You may have heard it said that running from a problem only increases the distance from the solution. Job seeker disclosure conversations and decisions might be one of those challenges we want to run from. We cannot.
What is Disclosure?
Disclosure is telling, revealing, or giving out personal information about a disability. It is important for both the potential employee and the employer because many benefits can come from sharing this information. According to the Job Accommodation Network (JAN):
“Disclosing a disability may be a consideration when starting a new job; transitioning from school, another job, or unemployment; or retaining a job after acquiring a disability. For individuals who may still be struggling with accepting their medical condition, making the decision to disclose can be overwhelming. Because some impairments are not visible, individuals may face such challenges as understanding their impairments and determining what types of accommodations are available. As with any new experience, preparation is vital.”
Why Would an Employer Want Disclosure?
Benefits for the employer include:
- knowledge about the nature of the disability, possible limitations, and how the disability might affect job performance;
- a chance to discuss support needs with the employee, and
- assurance that the employee and employer are starting on the same page and working together toward success.
Why Would an Employee Want to Disclose?
Benefits for the employee include:
- reasonable accommodation;
- job duties they can perform well and independently;
- comfort in knowing they can ask for help; and
- ease of knowing they have nothing to hide.
No law requires disclosure: No one can force an employee to disclose their disability. However, if a supported employee decides to disclose disability-related information, the Americans with Disabilities Act provides legal protection against hiring discrimination based upon a disability. The ADA also provides for reasonable accommodation on the job.
Disclosure can be a win-win proposition but revealing information about a disability can be frightening and may produce anxiety for many job seekers. Supported employees may feel excluded or different from others and may experience embarrassment knowing that others are aware of any limitations they may have.
What’s My Role?
Take a closer look at JAN’s helpful “dos and don’ts” and the “what, who, how, and when” of disclosure at the following links:
What does this mean for you? If you are an employment specialist or a VRC, you have a vital role in ensuring that a supported employee makes an informed and personal choice regarding disclosure. Remember, your role is not one of making the decision for your job seeker; rather, your role is one of advising and counseling.
If you are a VRC, go out of your way to look for evidence of disclosure conversations in the Discovery Profile and refer to the Code of Professional Ethics for Rehabilitation Counselors (2017), Section B.
If you are an employment specialist, refer to this presentation given at the 2016 National Association of Persons Supporting Employment Conference: “Disability Disclosure: Practical and Ethical Issues for Supported Employment Professionals.”
Tips and Helpful Resources
The following helpful hints for employment specialists are adapted from Banks et al., 2007.
- Help your job seeker understand their ADA rights – do your research!
- Explore any accommodations likely to be needed in the workplace.
- Agree upon and develop a plan with your job seeker to discuss disability-related information with employers. This includes when to disclose, what to disclose, and how much to disclose.
- Practice answering questions about disability with your job seeker. This may help them become more comfortable.
- Focus on strengths and possibilities when practicing disability-related questions.
- Talk about and pre-plan job supports as much as possible.
- When disclosing, use common language (avoid medical or clinical terms) and highlight strengths and skills.
- Be specific with suggestions for accommodations.
- Identify a mentor (natural support) at the workplace whenever possible.
Whether you’re an Employment Specialist or a Vocational Rehabilitation Counselor (VRC), think about adding disclosure-related best practices to your skill sets.
Bonus Resource:
For youth and young adults, the Office of Disability Employment Policy provides guidance on Youth, Disclosure, and the Workplace Why, When, What, and How.