To Disclose or Not To Disclose: Disability in the Workplace

By Martin Jauregui, Freelance Writer

Despite the changes that have resulted since the passing of the ADA and the country’s changing social climate, individuals living with medical disabilities still face an uphill battle when it comes to finding a job. For many, the simple act of making it to the interview can be a challenge itself. When these individuals are given the opportunity to interview, they often face the very important question of disclosure. Some hold the view that all disabilities should be disclosed to potential employers, while others feel as if some disabilities need not be revealed. Regardless of the situation, the bottom line is that disclosing a disability is less of a legal issue, and more of an ethical decision.

Legally, the only time a person is required to disclose an existing disability is in the case where their ability to complete essential job duties may be negatively affected by the disability. In some cases, disclosing a disability can actually strengthen a person’s standing with an employer. Such actions can be viewed as a sign of character or strength by a potential employer who might truly appreciate the openness and honesty.

When a disability is outwardly noticeable, there is really no need to cover it up. In fact, disclosing an obvious disability is actually a good idea, especially if you are going to need accommodations during the interview process or if it is going to directly affect your job performance. The more difficult decision of disclosure is left to those individuals with disabilities who are not outwardly noticeable. For them, careful consideration must be taken as to when, or even if, a disability should be disclosed. On one hand, the person does not want to come off a someone who is not truthful for failing to reveal a disability, but on the other hand, the person does not want to reveal a disability if doing so is going to put their chances of being hired at risk.

Individuals with disabilities who are considering being open about their situation do have some options when and if they finally decide to disclose. For people who are referred to a position through an internal contact, the question of disclosure may not be as difficult. Most of the time, the employer may already be well aware of the disability or limitation. More than likely, whoever went out of their way to recommend the individual for the position may have already disclosed the disability before the interview.

Not all applicants are so lucky, and most have to take into consideration the existence of workplace discrimination. For these people, the best time or place to disclose a disability may very well be on their resume. Information about a disability can be woven into a resume in a rather low-key fashion. Individuals might chose to disclose their disability while describing their job duties, or in describing their qualifications in spite of their physical limitations.

Disabilities can also be disclosed even sooner, and in a more formal fashion in a person’s cover letter. This may present a person with a chance to discuss in detail the manner of their disability, along with how it might hinder or improve their ability to do the specific job they are applying for.

Some positions may require a person to complete a standard job application. A section for disability disclosure might present itself as the perfect opportunity to do so, though in most cases it is not legally required. However, one should note that most applications do not provide enough space to be able to thoroughly discuss the matter of the disability.

If all else fails and a person has not disclosed after the initial contact, then the interview process is certainly another viable option for disclosure. Care should be taken though, in the case of people who have obvious disabilities. If a person has already gone through the process of submitting resumes, cover letters, and applications and the disability has not yet been revealed, it may be a little surprising to a potential employer to see them walk in the door in a wheelchair or with a guide dog. Disclosure of visible disabilities can be handled when the interview is being scheduled; otherwise, it is entirely possible that an opportunity to disclose and discuss the disability will present itself during the interview.

A great wave of change came with the signing of the Americans with Disabilities Act in 1990 by then President Bush. In some situations, the law led to changes in the physical nature of buildings and offices. In others, the changes were more in the sense of perceptions and attitudes. Today, people with disabilities represent one of the largest pools of potential employees in the country. Many of these potential hires have gone through an academic system that has seen many changes in terms of opportunity, fairness, and inclusion since the 1970’s. Most of these individuals are now ready, willing, and very able to work.

For more information:
ADA
Career Center
The Braille Monitor