For a yet-to-be-published episode of Hidden Disability Conversation (check out our HiddenDisabilityConversation.com YouTube channel), my partner, Wendi created this helpful one-sheet guide for disclosing disability in the workplace. I’ll include the content below, but you can also
Deciding when to disclose a disability to your employer depends on your comfort level and need for accommodations. Disclosure is often necessary when:
- Requesting Accommodations: If you need adjustments to perform your job, you must disclose the disability and how it impacts your work.
- During Hiring: You are not required to disclose a disability during the interview process unless it affects essential job functions.
- After Hiring: You can disclose after starting the job if you notice challenges that require support.
- Confidentiality: Employers must keep your disclosure confidential and provide reasonable accommodations under the ADA.
Strategies for Disclosing a Disability to Your Employer
- Timing: Choose a calm time when you can have a private conversation with your supervisor or HR.
- Focus on Solutions: Frame the disclosure around how accommodations will help you perform better rather than focusing solely on the disability.
- Be Professional and Direct: State the nature of the disability, how it impacts your work, and what specific accommodations you need.
- Know Your Rights: Familiarize yourself with ADA protections and reasonable accommodations.
- Keep Records: Document the conversation and any agreed-upon accommodations.
Resources:
- Askjan.org
- US Equal Opportunity Employment Commission
- US Department of Labor Career One Stop page for Workers with Disabilities
- EEOC articles about reasonable accommodations
