New Year’s resolutions come in many shapes and sizes. Have you made yours? Giving up chocolate, losing those extra pounds, spending more time with loved ones, whatever your resolution, we invite you to make one more.
Ready?
Let's start with what we mean by 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 there can be many benefits to sharing this information. It is important for the employer because it provides needed information about the nature of the disability, about possible limitations, and about how the disability might affect job performance. Moreover, it gives the employer and employee an opportunity to discuss support needs. Disclosure helps ensure the employee and employer are on the same page and working together toward successful employment.
Why Would an Employee Want to Disclose?
Some benefits of disclosure include:
- You can receive reasonable accommodations.
- Your employer may be more likely to assign you to job duties you can perform well and independently.
- You may feel more comfortable, especially when you need to ask for help.
- You may feel more at ease knowing there is nothing to "hide."
There is no law that 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 (ADA) 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 is frightening and anxiety producing for most of the job seekers we represent. Supported employees may feel excluded or "different from others." They may be embarrassed to disclose 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.”
What's My Role?
Take a closer look at JAN’s helpful pointers about "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. Keep in mind, 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 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."
- If you are a VRC, refer to the Code of Professional Ethics for Rehabilitation Counselors (2016), Section B.
Any Tips and Helpful Resources?
Oh, you know us so well! Moreover, we understand that you may not always have time to do the "deep dive" into all the references (but come back later and take a look!). We promised this New Year’s resolution would be as easy as we could make it, so let's look at some of the key points from the materials we've listed above. If you are a VRC, review these helpful hints and go out of your way to look for evidence of disclosure conversations in the Discovery Profile. If you are an employment specialist, take a look at these helpful hints (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 him/her 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.
And for youth and young adults, the National Collaborative on Workforce and Disability for Youth has The 411 on Disclosure: A Workbook for Youth with Disabilities.
