A DISCUSSION TO AID IN THE PROCESS OF DISCLOSURE

DISCLOSURE – A GUIDE Disclosure is an extremely personal decision and there are many factors to consider.

THE LAW Title I of the ADA limits an employer’s ability to ask disability related questions or to require medial examinations at three stages of employment: pre-offer, post-job offer, and during employment.

THE LAW This doesn’t include indirect questions such as “can you perform the essential work duties of the job?” An example of a question it does limit is “what physical or mental impairments do you have that would affect your job performance?”

WHEN TO DISCLOSE Before - Cover letter, resume, application, employer calls to set up the interview, before the interview, during the interview, after the job offer. After - Right when the job begins, at the beginning of the job, the first 90 days, when a difficulty arises, anytime other time throughout the job, or never.

WHEN TO DISCLOSE Preconceptions and stereotypes may cause the employer to simply “overlook” your application, or resume from the pile and pass it off as… Employers may feel caught off guard in the interview and not know how to respond making the interview turn awkward.

WHEN TO DISCLOSE Opens the lines of communication Gives the employer advanced time to brush up on the ADA Shows respect to the employer In the interview, it gives the applicant time to read non-verbal comfort and read their initial reaction. This response could indicate their knowledge and acceptance level.

WHEN TO DISCLOSE Employer may feel a level of distrust or that you were being dishonest. Employer may feel rushed to make the accommodations and think if they would have disclosed earlier, we would have had time to work this out.

WHEN TO DISCLOSE Disclosing at any point during employment can a pro because… If you never disclose, you are never covered under the ADA. It gives time for you to establish a relationship with that employer beforehand. Gives you time to feel out the employer Gives you time to show the employer what you are made of and your assets first instead of focusing on the barriers from the beginning.

WHEN TO DISCLOSE A suggested time to disclose might be at the time you feel like an accommodation needs to be made. You are covered under the ADA to disclose your disability at anytime throughout the hiring process

WHEN TO DISCLOSE Do I feel there is a possibility of risking success in my job if I do not disclose? Do I need accommodations to perform my job tasks adequately? Is my disability visible? **If you answered yes to any of these questions, your chances of success may be increased if you disclose earlier in the employment process. When in the process is up to that person…

WHEN TO DISCLOSE Try not to wait until after you begin to experience work performance problems. It is best to address and remedy these issues before they occur. You do not need to tell anyone else about your disability other than your supervisor.

HIDDEN DISABILITIES Brain Injury Diabetes Crohn’s Disease Diabetes Bi-polar disorder PTSD Epilepsy HIV/AIDS Cystic Fibrosis ADHD, Learning Disabilities MS Chronic Fatigue Syndrome Heart Condition Chemical Dependency

VISIBLE DISABILITIES Use of a wheelchairs Use of a walking aid Missing limb Use of sign language

SUPPORTS Your local VRS agency can… Can provide assistance on the job Check-ins with employer Check-ins with individual with the disability Act as a “safety net”

SUPPORTS If you do not have the supports of agencies… Gather your own resources (gather resources for disclosure assistance) Bounce ideas off of a friend or family member just to get another opinion, but make your own informed decision!

WORKING WITH EMPLOYERS If it doesn’t work out, ask yourself, would I have wanted to work for that company anyway”. Some employers aren’t well versed in the ADA There are many companies starting to embrace diversity centered around disability and I am hoping this will only grow with time.

BI SPECIFIC *Focus on the positive* Use disclosure as an opportunity to educate the employer on BI and specifics that are relevant to you. Using the perspective towards your employer - I have used challenges associated with BI to gain greater awareness into my personal strengths and ability to persevere through life’s challenges. Keep requests specific and straight to the point Focus on your solutions in dealing with challenges rather than the issues revolving around it. (there are the challenges I face, here is how plan to overcome these challenges to meet standards of my job expectations). Focusing on your strengths Reassuring the employer that accommodations needed are simple, economical, and easy to accomplish. Don’t feel as though you need to disclose everything and right away. Provide the basic information needed by the employer to honor the accommodation and a basic background of your condition and how it impacts you.

RESOURCES Job Accommodation Network (JAN) Virginia Commonwealth University