Career Support for Students With Disabilities

Many students with disabilities spend years adapting, problem-solving, and navigating systems. Those experiences build workplace-relevant skills.

You may already have strengths in:

• Self-advocacy

• Structured planning systems

• Adaptive problem-solving

• Assistive technology

• Managing competing demands

• Boundary setting

• Persistence under pressure

If you have taken a lighter course load or paused employment to manage health, that reflects prioritization and self-management — not lack of ambition.

Employers hire for reliability, communication, problem-solving, and performance. The systems you use to succeed are professional assets.

Reflection Prompt

What systems help you succeed in school that could translate to work?

Workplaces operate differently from classrooms.

Common expectations include:

• Arriving on time and clocking in accurately

• Completing essential job functions independently

• Communicating clearly with supervisors

• Understanding the perspectives of others

• Receiving feedback and adjusting performance

• Following policies and procedures

Workplaces also have informal norms:

• Responding to emails professionally

• Managing tone and clarity

• Understanding hierarchy

• Asking questions when unsure

• Taking responsibility for mistakes

Learning these expectations takes time. No one is expected to know everything immediately.

Workplace norms are shaped by culture and tradition and may not reflect every communication style. Understanding them allows you to navigate professional environments strategically without changing your identity.

Employers may interpret behaviors based on workplace norms.

Examples:

• Limited eye contact may be interpreted as disengagement.

• Very brief answers may be interpreted as a lack of preparation.

• Delayed responses may be interpreted as uncertainty.

This does not mean you must change who you are. It means understanding how behavior may be perceived.

Strategies:

• If eye contact is uncomfortable, look at the interviewer’s forehead or between their eyebrows.

• It is acceptable to pause before answering: “That’s a good question. Let me think for a moment.”

• If you process verbally, ask for clarification: “Could you repeat that?” or “Can you rephrase the question?”

Professional communication is a skill that can be learned and practiced.

College accommodations do not automatically transfer to employment.

In the workplace:

• You must understand the barriers your disability presents and request accommodations.

• Employers must engage in a good-faith discussion about reasonable options.

• Accommodations cannot remove essential job functions.

• Workplace accommodations may look different than accommodations in K-12 and/or College settings.

This discussion is called the interactive process under the ADA.

Authoritative resources:

U.S. Equal Employment Opportunity Commission (EEOC): https://www.eeoc.gov/disability-discrimination

Job Accommodation Network (JAN): https://askjan.org

Your Rights

• Protection from disability discrimination

• Confidential handling of disability-related information

• Access to reasonable accommodations

• Protection from retaliation

Your Responsibilities And Processes

• Performing essential job duties

• Following workplace policies

• Communicating accommodation needs

• Participating in the accommodation discussion

• Maintaining professional conduct

Responsibilities reflect standard professional expectations for all employees and are not a condition for receiving accommodations.

Understanding both sides builds confidence and credibility.

Additional Resources

• Disability Rights AZ - https://disabilityrightsaz.org/

Disclosure is personal and strategic. You are not required to disclose a disability unless you are requesting an accommodation.

Disclosure before an interview is rare unless you need an accommodation for the interview itself.

Common points when employees choose to disclose:

• After receiving a job offer

• When requesting an accommodation to address a workplace barrier

• After starting a job, if a need arises

• During the interview, only if an accommodation is needed for the interview process

Before deciding, consider:

• Do I need an accommodation immediately to perform the job?

• Is my disability visible?

• Will disclosure improve clarity, safety, or performance?

• Does this employer demonstrate inclusion?

If you are requesting an interview accommodation, you may say:

“I am requesting a reasonable accommodation for the interview process. I would appreciate the opportunity to discuss options.”

You do not need to disclose detailed medical information.

ADR can help you understand documentation requirements and prepare for accommodation requests. 

ADA overview: https://www.ada.gov

Students with disabilities may have:

• Lighter work history

• Pauses due to health

• Reduced course loads

That does not reduce your value.

