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Search Programs

 * Accomodations At Work
 * Telling Your Employer
 * Pros and Cons of Disclosing
 * When to Have the Conversation
 * How to Disclose




ARE THERE BENEFITS TO DISCLOSING MY DISABILITY TO AN EMPLOYER?

Many people with disabilities need accommodations when they enter the workforce.
Read to learn how and when to request accommodations.
by
Bernard Grant, Ph.D.
Bernard Grant, Ph.D.
Arrow Right

Writer

Bernard Grant, Ph.D., is a multiple neurodivergent writer, editor, and
neurodiversity advocate. Cofounder of the Diversity with Dignity Global
Roundtable, they also serve as a board member of NeuroGuides and a life coach at
Autism Personal Coach. Ber...
X
Check Edited by
Giselle M. Cancio
Giselle M. Cancio
Arrow Right

Editor & Writer

Giselle M. Cancio is an editor for BestColleges, where she focuses on a variety
of topics including subject-specific content, DEI, and career-related content.
She previously worked in higher education, managing social media and digital
communications...
X
Updated October 7, 2022
Learn more about our editorial process
Image Credit: Iparraguirre Recio / Moment / Getty Images
14 min read


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 * 

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 * The CDC reports that 26% of American adults are disabled.
 * People with disabilities commonly need workplace accommodations.
 * Research shows that 56% of workplace accommodations cost nothing to
   implement.
 * Americans with disabilities often face discrimination due to ableism.

--------------------------------------------------------------------------------

According to the Centers for Disease Control and Prevention (CDC), 26% of
American adults identify as disabled. When people with disabilities enter the
workforce, they often need accommodations.



Research from the Job Accommodation Network (JAN) shows that 56% of workplace
accommodations cost nothing to implement, while the other 44% typically have a
one-time expenditure of $500.



For many employees, requesting accommodations is challenging.



Because ableism, which includes the view that disabled people are inferior to
able people, is so common in workplaces, disabled employees often face explicit
discrimination once they disclose their disabilities. Disability discrimination
often looks like bullying, infantilization, or termination.



Theresa Haskins, an associate professor at the University of Southern California
and the CEO of Haskins Consulting Group, recommends disclosure with discretion.



"In an ideal world, people would accept differences, and discrimination toward
people with disabilities wouldn't exist. However, we do not live in a perfect
world, and there is still much work to be done to make genuinely inclusive,
accessible, and accepting workplaces," she said.




ACCOMMODATIONS IN THE WORKPLACE

The Americans with Disabilities Act (ADA) prohibits discrimination against
people with disabilities and requires employers to serve them reasonable
accommodations.



Title 1 of the ADA defines reasonable accommodation as an adjustment or
modification to a particular role, the work environment, or "the way things are
usually done during the hiring process."



Reasonable accommodations include modified work schedules, training materials or
policy adjustments, job restructuring, and alternative work equipment.



For example, a wheelchair user may need to ensure ramps and elevators are
available, and doorways are wide enough to accommodate their chair. Deaf or
hard-of-hearing candidates may need an interpreter during an interview, while
neurodivergent candidates may need captions.



The interview process favors neurotypical behavior (neuro-normativity),
excluding neurodivergent people. So neurodivergent candidates also benefit from
alternative interview processes like chatting on encrypted messaging apps or
receiving interview questions a few days before the interview.



Many inclusive, neurodiversity-affirming employers allow neurodivergent
candidates to skip interviews altogether.




WHY SHOULD I TELL MY EMPLOYER ABOUT MY DISABILITY?

The most common reason employees disclose their disabilities is to receive
accommodations. An employer cannot legally refuse to provide reasonable
accommodations for disabled employees.



You might disclose to explain unusual circumstances. For example, your
disability may require you to wear headphones or take frequent breaks to use the
restroom or to avoid sensory overwhelm. Some invisible disabilities require
people to eat frequently or take medications at certain times.



You may also disclose your disability for human rights protection outside of
accommodations.



Disability discrimination in the workplace is a common occurrence. But laws like
the ADA, The Rehabilitation Act of 1973, and agencies like the U.S. Equal
Employment Opportunity Commission (EEOC), which enforce these laws, state that
discrimination against a person with a disability is illegal.



While accommodations don't result in employment, these adjustments provide
equity, giving disabled employees an equal opportunity to perform their jobs as
well as their non-disabled colleagues.



Accommodations even out workplace terrain, enabling all candidates equal access
to succeed.




