Thoughts on Disclosing “Disability” at Work

So many people have asked for my thoughts on disclosing a “disability” in professional settings that I thought it was time for an Oh Fabled One article on the topic.

This question is complex. It’s important to note that there is no one simple or right answer for every person and every circumstance. Only each individual is able to assess the situational factors, possible consequences and personal values to make the best choice for himself or herself.

External Considerations

Many companies focus on workforce and talent diversity, making thoughtful efforts to recruit, hire and retain great talent in all forms. They often allocate resources to planfully create inclusive working environments that allow all employees to succeed. They invest in being a best place to work. Also, companies providing products and services to the government need to have diverse employees, vendors and suppliers.

My human resource experts and friends have shared that, in particular, Fortune 200 companies have the best infrastructure for diversified workforces because they can provide the needed resources to do so. However, companies of all sizes value diversity and do all they can to ensure that the success of their employees is abundant.

Here is some good job information. Finding one typically results from one of three activities:

(1) Direct application — sending in a job application as directed on a job posting. People find jobs this way about 10% of the time.

(2) Recruiters — working with professionals who find qualified people for open positions. People find jobs this way about 20% of the time.

(3) Networking — the process of meeting people, building professional relationships, learning about their work goals and interests, sharing your work goals and interests, and determining how you may exchange resources and help each other. People find jobs this way about 70% of the time.

Though all three ways to find a job are credible and successful, networking allows the opportunity to demonstrate strengths, talents and potential, regularly meet new professionals and find out about job openings.

Personal Considerations

Many factors can influence the choice to disclose or not, as well as when to do so. Job applicants can disclose on a job application and employees can disclose after having been in a job for any amount of time.

I’ve met individuals who chose to disclose, often for having “obvious signs of a disability,” after determining that doing so was a high priority for them based on their values or because they received a new diagnosis or prognosis.

Many others have not chosen to disclose for reasons including not needing accommodations, not anticipating impact on their ability to do a job, not wanting to be treated differently or not certain if a workplace would be supportive.

Some initially chose to not disclose, but did so as their condition or disease progressed, accommodations were needed or the receptivity from colleagues and supervisors was positive.

A Note on Accommodations

As a reminder that everyone receives accommodations in some way, check out the post from June 2 — How May i Accommodate You? https://medium.com/@ohfabledone/how-may-i-accommodate-you-d09c3e7a977

With so many factors to consider, it’s easy to understand that the final answer about disclosure is one that best resonates with you.

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