Highlighting Nontraditional & Transferable Skills

You can highlight:

• Coursework and applied projects

• Research

• Volunteer roles

• Technical certifications

• Campus leadership

• Independent learning

If asked about a gap:

Example response: “I took time to address a health matter. During that period, I strengthened my organizational systems and completed coursework that prepared me for this role.”

Keep it brief and forward-focused.

Reframing Challenges as Systems

Instead of describing difficulty, describe strategy and outcome.

Example:

“I use structured task management tools to prioritize deadlines, track deliverables, and ensure consistent follow-through.”

Additional examples:

• “I rely on written checklists and step-by-step documentation to maintain accuracy and reduce errors.”

• “I use calendar blocking and digital reminders to manage multiple deadlines effectively.”

• “I request clarification early in projects to prevent miscommunication and ensure alignment.”

• “I build buffer time into assignments to account for unexpected changes and maintain reliability.”

• “I use assistive technology to streamline workflow and increase efficiency.”

This demonstrates accountability, self-awareness, and problem-solving.

Interview FAQs

• What should I wear if I have sensory challenges?

  • Choose professional clothing that aligns with workplace standards while remaining comfortable enough for you to focus.

• Can I bring a discreet fidget or assistive tool?

  • Discreet fidgets can help with focus and are generally appropriate, provided they are not disruptive. Assistive devices related to your disability do not need to be discreet and should not be hidden. If you need a specific accommodation, request it in advance.

• Can I bring a support person?

  • If needed as an accommodation, coordinate with the prospective employer in advance to plan appropriately.

• What if I process information more slowly?

  • Pause. Ask for repetition. Clarify the question. That is professional.

Additional Resources

Interview Tips from the U.S. Department of Labor - https://www.dol.gov/general/jobs/interview-tips

Different environments work better for different people.

Consider:

• Noise level

• Lighting

• Pace of work

• Supervisory style

• Level of structure

• Team size

Inclusive employers often demonstrate:

• Clear accommodation policies

• Disability-inclusive diversity statements

• Structured onboarding

• Transparent communication expectations

Research employers before applying.

When a Job Is Not a Good Fit

Signs adjustment may be needed:

• Ongoing or overwhelming sensory barriers 

• Communication breakdown

• Accommodations not implemented

• Health consistently impacted

Before deciding:

• Clarify the issue.

• Request adjustments when appropriate.

• Consult ADR if accommodations are involved.

• If you believe your rights have been violated, consult Human Resources for guidance.

If you decide to transition:

• Resign professionally.

• Maintain documentation of accomplishments.

• Reflect on what environment works better.

A job that isn't a good fit doesn't reflect your value as a person. Workplace alignment depends on culture, management style, structure, and pace. Learning what does not fit strengthens your ability to choose environments where you can perform at your best.

Additional Reading

“Should I Quit My Job?” 5 Questions for ADHD Brains

Building connections increases opportunity because many roles are filled through referrals, internal recommendations, and professional networks.

Networking helps you:

• Learn about roles before applying

• Identify inclusive employers

• Gain advocates who can recommend you

• Understand workplace expectations

Start with:

• Structured career events

• Informational interviews

• Faculty referrals

• LinkedIn outreach

• Volunteer & Experience Pathways

If paid experience feels overwhelming, consider:

• Volunteer roles aligned with your major

• Campus employment

• Short-term project work

• Structured internships

• Volunteer work builds skills, references, and confidence.

Peer Support

You do not have to navigate this alone.

Consider:

• Disabled-student organizations

• Peer mentoring

• Alumni networks

• Community-based disability advocacy groups

Peer insight provides a practical, lived-experience perspective.

If you receive SSI or SSDI, employment may affect benefits.

This page does not provide individualized benefits advice.

