No. Disclosure is your choice. You only need to share information if it affects how you take part in interviews, tests, or how you will do essential job tasks. For guidance on what to share and when, see our Disclosure for Jobseekers resource. 

Keep your message short and focused on what you need to participate.

You only need to share information when you need something different to fully participate. This includes job interviews, online tests, or any step in the application process.

You might ask for:

• Receiving application materials in a digital format
• Using assistive technology during an interview
• Getting help locating the interview room in an unfamiliar building
• Requesting an alternative if a step in the process isn’t accessible

An accommodation is a change that helps you take part in the hiring process or do the job. It is not special treatment and does not change the job requirements. It simply allows you to do the work in a different way.

You can request any accommodation that helps you work or participate fully.

Common examples include:

• Receiving documents in digital formats
• Using a larger monitor or an adjustable workstation
• Having extra time to complete visually dense or unfamiliar tasks
• Getting a brief verbal walkthrough of new tools or layouts

Accommodations vary widely. The goal is not to make the job easier–it’s to make sure you have what you need to do the job independently and effectively.

Many employers use tests now, especially for technical, administrative, or writing roles. You can ask up front if an assessment will be required.

If a test is involved, you can say what you need to take it:

“Will there be an assessment? If so, I’ll need to use my screen reader. I can bring my own laptop if needed.”

You can also ask for the test in an accessible format if the platform does not work with your tools.

This is common. You can:

• Email the hiring contact and request another way to apply
• Ask for the assessment in a format you can access
• Let the employer know about compatibility issues with your assistive technology
• Request to complete that step by phone or video instead

Most employers are willing to work with you once they understand the barrier and know what you need to participate.

A short, clear explanation is usually enough to help an employer understand how you work day to day. You don’t need technical details. A short, clear explanation is enough.

• If you use a screen reader:
  “I listen to information rather than reading it, so I may wear headphones. If you ever need to get my attention, just say my name or tap my desk. I’m very efficient with my technology, but it may take a little longer to get through very dense documents.”
• If you use screen magnification:
  “I use magnification to read on-screen content. A larger monitor simply helps me work more effectively.”
• If you use a braille display or other tactile device:
  “This device helps me read and type. It works with a computer just like any other keyboard.”

Explaining assistive technology is a skill on its own, and it’s normal to need practice to describe how you work to others.

This is very common. Any uncertainty usually comes from not knowing what to expect.

You can help by:

• Sharing examples of how you’ve handled tasks or projects in the past
• Explaining your assistive technology in simple terms
• Keeping the focus on your skills and work, not your disability

Your goal isn’t to teach them everything — just enough to understand how you work.

Often because they may:

• Not know how certain tasks are done without sight
• Not know what they are allowed to ask
• Be unsure about communication or safety
• Lack experience

It’s usually misunderstanding, not bad intent.

Redirect the conversation back to your abilities:

About help or assistance:
“I work independently. I might need support if a task involves inaccessible visual materials.”

About your visual disability:
“I’d rather not go into medical details, but here’s how I would handle the tasks you’ve described.”

About whether you can do the job:
“Yes. Here’s how I typically approach this kind of work.”

Yes. You have the right to use your mobility aids. You don’t need permission or documentation.
You may notify the interviewer ahead of time if you prefer, but it’s optional.

You can

• Ask for a walkthrough of the space
• Ask that shared tools stay in predictable places
• Request safety information in an accessible format
• Map out key routes on your own
• Work with an orientation and mobility specialist to identify and deal with potential hazards

You can request:

• Digital versions of documents
• Alternative formats
• Extra review time
• Early IT support to ensure compatibility with your assistive technology

You can:

• Flag the barrier early
• Suggest another way to do the task
• Ask for time to learn the system
• Request technical support

It can help to:

• Focus on how you’ll get the work done, not on perceived limitations
• Practise a short explanation of what you need
• Get support from an employment specialist or assistive technology trainer

Remember that accommodations exist to help you succeed.

Yes. They can offer:

• Better access to opportunities
• Employer connections
• Support during your job search
• Advocacy when needed
• Guidance on how to target your skills to particular jobs
• Help with disclosure decisions

They don’t replace your efforts, but they can become a partner invested in your success.

This is a common challenge, especially for first-time jobseekers. A few practical steps can help:

• Highlight your strengths clearly.
  Experience can come from school, volunteering, projects, or personal skills.
• Tailor each application.
  Match your skills with the tasks listed in the posting.
• Treat your assistive technology skills as critical job skills.
  They show adaptability, problem-solving, and technical ability. They can also broaden your opportunities. If your skill isn’t where it needs to be, increase your practice or consider additional training.
• Consider a pre-employment workshop.
  Workshops can help you connect with others who are also job searching, offer new perspectives, identify gaps or resources you may not be aware of, and give you hands-on practice with your job-search skills.
• Get support from an employment specialist.
  They can help you build interview skills, strengthen your resume, guide your direction, and give you access to a broader range of job opportunities.

Not getting interviews is frustrating, but you are not alone. Use the services and resources available to move your career forward.