Disability Disclosure at Work

There are five opportunities an applicant or employee has to disclose their disability to an employer:

  1. The Job Application
  2. The Interview
  3. After the job offer
  4. After you have started working
  5. If a problem exist in the workplace

Did you know:

  1. Most experts advise that job applicants NOT disclose on an application.
  2. People who did NOT disclose during an interview — even those who had obvious disabilities — were more likely to be hired.
  3. The worst time to disclose, of course, is after you’ve been fired.

On the other hand, you may never choose to disclose…

Because of the Americans with Disabilities Act, the only logical reason to disclose is if you need to request a reasonable accommodation from your employer to perform an essential function of the job.

The only appropriate time to disclose on an application is if the employer is actively recruiting employees with disabilities.”

– Ed R. Williams, Program Coordinator of the STEPS Program at the University of Arkansas at Little Rock

An applicant can tell this from Affirmative Action statements that appear on the application forms of some businesses. An applicant can tell this from Affirmative Action statements that appear on the application forms of some businesses.

Check out the full article and the “Essential Functions” Worksheet that can be used to determine if an applicant is qualified for the position, or in determining their accommodation needs. It provides a framework from which to consider disclosure, and a starting point for negotiations.

http://www.pacer.org/tatra/resources/POD/disclosedisability.asp