5 Ways to Make Job Interviews Less Awkward and More Accessible

Disability is gaining visibility in the ad industry, with many of the Cannes Lions winners featuring disability inclusion in their work. Caroline Casey, founder of the Valuable 500, a nonprofit driving global businesses to commit greater disability inclusion, recently hosted the panel Disability Inclusion: A Valuable Conversation. This positive momentum will continue as more disabled creatives, programmers, strategists and others compelled to advertising are welcomed into the industry as young professionals and those already employed are promoted to leadership positions where they can continue advocating for inclusion.

Hopefully hiring managers, human resource teams and everyone on the job hunt are aware of ethical, moral and social boundaries and etiquette when it comes to interviewing a marginalized person, whether that person in the hot seat is a woman, person of color, queer or a combination of any of those groups. But what if that person has a disability? A big barrier for many employers to consider hiring someone with a disability is the fear of perceived unknowns, such as unknown costs, unknown physical barriers and unknown distractions, among other considerations. Many of these unknowns may be brought up by hiring managers during the interview process as reasons for not selecting a viable candidate that has a disability.

The situation facing people with disabilities on the job market is so unique that the A&E Network premiered The Employables, which, according to the network, is a “groundbreaking new docuseries [that] follows job seekers with conditions such as autism or Tourette Syndrome as they work to overcome obstacles and find fulfilling employment.”

Hiring managers and disabled job seekers should consider the following disability-specific tips to make interviews less awkward and more accessible.

Ask about a company’s inclusion practices

Reach out to diversity and inclusion employee resource groups in an agency to gain insights. Ask questions on sensitive areas and other points to lean into. Or simply connect with one (or several) disabled staff members at the company that are open and comfortable to share a conversation about day-to-day agency experiences and how disability fits in to better guide the hiring process.

Meet with professional groups that advocate for diversity

Connect with industry professional organizations that help to foster greater inclusion in the workforce, such as the American Advertising Federation’s Mosaic Center for Multiculturalism, where anyone that is hiring or looking to be hired will find diversity and inclusion information.

Attend disabled student mentoring group events

Seek out disabled student mentoring organizations such as Lights! Camera! Access! 2.0 and consider attending one of its media, advertising and entertainment mentoring summits, which include guidance on self-disclosure and how to leverage your disability to sharpen your competitive edge.

Research an agency’s overall approach to disability

Understand how diversity and inclusion is, or isn’t, part of the agency’s culture and where disability fits in. Consider the most recent Cannes Lions winners that included disability in some way and which agencies led those creative campaigns. Dig deeper to find out how disability commitment is promoted within agencies and advertisers beyond inclusive ads.

Show, don’t tell, your strengths

Show how disability, diversity and inclusion bring out strengths of adaptability, ingenuity, creativity and commitment, all traits any hiring manager in the ad industry would agree are worthy of a candidate’s consideration. Be comfortable weaving disability into the narrative in a positive way to define your passions, personality and purpose. Often, there is a strong bond between disability and creativity, and in those instances, boldly include it at the forefront of the conversation.

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