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Disclosure of a Disability

There is no law that makes disclosing a disability a legal obligation unless it is likely to affect a person's performance of his/her job requirements. Employers may only inquire about activities that are necessary to perform a job, and the interviewee is only required to answer "yes" or "no". Some people fear that if they do not disclose a disability they are being dishonest. However, if the disability does not require special accommodations, then disclosure is not mandatory.

Research regarding when/if to disclose a learning disability is varied. Some sources recommend disclosure during the job interview. Others recommend that a person wait until the job is secured, and still others believe that disclosure is only necessary when modifications to the job are necessary. When it comes right down to it, only one person can make this judgement call: YOU.

The following suggestions are offered to help make this decision easier.

• People may be more understanding and helpful if they know about a handicap. Information about a disability can be given with scientific words or in simple everyday language. For example, "I have an auditory sequencing problem," or "I have trouble hearing sounds in order." If scientific words are used, following up with easier words will help clarify for those persons who do not understand.
• Don't mention a disability right after you make a mistake. If you act ashamed, people will think of your handicap as shameful. Talk about your disability in a positive way, showing how you compensate or how, as a result of this weakness, you have developed an alternative method of accomplishing a task. For example, "I noticed this mistake in the bylaws because I read very slowly. My learning disability forces me to concentrate and read one word at a time. It takes me a long time, but I don't miss anything!"
• If a person chooses to disclose, then the timing of the disclosure becomes an issue. Generally, disclosure in a letter of application ore resume is unnecessary, unless the applicant is applying for a position with a company that supports the same disability as the applicant's. Examples might be counseling or support services or government agencies. These employers would be able to point to current employees as role models for the disabled clients they help.
• When a phone call is made to schedule an interview, disclosure could be done after the interview is arranged. If the caller is the employer, and the disability is one that will be obvious at the interview, disclosure at this point would be appropriate. An example might be if accommodations are needed to enter the building or to complete an application form. However, if the caller is a secretary, disclosure is probably not appropriate at this time.
• Another possible time for disclosure is during the interview. At this time the interviewee can demonstrate his/her independence and ability to function in spite of the disability.
• Disclosing after the job offer has been made is another alternative. At this stage, disclosure would only be necessary if accommodations were necessary to perform the tasks required of the job. If no accommodations were necessary, disclosure is not necessary.

Disclosure is a personal choice, but may times is not an easy decision to make. There are professionals and counselors who can help a person make this decision. Many resources can be found on the internet or in listings of local agencies. The important thing to remember is that if you choose to disclose a disability, you must do it with a positive attitude.

Possible Advantages of Disclosure:

• The company can make arrangements for you to visit and see what accommodations might be necessary
• Many employers are committed to Equal Opportunity policies
• Employers may be impressed with your openness.
• Your willingness to discuss your disability may reflect skills and creativity that would be an asset to the company

• The possibility of discrimination
• You may feel singled out and at a disadvantage
• You may feel your disability is no one's business
• Sometimes it is difficult to discuss a disability with a stranger