It's hard enough to be on the job market, but when you're dealing with a serious, chronic medical condition at the same time, it's tough to know where to turn for advice. In this month's column we'll try to offer some. Here are a few of the questions readers posed:
"I have a visual disability. It is in the early stages and so it is not obvious in an interview or other situation, unless someone is very observant and experienced with the blind. When, if ever, should I reveal this disability during my academic job search?"
"I was unable to work for a few years because of a serious clinical depression. Thanks to good medical treatment, I'm now no longer depressed and am able to handle a full level of professional responsibilities. But what do I tell a hiring committee about that gap on my résumé?"
"I've just been diagnosed with multiple sclerosis in its very early stages. I'm a serious candidate for a promotion at my institution and so I know some of the people who will be making the decision quite well. They're caring people, but should I tell them about this?"
Julie: The first thing to consider in all of these situations is coming to a realistic assessment -- with your health-care providers -- of what it's reasonable to attempt at this point and in the future. Do you know in what ways your ability to do research and teach will be affected? You need to use your energy in the way that best serves you, so define a set of goals you know will be realistic.
Make sure to factor in the increasing improvements in assistive technological devices. In addition to talking with your health-care provider, do some research on your own. One of many useful sites is Equal Access to Software and Information, known as EASI.
Mary: You could also consider nontechnological minor adjustments in the workplace. The Americans with Disabilities Act provides you some measure of protection. By its provisions, it's illegal to discriminate against you in hiring if you're able to perform the "essential functions" of a job with "reasonable accommodations." What exactly constitutes "essential functions" and "reasonable accommodations" is still being decided through the courts. However, here's a general idea of how it works:
If a faculty member can conduct research, teach classes, and attend meetings, and requires only voice-activated software to use a computer, the software is probably a reasonable accommodation and the person can perform the essential functions of the job.
If the faculty member can't take part in an occasional departmental field trip to an archeological site that is 300, nonaccessible steps up a mountain, going on that field trip isn't an "essential function," and eliminating the requirement that the faculty member participate is a "reasonable accommodation." On the other hand, if it were a question of being a site supervisor, then work at the site, inaccessible though it might be, would be an "essential function."
For exact definitions as they'd apply to your specific case, you should consult a lawyer with substantial A.D.A. experience.
Julie: As important as physical devices and workplace accommodations can be, the support structure you devise for yourself as you undertake the job search is just as critical. You need a health-care provider who can discuss how various treatment options may affect you in the workplace. You need good advice on how to handle a discussion of your illness or disability should it arise in an interview. And you need a group of people who are committed to and enthusiastic about your success.
A previous column offers suggestions about good sources of career advising. Other members of your support system are simply drawn from your existing network of family, friends, and colleagues. Ask for what you need and be ready to reciprocate with support for others.
Mary: A good support structure is particularly important when the illness in question is depression. Depression was one of the major illnesses many of our readers wrote about. We're linking here to two very useful responses from readers who experienced problems with depression. One is from someone who obtained a good position. Another is from someone who is on the market. You'll notice that each stresses the importance of good treatment and of support.
Successful job hunting requires behavior that is particularly difficult when one is depressed. Taking initiative, persisting in spite of rejection, interviewing in a manner that leaves a confident, upbeat impression are all particularly difficult if you feel down. So if you think you might be clinically depressed, rather than simply "normally" discouraged or apprehensive about the job market, get a professional evaluation and, if necessary, treatment.
If you're feeling overwhelmed, it may be helpful to follow a structure for carrying out job-hunting activities. If you have difficulty making decisions and are obsessing about details, you may find it easier to allot a specific amount of time to a job-hunting activity, such as writing a cover letter, rather than try to work until you're sure the product is "good enough."
If your mind is full of gloomy assessments of yourself and your prospects, it may be comforting to talk to friends and family members who can remind you that you probably presented yourself better in an interview than you think.
A good mental-health-care provider can help you determine whether it makes more sense to struggle on with a job search or defer it until you feel better.
Julie: Whatever the medical condition, a common question is how much of it to disclose to employers. In general, if the condition is "invisible," I'd say, disclose as little as possible. If you don't require any obvious assistive devices or accommodations, it's probably in your best interest to use precious interview time for a discussion of your goals and accomplishments.
Mary: However, if you have a visible disability or medical condition, it may be in your best interest to initiate conversation about it early on in the interview so that you can reassure employers about concerns they may be afraid to ask about.
For example, arriving at an interview in a wheelchair may not be of concern for a job teaching literature, which requires little mobility, so you might not say anything about it. However, in an interview for a job in a discipline that requires extensive fieldwork, it might be useful to say, something like "You may be wondering how I manage to supervise fieldwork projects. Let me tell you how I do it successfully. ..."
One of our readers, who has a disabling knee condition and pain-induced depression, wrote that she discusses her knee condition with interviewers because of her need for some accommodations, but that she doesn't discuss the accompanying depression (now controlled with medication) with anyone but close friends.
Julie: Explaining a past medical condition can also present problems. If your vita shows a "gap" because of an earlier illness, be prepared to discuss what you were doing during that time, should you be asked. One strategy is to try to minimize the gap through part-time employment and small projects. If you have former colleagues familiar with your strengths, it may be worthwhile to approach them to see whether they can connect you with adjunct positions or similar short-term opportunities.
Also prepare in advance your answer to the question you dread, "What exactly were you doing between 1998 and 2000?" If you can truthfully get away with a general answer, such as "I was concentrating on getting more articles out and teaching part-time," fine. If you can't, short, positive, vague, and straightforward answers are best: "I was recovering from a medical problem that is, fortunately, now totally behind me." "That was the time when my vision difficulties developed. I was working on learning how to use some new technological devices in order to research and teach effectively. A few months ago I decided I was back up to full speed and went on the job market."
Mary: Also be aware that what others say about you is important. Talk with the people serving as your references and let them know how you'll be handling the situation as you interview. They may be impressed with how phenomenally you've managed your career in light of your medical condition. However, that may or may not be something you want them to volunteer to a hiring committee, so let them know how you're planning to present yourself and how you prefer that they do. Since they've agreed to support your job search, let them know how they can do it as effectively as possible.
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