Related Posts
Rising Star
Conversation Starter
More Posts
Conversation Starter
Ripple at .666 Hmmmm
Anonymous User
Does EY pay for the CFE exam and Review course?
Additional Posts in Interview Tips
How many hearts do you need to DM?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Chief
They have always been giving those examples. That part of the questionnaire has been that way since as long as I can remember. So, that’s nothing new.
Also, I would be really surprised if you putting “yes” was the reason you got an immediate no from them. First off, companies purposely hire a percentage of people with a disability to “promote diversity” and meet their quota. And second, it’s actually illegal to discriminate against a candidate or employee if they have, or have had in the past, a disability. If you’re able to prove they discriminated against you, that company can be held responsible.
I would also recommend reviewing what else you put on the application and how you answered other questions. Also, look at your resume to see if there’s any reason you maybe didn’t meet the basic qualifications of the job and that’s why you got the immediate no from them (maybe their AI detected the lack of qualifications on your resumé. One time, a friend of mine was applying for a job at my company and got an immediate “no” when she submitted. Turns out, she accidentally answered “no” when they asked if she was eligible to work in the U.S. without sponsorship. So, definitely check if you might have answered a question incorrectly by mistake.
Impossible to prove
Disabled guy here. Larger companies want to hire Disabled to fill diversity quotas. Smaller companies not so much. Now proving it is the trick and employers will say anything other than we don't hire disabled. When I'm up front about being hearing impaired, I don't get the job. When I trick HR ( I read lips well enough to fool a lot of people. ) I get the job. Its my experience the ADA has no teeth.
I fully believe that the diversity question can go either way, depending on how HR chooses to use it. So you’re weighing will this answer boost my chances or will it hurt me? I would rather not give HR a reason to reject my application. My two cents is, unless you don’t have a choice, don’t give HR the opportunity to turn you down for this reason. Say that you do not have a disability, that way you increase your odds.
Being that the application required “many many details” it’s probable that your response to the disability question isn’t why you received that email.
I recommend to use AI to help you build your resume, that will get you a better understanding of what technology is doing now a days. Good luck!
The list is accepted Disabilities is defined by the American Disability Act. Yes, some disabilities are temporary or curable, but are listed because they can be debilitating or are historically a barrier to employment (e.g. Cancer is potentially curable, but requires significant time off for treatment and the expensive treatments might drive up insurance costs).
I have the problem that I am not disabled, but care for someone who is and so require many of the affordances allowed for disabled individuals (flexible time off, good insurance, etc.). There is no 'category' for that even though it has impacted my career.
I am looking for work too and those pesky questions, about, ethnicity, nationality, religion, disability..., etcetc is purely discriminative..... they can tolerate if you are for example " agnostic", but never say you " have a disability" = yes...., they dont want more extra special costs for a specific back support chair, automated desks etc., staff in general complain about too bright monitors, a new lighter chair with additional adjustments...a desk that is more in line of their height etc etc.. to bright lights, or its too hot,the aircon is this, is that... well....
They want to figure out, if you are "single" : great because you probably dont mind to do overtime...
All tnis is fake marketing, they need to keep their appearance as a friendly Company with a compassionate environment for staff with disabilities..., - I work in finance , so no compassion at all..- In my 30 working years I have not seen any disabled staff, except for those who went skiijng and bend their ankle or had a health surgery.
I would suggest, apply and ignore those questions - you have the right to NOT answer any of those questions, and let them invite you for an interview first, unless you really and genuinely need support for a specific disability.
All the best!
Ignoring the question is the same as saying you have a disability but you don’t want to reveal it. Answer no to the disability question.
There is a lot to unpack here.
The questionnaire is for compliance: the person hiring is not seeing those responses and making a decision. The data resides in the applicant tracking system.
HR audits such data in order to ensure that recruiters and hiring managers are not engaging in discrimination.
It does feel rather intrusive, especially if you have a disability like depression or something not visible. And yes, there are times when an employer will discriminate for a variety of reasons, that is a fact. It is prohibited, but hard to police. However, there are many more employers who will seriously consider all applicants.
Someone mentioned large versus small companies, and there is some truth to the comment that smaller companies have a harder time providing accommodations.
Generally, applicant tracking systems will automatically red flag answers to educational, technical, language, years of experience, and industry type data and set those applications aside. Not all vetting is done by a human.
One of the reasons for the extensive set of questions is, as a previous poster stated, if to comply with the ADA. There has been an uptick is ADA related lawsuits over the past ten years, thus the questionnaire.
In a jurisdiction like NYC, even if the employee, during the hiring process, replied "no" to the questions but then informs HR that they need accommodations, they are protected.
We live in a very litigious part of the world.
I agree with the poster who said that there it is highly unlikely that you got a fast "no" based on disability alone.
The disability list is not one someone crafted for funsies. It is a list covered by the Americans with Disabilities Act. Unfortunately thick folk prone to conspiracy theorizing are not on the list.
Here is a resource:
https://www.ada.gov/topics/intro-to-ada/
I feel bad for anyone who reports to a Senior Director that has difficulty reading and feels the need berate someone rather than either scroll by or offer help without the negativity. I’m sure you’re ‘great’ to work with and for.
Unless you are diagnosed and classified at the present time say no.
Just say no. Simple. If the really are going to hire you they still do not have privacy to medical information. Confidential
I don't think being a Democrat is a disability that cannot be fixed....no reason they should have been so quick to dismiss you. Lol :)
The things that trigger the kick out could be working on an algorithm. It could be something so miniscule.
It’s frustrating to deal with those disability questionnaires in job postings, especially when they list specific ailments. Your honesty should never lead to a quick rejection, and it’s tough to feel like your past experiences might hold you back. Remember that you have the right to decide what to disclose.
Stay motivated and keep pushing forward. The right opportunity is out there, and your unique journey can be a strength. Don’t let one setback discourage you.
Many companies use ATS, but you can use apps like Jobsolv, Jobscan, TopResume, and even Indeed to help tailor your resume and increase your chances of getting noticed... Your next chance could be just around the corner!!!