Recruitment Tips for Attorneys Requiring Disability Accommodation
Going through the recruitment process as an attorney can be difficult, and not infrequently, can feel overwhelming — and this holds especially true for those attorneys who are struggling with various disabilities, whether physical or mental, that may require reasonable accommodation. Disabled candidates must not only contend with the barriers presented by their disability, but they must also understand how to navigate the difficulties of the recruitment process without disturbing the framework to such an extent that they negatively affect their hiring prospects.
So, what can disabled attorneys do in order to improve their chances during the recruitment process? Consider the following non-exhaustive list.
Understand Your Rights
Pursuant to the ADA and EEOC, firms and companies cannot refuse to hire you on the basis of a disability alone, nor can they request information about what sort of accommodation you might require (during the interview process). The firm or company may, of course, attempt to assess whether you are capable of doing the job by asking you probing, but indirect questions and by testing you in other ways, so be prepared. You can preliminarily avoid unfair intrusions and probing by working with an experienced legal recruiter. At Garb Jaffe & Associates, for example, our legal recruiters have longstanding relationships with many of our in-network firms and in-house departments, and as such, are able to accurately determine which of those companies that are hiring will engage in a fair recruitment process.
Do Not Pry Into Accommodation During the Recruitment Process
Of course, questions about accommodation can be two-way. The hiring company may be curious to what extent they will have to accommodate your disability, and you — as the candidate — may have legitimate questions concerning how your disability will be accommodated. As a rule, it’s better to avoid directly prying into the accommodation practices of the hiring company, at least during the recruitment process. If you need to determine whether your disability will be taken seriously, and whether accommodation is likely to be adequate, consult with your legal recruiter. Your legal recruiter has deep insider access to these companies, as well as current and former attorneys within the company/firm, and will be able to glean the necessary information without you having to ask directly.
Be Comfortable in Your Own Skin
Unfortunately, many people, even well-educated, progressive sorts, do not fully understand how to react to those with disabilities. Whether subconsciously or consciously, hiring employees may focus in on your disability rather than on your various other strengths. One way to minimize this issue is a display of confidence. By being comfortable in your own skin, and seemingly unperturbed by their (perhaps unintended) focus on your disability, you can circumvent the disability-focused recruitment narrative. You can further draw attention to your strengths by relating to the activities and interests of certain hiring employees. This will help bridge the social gap.
Recognize Structural Inequity and Strategize Around It
Realistically, though companies and firms may satisfy their legal requirements in terms of “non-discrimination,” you are likely to encounter discrimination in some form over the course of your recruitment process. Micro-discrimination can play a significant role in hiring, but in many cases, there is simply no way to avoid it. Rather than obsessing over these transgressions, work with your legal recruiter to find hiring companies/firms with great, inclusive office cultures, and develop a solid recruitment strategy that focuses on the value you bring to the hiring company. In other words: focus on the positives, not the negatives.
Connect With Other Disabled Attorneys
Your legal recruiter can help identify disabled attorneys at your target companies/firms, and may be able to connect you with such attorneys for a more intimate look at the office culture and how accommodation is handled internally. Alternatively, you can connect to disabled attorneys through third-party organizations that provide excellent mentorship programs. These attorneys can help you understand how to navigate the politics of the office while adequately asserting yourself as a disabled attorney requiring reasonable accommodation.
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If you are a disabled attorney looking to make a move to a new position in Biglaw or in-house, we encourage you to speak with one of our experienced legal recruiters here at Garb Jaffe & Associates. Our recruiters have successfully placed attorneys (from all walks of life) with prestigious firms and companies throughout the state of California. We understand the difficulties that all candidates face, and recognize that extra care and consideration must be taken with regard to those candidates who may have accommodation concerns — candidates working with our Los Angeles legal recruiters can rest assured that their questions/concerns will be handled with the requisite grace and intelligence one should expect from a professional organization.
Call us today at (310) 207-0727 for a consultation with one of our legal recruiters. We look forward to speaking with you.