[blindLaw] Interviewing whilevisually impaired

Fri Mar 10 02:31:29 UTC 2023

True enough. DEI only counts when it's the favored groups.

----- Original Message -----
From: Danny Mack via BlindLaw <blindlaw at nfbnet.org>
To: "'Blind Law Mailing List'" <blindlaw at nfbnet.org>
Cc: dlmlaw at sbcglobal.net
Date: Thu, 9 Mar 2023 20:24:08 -0600
Subject: Re: [blindLaw] Interviewing whilevisually impaired

> Diversion, equity and inclusion isn't a concept of policy. Rather, it is an
> agenda to promote the lgbtq lifestyle. It is intended to include men who
> think they are women. It was never about inclusion of the blind.
> 
> dan
> 
> -----Original Message-----
> From: BlindLaw <blindlaw-bounces at nfbnet.org> On Behalf Of Rob Hudson via
> BlindLaw
> Sent: Thursday, March 9, 2023 6:01 PM
> To: Blind Law Mailing List <blindlaw at nfbnet.org>
> Cc: Rob Hudson <rob_hudson_3182 at gmx.com>
> Subject: Re: [blindLaw] Interviewing whilevisually impaired
> 
> It's sad that with all the screaming about diversity, equity and inclusion,
> we are still lef tfar, far behind.
> 
> ----- Original Message -----
> From: Paul Harpur via BlindLaw <blindlaw at nfbnet.org>
> To: Blind Law Mailing List <blindlaw at nfbnet.org>
> Cc: Paul Harpur <paulharpur at gmail.com>
> Date: Fri, 10 Mar 2023 09:39:56 +1000
> Subject: Re: [blindLaw] Interviewing whilevisually impaired
> 
> > If you are blind the law firm, government or NGO will probably want to
> know how you operate.  so I ask for a separate interview to discuss the how
> I operate being blind.  so I take the disability out of the interview 100%
> by putting it into a separate interview process.  it gives me the advantage
> of meeting people, sometimes before the other interview.  thatis really neat
> incidentally.  you get to meet the ITS person, perhaps a lawyer or partner
> or director.  you get a relaxed opportunity.  then in the work interview you
> have some of the relationships you can build upon.
> hiding is understandable, but the problem is you get the firms that may not
> hire someone with a disability.
> If you can, get contact with partners before applying.  grad jobs are harder
> obviously, but that is still viable.
> also talk to your profs about thier contacts during the degree.
> 
> 
> On 3/10/23, Jen Barrow via BlindLaw <blindlaw at nfbnet.org> wrote:
> > I in theory agree with the wisdom of not disclosing blindness prior to 
> > an interview. But, just a note to add that the considerations may 
> > shift when applying for positions in the nonprofit legal sector. In 
> > practice, I have ended up disclosing either disability generally or 
> > blindness specifically in many of my cover letters for public interest 
> > positions. It's of course an individualized assessment based on each job
> announcement.
> >
> > -Jen
> >
> >
> > -----Original Message-----
> > From: BlindLaw <blindlaw-bounces at nfbnet.org> On Behalf Of Angie Matney 
> > via BlindLaw
> > Sent: Thursday, March 9, 2023 12:41 PM
> > To: Blind Law Mailing List <blindlaw at nfbnet.org>
> > Cc: Angie Matney <angie.matney at gmail.com>
> > Subject: Re: [blindLaw] Interviewing whilevisually impaired
> >
> > I have generally had better luck  when I chose not to disclose my 
> > blindness prior to my first interview. This was the approach I took 
> > when interviewing with my two previous firms. Things were different 
> > with my current position because several colleagues from my prior firm 
> > lateraled to my current firm before I did, so people knew about my 
> > blindness from the get-go. I generally ask interviewers if they are 
> > interested in the technology I use. Sometimes, they ask for more 
> > information, though resulting discussions are generally pretty 
> > high-level.  Other times, they say that my experience demonstrates I 
> > can do the job. I would disclose blindness prior to the first 
> > interview if I thought doing so would be advantageous, but I probably
> would not do so in most cases. Interesting to read the different
> prospectives of others.
> >
> >
> >
> > Sent from my iPhone
> >
