Disability Resources

Time of Disclosure

Advantages

Disadvantages

Issues

• On a Resume or Application

Honesty/Peace of Mind: Lets employer decide if disability is an issue.

Might disqualify you with no opportunity to present yourself & your qualifications.

You may have a harder time finding work, but usually have no disability related problems.

• Employer Calls for an Interview

Honesty/Peace of Mind: Reduces “Shock Value” upon initial meeting.

May not get interview or receive serious consideration during interview.

Without “Shock Value” employer may feel more comfortable.

• Interview: Moment of Meeting

Demonstrates to employer your positive self-perception.

“Shock Factor” that makes employers uncomfortable: may have to refocus employer.

Employer is distracted by your disability…Deal with embarrassment and anger.

• During the Interview

Honesty: Opportunity to respond briefly & positively in person to specific disability issues. Discrimination less likely face-to-face.

Puts responsibility on you to handle disability issues in a clear, non-threatening way. Too much emphasis on issues indicates possible problem: you are not being evaluated on your abilities.

How comfortable are you discussing your disability? Are you too preoccupied with disability? Prepare to answer.

• Interview---Preoffer

Honesty: Lets employer know prior to offer.

Employer may feel person has been less than honest waiting this long.

If a person requires accommodations, they need to consider disclosing at this point.

• Interview---Postoffer, Preacceptance

Honesty: If the disability information changes the hiring decision, there is legal recourse.

Employer may feel you should have told before hiring decision was made. Could lead to distrust.

Need to evaluate disability & explain that it will not interfere with ability to perform job.

• After you start work

Opportunity to prove yourself on a job before disclosure. Allows you to respond to disability questions with peers at work. If disclosure affects employment status & the condition doesn’t affect your ability to perform your job, you may be protected by law.

Nervousness on the job. Possible employer accusation of falsifying your application. Could change interactions with peers. May not have legal recourse.

The longer you put off disclosing, the harder it becomes. It may be difficult to identify who to tell.

• After a problem on the job

Opportunity to prove yourself on the job before disclosure.

Possible employer accusation of falsifying your application. Can perpetuate disability myths and misunderstandings. May not have legal recourse.

Relationships with your co-workers may be hurt if they feel you have not been truthful with them. It may be difficult to reestablish trust.

• Never

Employer can’t respond to your disability unless you choose to disclose.

If disability in discovered, you run the risk of being dismissed and possibly having no legal recourse. Can perpetuate disability myths and misunderstandings.

If you are sure your disability will not be an issue for your job performance, the issue of disclosure becomes less critical.