For accurate guidance:

• Ticket to Work: https://choosework.ssa.gov

• Arizona Vocational Rehabilitation: https://des.az.gov/services/employment/rehabilitation-services

• Job Accommodation Network: https://askjan.org

• Disability Benefits 101 (DB101): https://az.db101.org/

Access & Disability Resources (ADR)

ADR can support you with:

• Access and Accommodations

  • Determining eligibility for academic and non-academic accommodations  within the college setting

  • Coordinating reasonable adjustments for coursework, testing, and campus activities

  • Providing documentation to support accommodation requests in employment settings

• Disability and Accessibility Support

  • Disability verification and individualized accommodation planning

  • Assistive technology recommendations

  • Alternative format materials

  • Referral to community agencies and vocational rehabilitation services

• Transition Planning

  • Guidance on how college accommodations differ from workplace accommodations

  • Assistance with preparing documentation or letters that explain functional impact and accommodation histories

  • Strategies for effective communication about access needs

• Self-Advocacy Coaching

  • Conversations about disclosure decisions

  • Support preparing accommodation request language

  • Practice articulating strengths and access needs

For complete ADR information, visit: Access and Disability Resources

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Employer Engagement and Career Services

Career Services supports:

• Resume development

• Interview preparation

• Job search strategy

• Networking preparation

• Translating strengths into employer language

Search for Jobs & Internships

MyCareerLink (Pima’s job and internship platform): mycareerlink.pima.edu

Through MyCareerLink, you can:

• Search for part-time, full-time, and internship opportunities

• Register for hiring events

• Connect with employers

• Upload and manage your resume

Attend Career Events & Workshops

View upcoming career events and workshops: https://careerservices.pima.edu/events-sessions

Events include:

• Hiring events

• Workforce Wednesdays

• Industry showcases

• Resume and interview workshops

• And more!

Contact Career Services

• Phone: 520-206-4820

• Email: careerservices@pima.edu

• Website: https://careerservices.pima.edu

Accessibility & Disability Support (Pima)

• Access & Disability Resources (ADR)
  Provides accommodations, assistive technology, and support services to ensure equal access for students with disabilities.

• Pima SOAR (Student Outreach, Access, and Resources)
  Offers advising, mentoring, and academic support for students with disabilities and other eligible populations.

Career & Employment Resources

• Dream Job Fair
  A national virtual job fair connecting individuals with disabilities to inclusive employers.

• Beacon Group
  Provides job training, employment placement, and support services for individuals with disabilities.

• SAAVI Services for the Blind
  Offers vocational training, independent living skills, and employment support for individuals who are blind or visually impaired.

• United Cerebral Palsy of Southern Arizona / Workability
  Provides employment services, job coaching, and community-based support for individuals with disabilities.

• Goodwill of Southern Arizona
  Offers career training, job placement, and employment support for individuals facing barriers, including disabilities.

• Arizona Rehabilitation Services (Vocational Rehabilitation)
  Provides individualized employment support, training, and job placement services for individuals with disabilities.

Job Training, Habilitation & Independent Living

• TCH – The Centers for Habilitation
  Offers day programs, employment services, and residential support to help individuals build independence and job skills.

• Direct Center for Independence
  A peer-led organization providing independent living services, advocacy, and employment readiness support.

• Division of Developmental Disabilities (DDD)
  Provides long-term services and supports for individuals with developmental disabilities, including employment and daily living assistance.

• Arizona Department of Economic Security (DES)
  State agency offering employment services, financial assistance, and disability-related support programs.

Community & Workforce Support

• ARIZONA@WORK (Pima County One-Stop)
  Offers job search assistance, training programs, and career services, including support for individuals with disabilities.

• Pima County Job Assistance
  Connects residents to employment resources, workforce programs, and training opportunities.

• Pima County Public Library
  Provides accessible technology, assistive tools, and inclusive community programming.

Education, Advocacy & Additional Resources

• Rehabilitation Services Administration (RSA)
  Federal agency supporting vocational rehabilitation and employment outcomes for individuals with disabilities.