Disability Disclosure- When, How, and Why

As I finish up my master's degree and think about what my work life will look like once I start looking for a job, one thing that I have been thinking about is disability disclosure. How will I share about my disability identity and work needs with an organization that I do not have a working relationship with? This week, I want to talk about disability disclosure and some suggestions on how to disclose a disability based on my personal experience.

---

According to Accenture, 2022, companies that employ disabled people and create equitable spaces report increased revenue, income, and profit compared to competitors who don't. However, unfortunately, this doesn't mean it is easy to find a job as a disabled person. Disclosing a disability can help an employee gain access to accommodations, access work style preferences, and provide context for an employee's self-identity if they choose to disclose (Employer Assistance and Research Network on Disability, n.d.). However, not everyone feels comfortable disclosing this information due to fear of discrimination. While it is illegal to discriminate based on disability identity (US Department of Justice, Civil Rights Division, n.d), companies can hide this by not providing a reason for passing on a candidate, or not documenting disability information but mentally noting it. While I am in a unique position of working in disability advocacy spaces and sharing my experience online, not everyone is as vocal about their disability identity as I am. While some note not to address social media disclosure in interview spaces (Employer Assistance and Research Network on Disability, n.d.), it is not a guarantee that employers will honor that recommendation. For those who have an invisible disability who are not vocal about their disability identity on social media and in person, I will give 5 things to consider when disclosing a disability for a job. Ultimately, this is a personal decision, but I hope this can serve as a guide.

---

1: Will You Need Accommodations?

When I worked at the Reagan Library, I was hired in spite of not being able to stand or walk long distances. I was told that my disability disclosure in the interview process meant that I could not be fired for not being able to do the job as described, because the interviewers decided that I could be accommodated. However, if I had not disclosed my disability identity, I could have been fired even though my role was an intern for a summer camp in the education department. Consider if there is any concern about you being able to complete the job as described, and if you can offer a reasonable accommodation. For example, my need for a chair did not cost the Reagan Library any extra money, time, or energy to accommodate me. I also did not spend the night at a summer camp due to medication needs, but still completed my working hour requirements. However, when I needed time off due to a medical emergency that landed me in the ER and should have led to my hospitalization if the doctors had read my lab report correctly, my absence resulted in hostile feelings because others had to manage the work I wasn't there to complete.

My advice: disclosing a disability that needs an accommodation that is not timely or easily addressed could be a positive thing to disclose, as it can show your ability to problem-solve. However, if you are worried about accommodations that could be seen in a negative light, don't disclose the need for those accommodations until you receive and sign a job offer.

---

2: Does Your Work Relate To Disability Advocacy?

In my line of work, having the disability experience I have has led to more opportunities because I can speak to diverse experiences. For example, I can now speak to neurodivergent communities, physical mobility disabilities, and autoimmune disability communities, especially with digestive disabilities. That diverse personal experience means I can use it, along with the research experience I am gaining, to leverage my advocacy skills. However, if you are in an industry not centered on disability, or are working in an environment with a culture of overworking, underpaying, and/or passive-aggressive expectations, be mindful of that culture before accepting a job offer.

My advice: As the job market allows, do research on company culture when you can before disclosing a disability or accepting a job offer. Some companies, like Microsoft, will have special accommodation programs for disabled employees and hiring candidates. If a company's website emphasizes traits that signal overworking employees or an otherwise toxic environment, be mindful of that when finding a job.

---

3: Know Your Work Style

I am someone who is vocal about my disability identity. When I worked at Amwins, I tried to help with a task that I realized was not safe for me to do based on a symptom I began experiencing. I could have tried to power through, but instead disclosed and received a good response. If that sounds like a situation you could find yourself in, disclosing might be beneficial because it covers any accommodations. However, you can still disclose after the interview and job offer, once you are in the workplace, as long as you can complete the job as described.

My advice: Write down the bottom lines of what you need in company culture and any possible accommodations you might need before job searching, so you can find companies that align with your needs.

---

Bonus: Disclosing In The Interview VS Job Offer VS During Onboarding

I lean towards being honest in the interview process because I want to work somewhere that will accept my disability identity, and I have family support once I start applying for jobs to be able to work in an environment that will not lead to more health issues. However, for anyone who is actively looking for a job right now that needs something urgently, my main piece of advice would be: weigh the pros and cons of disclosing to take a job that would allow you to center your health because they chose you with your health status, vs picking a job based on urgency that might not be as accommodating but did hire you. This is a choice only you can make, and both are valid.

---

Thank you for reading about disability disclosure. If you have any questions or comments, please comment on the blog, reach out at @Anniekrollblog on Instagram or Facebook, or email me at Anniekrollblog@gmail.com. I hope to see you next week! 

*This blog and its author are not responsible if any of this advice leads to a job rejection or other unforeseen negative effect.