Transcript Disclosure - National Service Inclusion Project

Encouraging Self Disclosure
in National Service
August 26, 2010
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Encouraging Self Disclosure
in National Service
Presenters:
Chad Gobert
Joseph Tierney
Hillary Vargas
What is self-disclosure?
Self-Disclosure
Self-disclosure refers to your communicating
information about yourself and may involve:
1. Your values, beliefs, and desires
2. Your behavior
3. Your self-qualities or characteristics
Reasons Individuals Self-Disclose
•
•
•
•
Catharsis
Self-clarification, self-validation
Reciprocity and impression management
Relationship maintenance and enhancement
Benefits of disclosure in service
• Benefits in service
– Individual service performance
– Serving with others
• Comfort in asking for reasonable
accommodations
How Willing to Self-Disclose Are You?
5 = would definitely self-disclose
4 = would probably self-disclose
3 = don’t know
2 = would probably not self-disclose
1 = would definitely not self-disclose
Rate on a scale of 1 – 5 the following questions:
1. What are your hobbies?
2. What is your worst fear?
3. What aspects of your personality do you dislike?
4. What is your educational background and how do you feel about it?
Johari Window
The Johari window is a way of showing how much information
you and others know about yourself.
Known to Self
Unknown to Self
Known to Others
Open Pane
Known to self and others
Blind Pane
Blind to self, seen by
others
Unknown to Others
Hidden Pane
Open to self, hidden from
others
Unknown Pane
Unknown to self and
others
True or False?
In a typical relationship, the sooner an
individual engages in self-disclosure, the
better the relationship will be.
FALSE- why?
Why not simply disclose?
• Culture of program environment
– “Gossipy”
– Excessively competitive
– Racially insensitive
• Fear of potential reactions
• Refusal by others to share equipment
• Not relevant
• Stigma associated with disability
• Need to disclose to other people outside of service program first
The Law Does NOT Permit Programs
to Inquire into Disability, BUT…
• Pursuant to Section 503 of the Rehab. Act, a
program may invite applicants to voluntarily
self-identify as an individual with a disability
for affirmative action purposes, so long as
this information is kept private and
confidential.
• Voluntary Disclosure
– An individual with a disability may voluntarily
disclose to anyone she or he chooses
– Voluntary Disclosure ≠ waiver of confidentiality
When Service Members Should
Disclose
• Reasonable Accommodations
– If a service member/applicant with a non-apparent
disability requests a reasonable accommodation, the
program may ask the individual for reasonable
documentation about his/her disability or functional
limitations, and the member must provide such
documentation in order to receive accommodations.
• Post Offer Medical Exams
– A program may condition offers on applicants
satisfactorily completing post-offer medical
examinations, which may yield disability-related
information.
– Note: programs can only condition offers on such
medical exams if they require that all prospective
members take such exams
Impact of non-disclosure
• Social isolation
– Did not get close to people for fear of personal questions
• Feel compelled to misrepresent
– Explained medical appointments by saying she was part of a
nutritional study
– One individual told others she had a different diagnosis
• Unable to request accommodations
• Report less support than people who did disclose
• Stress of keeping the secret
Member Stories
Discussion
1. Why/when do you choose to disclose/not disclose?
2. In times when you did/did not disclose, how comfortable or
uncomfortable did you feel?
a. What contributed to feeling more or less comfortable after
disclosing?
b. Upon reflection, did you agree with your concerns after the
disclosure was/was not made?
3. What advice would you have for those who may decide to disclose
their disability?
4. What advice would you have for supervisors to encourage
disclosure?
Member Stories
Hillary Vargas,
Teacher Partner for
The Learning Community
and AmeriCorps Alumni
Calling from Providence,
RI
Promoting disclosure in your program
• Availability of reasonable accommodations is openly posted and
publicized
• Individuals are asked about their experience and satisfaction
• Individuals with disabilities are full participants in program and service
activities
• Making sure expectations for individuals with disabilities are the same as
for others
• Display of statements, such as “Qualified individuals with disabilities and
those from diverse backgrounds are strongly encouraged to apply. We
provide reasonable accommodations for qualified individuals and
conduct all activities in fully accessible settings.”
• Questions and solutions naturally arise about accessibility when
planning activities
• Products and interior decorations portray images of people with
disabilities
Guidelines for Responding to
Self-Disclosure
• Practice the skills of effective and active listening
• Support and reinforce the discloser
• Keep the disclosures confidential
Things to Remember about
Disclosure
• It is up to the individual to disclose a disability
• The amount of information provided about a disability is up to the individual
• If an individual discloses a disability, that information must be maintained
confidentially and cannot be disclosed to others
• May share information regarding disabilities if member provides approval in
writing or alternative verifiable method
• Human Resource personnel and supervisors are trained/informed in the
confidentiality of medical, disability and accommodation-related information
Questions?
Thank you for attending!
Chad Gobert
[email protected]
Joseph Tierney
[email protected]
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