Starting a new job can be intimidating for anyone. For students and employees with disabilities, the challenges are magnified. One challenge is determining whether or not to disclose your disability to the people you work with. Although this is a very individualized decision, some tips can help you navigate the process. In honor of National Disability Employment Awareness Month, check out these tips on how to disclose a disability in the workplace.
- Know what you are asking for. Consider your desired outcome for sharing your disability. Do you need to receive an accommodation? Alert your peers to potential medical emergencies? Determine what you will be asking for or what you would like your employer to know. If you had an IEP, 504, or other plan during your schooling, that can be a helpful guide. Some disability organizations have guidance related to your specific needs on their website. You can also reflect on past activities to determine what you will need to thrive in the workplace. Create a list of what you need to succeed in your role. These could include private space that is not a bathroom to deliver medication, access to technology such as screenreaders, and ASL interpreters, a modified schedule, and so much more.
- Choose your timing. You do not need to disclose your disability status during an interview, and it is illegal for a company to ask you do to so. However, you may need to request accommodations during the interview process. In that case, you may choose to disclose as early as the first invitation to interview. Some people feel more comfortable waiting until they begin the job and they know who they will be working with. Other folks will wait until they approach a specific task that requires accommodation. There is no one right answer.
- Decide who to speak with. It is not always clear who you need to speak with about your disability. If you are seeking accommodations within the workplace, a good place to start is with your direct supervisor. If they do not have the means to grant you the accommodation, they will know who to speak with, which is likely a human resources department. If you do not need an accommodation but would like to make your coworkers aware of your status, consider what information is the most helpful for each person to know. Go back to your list from the first point. If you need more frequent breaks, the person supervising you would be a good person to speak with. If you may need medical assistance, the person you work next to could be the right fit. There is no limit on the number of people you can share with, but there is also no minimum.
- Practice! If you have not spoken much about your disability, it can be challenging to do so in the workplace. Find someone that you are comfortable with and practice the points above: share what you want them to know (if you are seeking accommodations, want to make them aware, etc.), who you will be speaking to and why, and when you will be doing so.
Everyone deserves to have access to the workplace. Remember, you have a legal right to reasonable accommodations. Sometimes, you will need to work with your employer to determine what is reasonable for them to provide while addressing your needs. Lean on any resources and support that you have as this can be a stressful process. There are a few helpful resources to be aware of.
Resources:
- Lime Connect: Training, resources, and networking for professionals and students with disabilities of all types.
- Job Accommodation Network (JAN): Resources and events related to job accommodations, including a library of accommodations sorted by disability.
- US Equal Employment Opportunity Commission (EEOC): Contains information about laws and rights for employees with disabilities.
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