> >> On Mar 9, 2023, at 12:20 PM, Aser Tolentino via BlindLaw 
> >> <blindlaw at nfbnet.org> wrote:
> >>
> >> ?Good morning,
> >> I think its a fine line to walk when it comes to addressing the 
> >> subject and will very depending on the circumstances. If the 
> >> conversation goes in that direction naturally, demonstrating your 
> >> comfort with adapting to new systems can go a long way toward 
> >> addressing any reservations, however inappropriate they may be. The 
> >> priority first and foremost is to show off what you as a person bring 
> >> to the table. For some interviewers, Ive found that a conversation 
> >> about assistive technology turns into a dialogue about diverse 
> >> perspectives, or an opportunity to discuss how technology can improve on
> productivity more generally,and sometimes it never comes up.
> >>
> >>> On Mar 9, 2023, at 8:58 AM, James Fetter via BlindLaw 
> >>> <blindlaw at nfbnet.org> wrote:
> >>>
> >>> ?I think its fine to disclose pre-interview. And while I agree that 
> >>> the focus of the interview should be on your credentials and ability 
> >>> to do the job, its always a good idea to signal openness to 
> >>> discussing accommodations and how you might handle various 
> >>> situations. The interviewer wont know anything about accessibility 
> >>> of firm software, but if you blow them away, theyll find a way to make
> things work.
> >>>
> >>> Sent from my iPhone
> >>>
> >>>>> On Mar 9, 2023, at 10:14 AM, Rod Alcidonis via BlindLaw 
> >>>>> <blindlaw at nfbnet.org> wrote:
> >>>>
> >>>> ?Hi Sara:
> >>>>
> >>>> Other than sharing briefly with the interviewer that you are 
> >>>> visually impaired to avoid uncomfortable camera situations, in my 
> >>>> view, the interview is not the time to discuss any of those issues. 
> >>>> You need to convey that you are able to perform the job with or 
> >>>> without reasonable accommodations. The examples you share in your 
> >>>> responses should be evident of your ability to perform the
> responsibilities of the position.
> >>>>
> >>>> If you are just entering the workforce, you may need to practice 
> >>>> with a trusted colleague to get you to perform at that level, but I 
> >>>> personally do not believe it will be to your benefit to turn your 
> >>>> interview into a blindness assistive technology education.
> >>>>
> >>>>
> >>>> Rod,
> >>>>
> >>>>
> >>>>
> >>>>
> >>>> Rod Alcidonis
> >>>>
> >>>>
> >>>>
> >>>> -----Original Message-----
> >>>> From: BlindLaw <blindlaw-bounces at nfbnet.org> On Behalf Of Sarah 
> >>>> Badillo via BlindLaw
> >>>> Sent: Thursday, March 9, 2023 9:18 AM
> >>>> To: blindlaw at nfbnet.org
> >>>> Cc: Sarah Badillo <sbadillo100 at gmail.com>
> >>>> Subject: [blindLaw] Interviewing whilevisually impaired
> >>>>
> >>>> Hello, I was wondering if anyone had any tips on job interviews 
> >>>> while visually impaired. I know that with each job interview, its 
> >>>> necessary to explain your visual impairment, and there may be a 
> >>>> shock to the interviewer upon discovering this fact. When and how 
> >>>> do you think is the best time and method to broach the subject with 
> >>>> them. I think the biggest question for them is whether the 
> >>>> applicant can perform as an attorney, whether they can handel a 
> >>>> large volume of cases and for us, whether the software they use 
> >>>> will be accessible with jaws. Any advice would bee appreciated. Thanks
> in advance.
> >>>>
> >>>> Sent from my iPhone
> >>>> _______________________________________________
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> >>>> for
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> >>>> 40gmail.com
> >>>>
> >>>>
> >>>> _______________________________________________
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> >>>
> >>>
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> >>
> >> _______________________________________________
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> >
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> >
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> 
> 
> 
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