely. Still, employers and employees should engage in an interactive, collaborative process to identify effective solutions. This interactive collaboration usually starts with a conversation initiated by the employee when they request an accommodation during onboarding and throughout their employment, as needed.
Employers and employees can find resources through the Job Accommodation Network (JAN) and other sources, such as the US Equal Employment Opportunity Commission (EEOC). That said, another likely resource starts within the company itself, working with an Americans with Disabilities Act (ADA) Coordinator.
Under the ADA, employers must provide reasonable accommodations to qualified applicants and employees with known disabilities who can perform the essential functions of the job with or without reasonable accommodation(s), as long as the accommodation(s) do not cause an undue hardship for the company.
Providing accommodation(s) to an employee with a disability not only provides effective solutions but also boosts the employee’s confidence. I have lived experience that demonstrates a person’s accommodation(s) can and often does allow them to be very productive both individually and as a member of a team.
But wait, long before an employee with or without a disability gets hired, they have to get past the Applicant Tracking System (ATS) or whatever software the company may use. Often, potential hiring managers/talent acquisition coordinators, employers, and other entities see a person’s employment gap and do not even consider the applicant, with or without a disability.
That said, anyone with a gap in employment, like me, should explain it on the resume and, if they get that far in the process, in the job interview. Maybe you stepped away to care for a family member, like me. Maybe it was a layoff, and then time went by, a year or more. Either way, there is a gap on your resume, and you are pretty sure that is why no one calls/emails.
Recruiters do not reject people because of a gap; they pause when they do not have context. When you leave that gap blank, they fill it in themselves, and they do not always fill it in kindly, so give them context. Add a short gap statement on your resume, one line: caring for a family member, now resolved, and you are ready to go. Like me, if you did anything in that time, list it. I took a career pause to support an immediate family member while staying actively engaged in professional development and credential maintenance.
Another example: continuing education, volunteering, or, like me, participating in national conferences and industry forums to stay aligned with current standards and emerging practices should go on your resume. You are letting a drop-down label tell your story, instead of telling it yourself. Don’t do that; caring for a family member is nothing to hide. It can tell an employer a lot about who you are.
Find jobs that fit your skill set as a Certified Rehabilitation Counselor (CRC), translate those skills into the job description, focus on outcomes, not just responsibilities, use targeted job search strategies, know the hidden job market, use social media, and, most importantly, do not count yourself out. As appropriate for the job you applied to, you can explain in an interview, as I have done, that I have experience in crisis management, intervention strategies, and advocacy.
Explaining the importance and validity of CRCs, who we are, what we bring to the table, and more, is essential so potential hiring managers/talent acquisition coordinators, employers, and other entities understand our role. Our skillset goes far beyond managing a caseload. As a CRC, yes, I can effectively and efficiently manage a caseload. In my previous role, I was tasked with and capable of overseeing and managing the daily operational aspects of – talk about your previous role, what you did, your contributions to the work, and your collaborations within and outside of the company.
Furthermore, explaining to employers the skills a CRC uses every day, including but not limited to problem-solving, ethical decision-making, advocacy, vocational counseling, case coordination, health care and disability management, and inclusion for all, is valuable in many companies, school settings, nonprofits, civic groups, and local boards. In non-traditional settings, think beyond the role, know your skill set, and translate those skills into the job you applied for.
As a CRC, I am confident my national credential backs my experience and expertise in any role. I want to pause here and go back to “getting your foot in the door.” Suppose a person with or without a disability cannot even get past the ATS system or potential hiring managers/talent acquisition coordinators, employers, and other entities. What to do then? To simplify, use your network. I know networking isn’t for everyone, but it isn’t always about going out and being in a room with other people. Yes, having boots on the ground and mingling with people is still very effective. I mean starting within your own circle of trusted people.
I certainly do not claim to know it all. I have been and continue to be in my own experience of challenges here. But “attitude” is half the battle. I am a person with a disability, but my disability does not define me. I am dedicated and determined to change the narrative not only for myself, but for all people with and without disabilities. The thing potential hiring managers/talent acquisition coordinators, employers, and other entities need to understand better is that people with a gap in their employment, whether they do or do not have a disability, the gap in a person’s employment is not going to go away until an employer sees the person’s value for their company and hires them. It sounds cliché, but a chance is everything, and often that is all anyone needs.
Then, once given that chance, it is absolutely up to you to show the employer they made the right choice in hiring you. Being part of the community and doing the work central to my purpose is everything. I went through something very difficult. Now, I am finding new ways to move through it with respect, dignity, and purpose while working to expand access and opportunity for myself and others.
There is no timeline for grief; there is only learning to live with the love and the loss together. I am reminded that healing does not happen all at once, but one step and one day at a time. For me, every day has been about more than recovery. It has been about choosing hope over fear, purpose over pain, and carrying mine and my loved one’s legacy forward with every step. This journey has taught me that love does not end when a life does. Sometimes it becomes the very thing that helps us take the next step forward.
Have a topic you’d like to see covered in the CRCC Connect Blog? Reach out to us here. We’d love to hear your ideas and insights.
CRCC Social Links
Recent Comments