[nfbmi-talk] Fw: [acb-l] employment strategies and disclosure

Fred wurtzel f.wurtzel at comcast.net
Wed Apr 6 05:53:15 UTC 2011

Well, I'm glad she's part ofanother outfit.

-----Original Message-----
From: nfbmi-talk-bounces at nfbnet.org [mailto:nfbmi-talk-bounces at nfbnet.org] On Behalf Of joe harcz Comcast
Sent: Wednesday, April 06, 2011 12:59 AM
To: nfbmi-talk at nfbnet.org
Cc: miadaptleaders at yahoogroups.com
Subject: [nfbmi-talk] Fw: [acb-l] employment strategies and disclosure

Dear All,

This is a self proclaimed bigot. Her services such as they might be should be boycotted.
----- Original Message -----
From: "J.Rayl" <thedogmom63 at frontier.com>
To: "Mitch Pomerantz" <mitch.pomerantz at earthlink.net>
Cc: "Acb List" <acb-l at acb.org>
Sent: Tuesday, April 05, 2011 10:37 PM
Subject: Re: [acb-l] employment strategies and disclosure

> Well, I can guarantee you that, even though I am blind, were I 
> interviewing for a position in my office, I'd be downright ticked off, 
> and that is putting it mildly, if some blind person wasted my freaking 
> time by applying for a job, then waltzing into my office without 
> telling me she / he was also blind.  And, I'll be danged if they'd get 
> the pleasure of wasting much of it.  First, I'd wonder just what else 
> she / he was hiding.
> Second, most people just don't think its so cool to be surprised or 
> embarrassed or downright humiliated--and that's exactly what it is.
> Yes, as a potential employer, I have the responsibility not to be 
> discriminatory, and I'm not.  Other people with disabilities have the 
> responsibility to be halfway respectful and reasonable as well.
> And, I'll give you a perfect example.  My office is not wheelchair 
> accessible. So someone called whose husband uses a wheelchair.  She 
> didn't bother to ask if it was wheelchair accessible, and the 
> appointment was for her, not him.  So, she jumps out of her van and 
> proceeds to bust in, running off at the mouth about filing a complaint 
> against me.  I asked whether she wanted information about Human Rights 
> or my license Board, and for what reason.  She informed me her husband 
> wanted to come with her and my office was not WCA.
> I said, "Well, before you really file that complaint, you might want 
> to reconsider.  Had you asked, I would have told you that no, it is 
> not; however, I make accommodations to people who need this in another 
> place that is."  Well, the wind blew straight out of her little sails.
> So it really doesn't pay to be quite so arogant sometimes.
> Jessie Rayl
> EM: thedogmom63 at frontier.com
> PH:304.671.9780
> www.facebook.com/eaglewings10
> "But they that wait upon the LORD shall renew their strength; they 
> shall mount up with wings as eagles. They shall run, and not be 
> weary"--Isaiah
> 40.31
> ----- Original Message -----
> From: "Mitch Pomerantz" <mitch.pomerantz at earthlink.net>
> To: "'Jessi Rayl'" <thedogmom63 at frontier.com>; "'peter altschul'"
> <paltschul at centurytel.net>
> Cc: <acb-l at acb.org>
> Sent: Tuesday, April 05, 2011 7:22 PM
> Subject: RE: [acb-l] employment strategies and disclosure
> Jessie:
> I essentially agree with you and as my friend Peter has indicated, he 
> and I have rather differing views on this issue.
> As someone who has conducted my share of interviews over the years, I 
> can tell you firsthand that interviewers absolutely do not like surprises.
> That
> is why I mention my blindness prior to going in for the interview.  
> That initial 30 seconds or one or two minutes (Andy is being generous, 
> I think) where interviewers are making their initial assessment 
> shouldn't be taken up with the interviewers' shock over having a blind 
> candidate with a cane or guide dog in the office.  And, as Andy has 
> pointed out, pre-interview computer tests are quite prevalent; that's 
> one way to obtain a writing sample that you know hasn't been doctored 
> ahead of time.
> Because I've been involved in blindness and disability activities for 
> as long as I have, my resume is chock full of mentions of ACB, CCB, 
> and my time with the California Governor's Committee on Employment of 
> Disabled Persons.
> Right now, if I were applying for another job, I'd list the fact that 
> I've been appointed by the former Governor to serve on the  California 