PROS AND CONS OF DISCLOSING A DISABILITY TO YOUR EMPLOYER


PROS

 * Check
   
   
   ACCOMMODATIONS
   
   Disclosing a disability allows you to receive interview or workplace
   accommodations. Employers are required to provide reasonable accommodations
   to all employees with disabilities.
 * Check
   
   
   FINANCIAL INCENTIVES
   
   Some employers receive tax breaks and subsidies if they hire disabled
   employees. An employer may use those funds to support you beyond
   accommodations.
 * Check
   
   
   MENTORSHIP
   
   Some companies have programs for disabled and neurodivergent employees. You
   may, for example, receive job coaching or an invitation to join an employee
   resource group.
 * Check
   
   
   PROMOTES AUTHENTICITY
   
   Disclosure promotes more disclosure, decreases stigma, and contributes to an
   environment where other people feel safe enough to reveal their identities,
   whether privileged or marginalized.



CONS

 * X
   
   
   DISCRIMINATION
   
   Research shows that disabled people are the most marginalized social group,
   so disclosure often enables discrimination. Many disabled people have
   reported increased micromanagement, bullying, and scapegoating once they've
   disclosed their disability.
 * X
   
   
   LOST OPPORTUNITIES
   
   Disabled people commonly report that recruiters cancel their interviews after
   they ask for interview accommodations. People with disabilities have also
   been fired after asking for accommodations while on the job.
 * X
   
   
   INFANTILIZATION
   
   Another common complaint is that once an employee requests accommodations,
   many coworkers treat them like children, infantilizing them.


WHEN TO HAVE THE CONVERSATION

Deciding when to disclose your disability can be just as challenging as deciding
how to disclose your disability.



Remember you are only required to disclose your disability if you want
accommodations, whether during the application process or while on the job.



You can request accommodations anytime you need them. Some people ask for
accommodations for the application or interview process, while some don't
disclose until they encounter workplace barriers.



"Knowing what your company can reasonably accommodate in advance will help you
be successful," Haskins said. "Just like in college, if you use disability
accommodations, employers are set up to make changes that help the individual
navigate the existing environment to meet the standardized expectations of the
team."



While no one can tell you the "best" time to disclose a disability, you'll have
the best experience if you disclose before you encounter significant barriers
that disrupt your work performance.



Remember, you are not alone, as 55.8% of disabled Americans are employed, and
not everyone wants to be openly disabled.



Many disabled people, however, are disability advocates who feel responsible for
researching, changing laws, and sharing their stories — empowering others and
promoting inclusion.




HOW TO DISCLOSE YOUR DISABILITY

You may disclose a disability during the job application process, after you've
received a job offer, or during your employment.

"Disclosing what you need to be successful as an employee should be the focus of
conversation," Haskins said. "Tell your employer what you can do, how you work
best, and what you need to be successful. Don't focus on the differences as
negatives but on how differentiation in approach enhances your work product."

 * Check Circle
   Choose a confidential place and time that gives you the chance to ask
   questions. If you need assistance, find a trusted colleague whose schedule
   you can work around and ask them to help you.
 * Check Circle
   Before meeting with anyone, write a list of possible accommodations you might
   need and consider any accommodations you may have used in the past.
 * Check Circle
   You might also write answers to potential questions your employer might ask.
   Expect to hear questions that ask what specific accommodations you need.
 * Check Circle
   Research different workplace accommodations online, using resources such as
   JAN's webpage for employees.
 * Check Circle
   Take notes during the meeting, and ask your trusted colleague and employers
   to also document the meeting.
 * Check Circle
   You might send your employer JAN's resource for employers and remind them to
   put your request in writing, copying everyone in all relevant emails.

If you experience discrimination during this process or any other time during
your employment, file a complaint with the ADA.


BOTTOM LINE

Remember that you are not legally required to disclose, but disclosure gives you
access to accommodations that remove barriers to attaining and maintaining
employment.



If you're neurodivergent or have an invisible disability like a mental health
condition, you might wait until you've received the job to ask for
accommodations.



Before disclosing to the wider workplace, you might disclose to close friends or
a supervisor you've developed a healthy relationship with. However, you don't
have to disclose to everyone to receive support.





WITH ADVICE FROM:


THERESA HASKINS

Theresa Haskins is an organizational development and disability-inclusion leader
with decades of experience working with corporations, nonprofits, and
educational institutions to develop leaders and create inclusive cultures where
diverse groups of people thrive.

She is CEO of Haskins Consulting Group, a neurodiversity inclusion company that
helps individuals and organizations identify and achieve their goals for
learning and improved performance.


EXPLORE MORE COLLEGE RESOURCES

View all


EXPERT Q&A: EMPLOYMENT FOR PEOPLE WITH DISABILITIES

by Staff Writers
March 1, 2023


CAREER GUIDE FOR STUDENTS WITH DISABILITIES

by Bernard Grant, Ph.D.
June 15, 2022


WHAT DOES A NEURODIVERGENT-INCLUSIVE WORKPLACE LOOK LIKE?

by Bernard Grant, Ph.D.
July 28, 2022


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