Interview Tips for Job Seekers with Disabilities: Navigating Disclosure, Accommodations, and Confidence

Job interviews are stressful, to be sure — but job seekers with disabilities may face even more challenges in the process. From deciding whether to disclose your disability to requesting accommodations and arriving confidently, there is so much to consider. But here’s the reality: you have every right to walk into that interview with pride, strength, and self-belief.

This guide offers practical interview tips specifically for individuals with disabilities, focused on self-advocacy, confidence-building, and the dynamics of disclosure—all of which are things you can control on your job search journey.

 Should I Disclose My Disability?

Choosing to disclose your disability is a personal decision with no one-size-fits-all answer. You are under no obligation to disclose information about your disability unless you’re asking for accommodations that would allow you to participate in the hiring process or perform your job duties. Some candidates disclose because their disability is visible and they want to get it out of the way; others because their disability has forged valuable skills, such as adaptability and resilience.

If you decide to disclose, keep your explanation limited to how your condition may have a bearing on the role, without having to go into the nitty gritty details of your medical history. For example, rather than using your diagnosis as a descriptor, you can state, “As a neurodivergent person, I have created complex organisational systems that allow me to execute complex projects at a high level.” By framing it in a way that highlights your strengths, you guide the employer’s attention to what you have to offer, rather than on what they may see as a liability.

Requesting Reasonable Accommodations

They are legally required to provide you with reasonable accommodations during the interview and hiring process. Those are reasonable adjustments or accommodations and would ensure that you are ably participating in full — examples include accessible locations/venues; more time for tests/studies; screen readers; sign language interpreters; interviews via Google Meets, Zoom, MS Teams, etc.

It’s advisable to seek such accommodations as early as possible — ideally, during the interview scheduling. That allows the employer time to make the arrangements. But when you do ask, be sure to be professional and transparent in your request. For example, you could write, “I am writing to request that, to facilitate my participation in the interview, I would like to request an accessible entrance and additional time for the written assessment. If you have any questions, please feel free to reach out, and I will let you know how best to arrange this. This type of messaging demonstrates that you are proactive and organised.

Some companies have specific departments or HR staff focused solely on accommodation requests, so don’t be shy about asking the recruiter who you should talk to. Honesty about your needs makes for an easier experience for everyone stepping into the process.

Mastering Self-Advocacy in the Workplace

Self-advocacy means more than asking for what you need — it means knowing your rights, communicating your needs clearly, and making room in the world for yourself to succeed. Your local disability employment laws will give you a better understanding of what you’re entitled to in the workplace, so you’re prepared to advocate on your own behalf. You don’t need to explain every detail about what your disability is; instead, you can just mention particular tools, processes, or communication and working styles that help you perform at your best.

Be assertive, not apologetic. You’re not asking for special treatment; you’re asking for equitable access and the resources to succeed. Speaking up clearly and calmly sends a clear signal that you’re confident, professional, and able to manage your success.

How to Increase Your Confidence Before and During the Interview

Confidence isn’t about acting as if everything is easy; it’s about owning who you are and knowing that your experience has forged strength. Arguably, one of the most effective ways to build confidence is the way you work yourself up! Write a brief “about me” emphasising your strengths, accomplishments, and what makes you unique.

Instead of “I have a disability,” you could say, “I bring unique problem-solving skills influenced by my lived experiences.” This changes the constitution of a potential disability into a powerful asset. Rehearse common interview questions with a friend, mentor, or career coach so that you can become accustomed to answering comfortably and confidently. It gets easier with practice.

Just remember that if you’re in the interview room, it means the employer liked something in your application. You’re not asking for a handout — you’re there because you have earned the right to be.

Tips for Interviewing with Inclusive Employers

Inclusive employers realise diversity — disability included- is not just about completing a checklist. It’s about valuing the particular insights and strengths that different people contribute. For this reason, when researching companies, do not restrict your research to the job description. Check their careers page, look for diversity and inclusion reports they’ve published, or see whether they’ve partnered with organisations that help job seekers with disabilities.

Inclusive employers frequently promote employee resource groups (ERGs), accessibility audits, and mentorship programs for underrepresented candidates. If a company’s values are clear and inclusion is apparent in their content, that’s typically a good indicator that they’re walking the talk.

Another great resource is Diverse Jobs Matter (and tools like it), which helps you find employers who have a genuine commitment to inclusion, which can ease your job search and allow you to feel empowered.

Questions to Ask the Interviewer

An interview isn’t just about being evaluated; it’s also your chance to assess the company. Getting creative with your questions demonstrates initiative, plus it offers you insight into how the company operates and even the work culture. You could ask someone, “How does your company accommodate employees with disabilities? or “What sorts of accessibility tools or support systems do you have in place for team members with different working styles?”

These questions will help you determine whether the company feels like a good fit at all, and demonstrate to the interviewer that you’re informed and intentional about where you want to work.

After the Interview – Following Up and Reflecting

After the interview, it’s also good practice to send a short thank-you email that reiterates your interest in the role. Bring up something specific from the interview that you liked — it helps you stay top-of-mind. Next, reflect on what you experienced. [If you chose to disclose] How did the interviewer react to your disclosure? Were you comfortable and treated with respect during the process?

By documenting your interview experiences, you will be building yourself a list of inclusive employers — and avoiding companies that aren’t there yet, and are, at least in terms of access and equity, where they shouldn’t be.

Your Disability Is Not a Limitation—It’s Part of Your Power

Just keep in mind, you’re not just seeking employment — you’re providing a unique mix of skills, outlook, and drive that can make any workplace better. Your disability doesn’t make you less than their next best thing — it makes you more, it adds value. Whether you do or do not disclose, whether you do or do not request accommodations, you are entitled to step into the offices or Zoom rooms with your whole, authentic self.

There is power in your story. There’s a power in your presence. And no one can bring exactly what you get.

Need Help Finding Inclusive Opportunities?

Look for potential employers who value accessibility and inclusion. Diverse Jobs Matter — where job seekers with disabilities are seen, supported, and celebrated.