Assistive Technology (AT) on the Job

Many people with disabilities need some sort of AT on the job but don’t know how or when to broach the matter with their “employer to be”. If the applicant indicates that he/she is reasonably able to perform the essential functions of the job and is qualified, there should be no inquiry regarding disabilities. You should, however, have a good grip on your needs before the interview. You should know, for example, whether the employer uses Apple or Windows based computers. This will not only make a difference in the AT you may need but may also make a difference in whether you want to work in that setting. If you are fluent in one platform, it won’t take an unreasonable amount of time to learn the other platform. If, on the other hand, you require a virtual keyboard, computer peripheral, or other computer related AT, you should know what platform is used in the work setting before the interview. The employer can’t discriminate against because of your choice of AT, as long as it is reasonable, but you could make your need for AT turn to your advantage. For example, you could say, “I understand you use X system here. I am well acquainted with that” or “I understand you use X computer system here. In order to use that I would need to use Software Y which can be downloaded free, is easily installed, uninstalled, and has no effect on network operations.”

Will you need the employer to provide AT or will you bring some from home? What about blocks to raise a desk? There are many “desk risers” devices available on the web but who is responsible to acquire those? Well the simple answer is the employer is responsible to provide those but wouldn’t it make more sense for you, the disabled applicant, to acquire them? That way when you go into the job interview you can say, “I’ll need some blocks to raise the desk but I already have them. So as soon as you let me know I have the job, I’ll be able to start right away.” Keep in mind you can take those risers with you to whatever job you go to.

Most employers in the private sector and many in the public and college settings recognize a good employee when they see one. They are willing to go the extra distance to secure and maintain one. They are willing to make “reasonable accommodations”. What’s reasonable? Well that depends, in part, on the size of the business. A Fortune 500 company or the Federal government could easily spend several thousand dollars on reasonable accommodations while a mom-and-pop shop may have a hard time spending a few hundred.
AT also applies to service. Some of those services could be readers for people with visual impairments or drivers for people with mobility impairments. An employer can’t ask you about your disability but they can ask you if you have reliable transportation. If you have a mobility impairment you will need to answer that question appropriately. An employer may need to provide an interpreter for the deaf. People who use interpreters on a regular basis may have a strong preference for a particular interpreting service or a particular interpreter but should be prepared to make a case for that particular company or person. In my case, I worked for a well know university and needed someone to occasionally be my “hands” to handle paperwork. I was given a choice of anyone on the work study program who applied for that position. That severely limited the pool of employees from which to draw. In the end, it was a disaster and other arrangements had to be made.

I have found it is best to discuss the need for AT during the interview. Some may disagree but if a prospective employer is going to refrain from hiring you because of your need for AT, you probably don’t want to work for that kind of company anyway.