Transcript Document

A DISCUSSION TO AID
IN THE PROCESS OF
DISCLOSURE
DISCLOSURE – A GUIDE
Disclosure is an
extremely personal
decision and there are
many factors to
consider.
THE LAW
Title I of the ADA limits an
employer’s ability to ask disability
related questions or to require
medial examinations at three
stages of employment: pre-offer,
post-job offer, and during
employment.
THE LAW
This doesn’t include indirect questions such
as “can you perform the essential work
duties of the job?”
An example of a question it does limit is
“what physical or mental impairments do you
have that would affect your job
performance?”
WHEN TO DISCLOSE
Before - Cover letter, resume, application,
employer calls to set up the interview,
before the interview, during the interview,
after the job offer.
After - Right when the job begins, at the
beginning of the job, the first 90 days,
when a difficulty arises, anytime other
time throughout the job, or never.
WHEN TO DISCLOSE
Preconceptions and stereotypes may cause the
employer to simply “overlook” your application,
or resume from the pile and pass it off as…
Employers may feel caught off guard in the
interview and not know how to respond making
the interview turn awkward.
WHEN TO DISCLOSE
• Opens the lines of communication
• Gives the employer advanced time to brush
up on the ADA
• Shows respect to the employer
• In the interview, it gives the applicant time to
read non-verbal comfort and read their initial
reaction. This response could indicate their
knowledge and acceptance level.
WHEN TO DISCLOSE
Employer may feel a level of distrust or that
you were being dishonest.
Employer may feel rushed to make the
accommodations and think if they would
have disclosed earlier, we would have had
time to work this out.
WHEN TO DISCLOSE
Disclosing at any point during employment can a pro
because… If you never disclose, you are never covered
under the ADA.
It gives time for you to establish a relationship with that
employer beforehand.
Gives you time to feel out the employer
Gives you time to show the employer what you are made
of and your assets first instead of focusing on the
barriers from the beginning.
WHEN TO DISCLOSE
A suggested time to disclose might be at
the time you feel like an accommodation
needs to be made.
You are covered under the ADA to disclose
your disability at anytime throughout the
hiring process
WHEN TO DISCLOSE
Do I feel there is a possibility of risking success in my job
if I do not disclose?
Do I need accommodations to perform my job tasks
adequately?
Is my disability visible?
**If you answered yes to any of these questions, your
chances of success may be increased if you disclose
earlier in the employment process. When in the
process is up to that person…
WHEN TO DISCLOSE
Try not to wait until after you begin to experience
work performance problems.
It is best to address and remedy these issues
before they occur.
You do not need to tell anyone else about your
disability other than your supervisor.
HIDDEN DISABILITIES
Brain Injury
Diabetes
Crohn’s Disease
Diabetes
Bi-polar disorder
PTSD
Epilepsy
HIV/AIDS
Cystic Fibrosis
ADHD, Learning Disabilities
MS
Chronic Fatigue Syndrome
Heart Condition
Chemical Dependency
VISIBLE DISABILITIES
Use of a wheelchairs
Use of a walking aid
Missing limb
Use of sign language
SUPPORTS
Your local VRS agency can…
Can provide assistance on the job
Check-ins with employer
Check-ins with individual with the disability
Act as a “safety net”
SUPPORTS
If you do not have the supports of agencies…
Gather your own resources
(gather resources for disclosure assistance)
Bounce ideas off of a friend or family member just to get
another opinion, but make your own informed decision!
WORKING WITH EMPLOYERS
If it doesn’t work out, ask yourself, would I have
wanted to work for that company anyway”.
Some employers aren’t well versed in the ADA
There are many companies starting to embrace
diversity centered around disability and I am hoping
this will only grow with time.
BI SPECIFIC
*Focus on the positive*
Use disclosure as an opportunity to educate the employer on BI and specifics that are relevant to you.
Using the perspective towards your employer - I have used challenges associated with BI to gain greater
awareness into my personal strengths and ability to persevere through life’s challenges.
Keep requests specific and straight to the point
Focus on your solutions in dealing with challenges rather than the issues revolving around it. (there are the
challenges I face, here is how plan to overcome these challenges to meet standards of my job expectations).
Focusing on your strengths
Reassuring the employer that accommodations needed are simple, economical, and easy to accomplish.
Don’t feel as though you need to disclose everything and right away. Provide the basic information needed by the
employer to honor the accommodation and a basic background of your condition and how it impacts you.
RESOURCES
Job Accommodation Network (JAN)
Virginia Commonwealth University