> Commission on Disability Access.
> My bottom line in all of this is that 1. my time is too valuable to 
> waste on an employer who can't be told upfront that I am blind; and 2. 
> not telling that employer is more likely than not to result in the 
> would-be employer attempting to get over his or her surprise at having 
> to deal with one of us.
> Truly, I've never heard of someone getting a job where he or she 
> overcame the interviewers' initial surprise.  It's probably happened; 
> but then again, if the blind candidate got the job, he or she may well 
> have gotten it if they'd been upfront from the get-go.
> Mitch
> -----Original Message-----
> From: acb-l-bounces at acb.org [mailto:acb-l-bounces at acb.org] On Behalf 
> Of Jessi Rayl
> Sent: Tuesday, April 05, 2011 3:28 PM
> To: 'peter altschul'
> Cc: acb-l at acb.org
> Subject: Re: [acb-l] employment strategies and disclosure
> Hi.  Well, I do a couple things here.  First, I make my coverletter / 
> resume about my work, my education and my abilities.  It probably will 
> not state, specifically, that I am totally blind, however I am 
> associated with blindness-related things and will not leave these off 
> nor will I go to any great lengths to hide that, or other, obvious 
> give-aways to disability.
> Also, when obtaining that interview, I will, once I get it, let them 
> know of this fact.  There are several reasons: 1. I never, ever have 
> anyone take me to an interview.  If they do, they park well down the 
> block and drop me off and I find my own way, which means I've got to 
> get some pretty specific directions, but I get their on my own--even 
> if it means the office staff have to tell me (no they do not come out 
> to get me) how to get there.
> 2.  Some interviews are now done via lunch meetings and the last thing 
> I want to have happen is the same thing that happened to my blind 
> friend who was adamant about not telling of her blindness.  She 
> waltzed in with her blindness, her dog and was suddenly confronted 
> with a group of folks ready to get in cars to go to lunch.  Well, she 
> had no car, no driver and no way to get there.  Guess what she didn't get?
> They rescheduled an interview, in an office, and she didn't get the job.
> So me?  I would inquire about how and where the interviews are 
> conducted, e.g., are they group, etc.  The more info I, and they, have 
> ahead of time, the better prepared we all are.  And then, if I 
> suspected I was not selected, I'd take action at that point.  And I 
> have, did, and got a job as a result of it too.
> Jessie
> -----Original Message-----
> From: acb-l-bounces at acb.org [mailto:acb-l-bounces at acb.org] On Behalf 
> Of peter altschul
> Sent: Tuesday, April 05, 2011 5:37 PM
> To: acb-l at acb.org
> Subject: Re: [acb-l] employment strategies and disclosure
> Hi:
> As I'm sure others have told you, disclosing is a very personal choice. 
> For
> me, I usually find it most effective not to disclose until I actually 
> show up for the interview.  It's important to stress that my work has 
> generally been in the for-profit and noprofit sectors only marhinally 
> related to disability.  I would disclose earlier for federal 
> government jobs because of Schedule A considerations; also, for jobs 
> in the disability sector.  I wrote an article explaining my rationale 
> for this; if anyone is interested, let me know and I will try to find 
> it.
> BTW, I know our esteemed President disagrees with me on this.
> And one more thing: this issue may be less relevant because in many 
> cases, an employer will Google your name and will be pretty sure that 
> you have a disability based on the information there.
> Best, Peter
>> ----- Original Message -----
>>From: "Baracco, Andrew W" <Andrew.Baracco at va.gov
>>To: <acb-l at acb.org
>>Date sent: Tue, 5 Apr 2011 14:11:18 -0700
>>Subject: Re: [acb-l] employment strategies and disclosure
>>Job Fairs are very popular today.  Dealing with job fairs is part
> of my job.  I am either on the other side of the table, representing 
> the VA as an employer, or I am there accompanying some of my clients.  
> There are so many people there that having someone go with you
>>Would not be noticed, but your guide should stay in the
