During the Hiring (Search and Selection) Process

Respecting the Rights of Applicants with Disabilities

This guidance applies to internal and external applicants, including applicants for promotions. 

  • No one can ask an applicant if he or she has a disability, under any circumstances. 
  • If an applicant requests an accommodation in the application process -- for example, asks to be interviewed in a wheelchair accessible location -- William & Mary must make reasonable accommodations to permit the applicant to participate in the process.  The Office of Diversity & Inclusion can help search committees or hiring officials handle requests for accommodation.  
  • If the hiring manager or search committee is aware that an applicant has a disability, either because the applicant disclosed it or it is an obvious disability, and there is a concern that the disability may limit or prevent the applicant in performing the job duties, keep the applicant in the applicant pool and consider him or her as all other applicants.  Contact the Office of Diversity & Inclusion for assistance.  The Office, at the appropriate stage of the hiring process, can work with the applicant to determine whether he or she can do the job with (or without) an accommodation.  
    • The applicant can be asked whether he or she can do the job, with (or without) reasonable accommodation.  
    • If an applicant indicates that he or she would require accommodation to do the job, William & Mary can ask what accommodation would be needed, and understand how the individual would be able to do the work with this accommodation. 
  • Under no conditions should a hiring official or search committee ask an applicant be asked for medical records or medical information. Any questions regarding the need for such records or information should be addressed to the Office of Diversity & Inclusion. 
  • An applicant cannot be refused a job because he or she has a disability, unless the Office of Diversity & Inclusion determines:
    • The disability is such that he or she will not be able to perform the essential functions of the job, even with accommodations. 
    • The disability would result in a significant risk of substantial harm to the applicant or others, if the applicant were hired.