> background, and you should approach the table alone.  You can have 
> your guide assist you in filling out an app, if that is being done on the spot.
> As for disclosing blindness, usually it would not be a good idea to 
> mention it on a resume unless perhaps you are applying to work at a 
> blindness or disability services organization, like an independent 
> living center, but it should be couched in functional terms, like the 
> fact that you taught Braille, or something like that.  I used to 
> believe that you should never disclose it at all, but my thinking has 
> changed a bit over the years.  I think that a good time to disclose 
> might be when you are contacted about arranging an interview.
> Sometimes as part of the interview process, there may be a test, or 
> some kind of functional activity, such as a role play, or perhaps 
> doing something with the computer, etc.  When scheduling the 
> interview, you might want to ask if there will be such an activity, 
> and ask if you can bring someone to assist, or if they can provide 
> someone to assist.  Remember that many people have never interacted 
> with a blind person before, and you don’t want to spend your 
> interview time helping them to deal with the shock.
> One reason that my thinking has changed on this issue is because in 
> 2005 we started a supported employment program for persons with severe 
> mental illness.  Many have issues that make it difficult for them to 
> pursue employment without assistance and support.  Many are good 
> workers once they get acclimated to the job, but they cannot tolerate 
> the stress that accompanies job seeking, and beginning a new job in a 
> new place, with new people, etc.  The employment specialist often must 
> help to sell the employer on giving the person a try.  To my surprise, 
> we have found that employers are willing to take a chance when they 
> know what the issues are, and, in this case, that they have a resource 
> to consult if there are problems.  If the employer knows that you are 
> blind up front, there is the chance that they will balk, but if they 
> don’t, you will have the opportunity to make the interview work in 
> your favor rather than spending 15 minutes helping the interviewer to 
> settle down.  Remember that interviewers make judgments within the 
> first minute or two, so you want to have the opportunity to use that 
> time to sell yourself as an employee, not a disabled employee.  I am 
> often asked where there are jobs for disabled persons.  I tell them 
> that there are no jobs for disabled workers, just jobs for good workers.
>>From: acb-l-bounces at acb.org [mailto:acb-l-bounces at acb.org] On
> Behalf Of bookwormahb at earthlink.net
>>Sent: Tuesday, April 05, 2011 1:00 PM
>>To: Acb List
>>Subject: [acb-l] employment strategies and disclosure
>>Hi all,
>>I was wondering about your employment strategies over the years.
>>What worked for you?  Networking? If so where? Did you join
> certain clubs or interest groups?
>>Did you go to job fairs with someone?
>>If so, how did you stand out in the crowd from other job seekers?
>>I’m intraverted so selling myself and speaking to the
> recruiters is hard.
>>I state my education and what I’m looking for  and my
> background; but not sure if I stand out from others.
>>I go with someone sighted to these because they are very very
> crowded and I need to know where certain tables are.
>>Also, when in the employment search do you disclose your blind?
>>I do not do this initially on my cover letter or resume; except
> if its for the government.
> _______________________________________________
> acb-l mailing list
> acb-l at acb.org
> http://www.acb.org/mailman/listinfo/acb-l
> No virus found in this incoming message.
> Checked by AVG - www.avg.com
> Version: 9.0.894 / Virus Database: 271.1.1/3552 - Release Date: 
> 04/05/11
> 08:05:00
> _______________________________________________
> acb-l mailing list
> acb-l at acb.org
> http://www.acb.org/mailman/listinfo/acb-l
> _______________________________________________
> acb-l mailing list
> acb-l at acb.org
> http://www.acb.org/mailman/listinfo/acb-l

nfbmi-talk mailing list
nfbmi-talk at nfbnet.org
To unsubscribe, change your list options or get your account info for nfbmi-talk:

More information about the NFBMI-Talk mailing list