Choosing to Disclose 
There are many reasons in favor of disclosing a disability as it can
provide an opportunity to learn more about a company’s employment, policies,
operations, and existing jobs. This information can then be used to determine
whether or not you qualify for a particular job. Disclosing early can be
an opportunity to think, in advance, about any accommodations that you
may need to perform the job. Also, if you do not qualify for existing work
in a company, disclosure may open doors for work opportunities created
specifically for you and your strengths. However, if your disability will
not impact the essential functions of your job, you may choose not to tell
your supervisor or boss. In addition, you may feel that the risk associated
with disclosure is too great.
If and when you decide to disclose a disability,
it’s useful to consider your personal preference and plan in advance.
When to Disclose/Timing
- On Your Resume or Cover Letter
- On an Application
- Before the Interview
- During the Interview
- After the Interview
- After Beginning the Job
Youth, Disclosure and the Workplace Why, When, What, and How
From the Office of Disability Employment Policy. http://www.dol.gov/odep/pubs/fact/ydw.htm
On Your Resume or Cover Letter
You may choose to disclose a disability on a resume. If you are a member of any organization related to people with disabilities you may choose to include this information on your resume, especially if you have held any leadership positions within the organization.
A cover letter also gives you a first opportunity to disclose your disability. Some reasons to do this include:
- you are applying for a job with a government agency that is working to comply with affirmative action policies
- you are applying for a job that directly relates to your experience as a person with a disability
- a qualification of the position is related to experience working with people with disabilities or being a person with a disability.
If you decide to disclose your disability in a cover letter, you may choose to place it in the opening paragraph or you may weave the information into your resume. Whichever you choose you should be sure to focus on your strengths and your ability to perform the essential functions of the job.
The Americans with Disabilities Act prohibits employers from asking medical or disability-related questions on a job application. The one exception is that a government agency can ask an applicant to voluntarily disclose a disability for affirmative action purposes.
You do not have to disclose your disability on an application. You may have
the option, but you are not required by law to discuss any aspect of your
limitation. The major drawback of disclosing at this point in the process
is that you may not have room on the form to describe accommodations or how
you’ve overcome your limitations. This could be a disadvantage.
Some large companies have a standardized disclosure form that can be completed
with the general application. As with other applications, this is optional.
You might think through the advantages of disclosing at this time and what
you know about the particular company. Some companies or employers are very
supportive of employees with disabilities, and if that were the case, this
might be an ideal time to disclose.
If you have a disability that requires an accommodation for the interview, you may need to disclose when you schedule the interview. This will allow the employer to make any necessary arrangements for your interview. For example, if you use a wheelchair, you should make sure the site of the interview is accessible. Also, if you require the use of a sign language interpreter, you may need to make arrangements with the employer prior to the interview.
You may choose to disclose during an interview as it gives you the opportunity to discuss how you will perform the job duties. Some use this time to educate the employer about a particular disability if need be. A wise time to inform the interviewer of a visible disability is when the interviewer personally calls to set-up an appointment. Generally, this direct approach is preferred to requesting accommodations with administrative staff after setting up the interview.
Some people prefer to disclose after they have been offered the job but before they begin work. At that time, you are hired and ready to begin working. If your disclosure changes the hiring decision and the employer changes the job offer, you should consult with a professional about your rights.
If you have a hidden disability that requires an accommodation, it can be appropriate to disclose at the point of a job offer. For example, an individual with attention deficit disorder who requires a flexible work schedule might disclose during the job offer discussion.
You may choose after you begin the job. Some find that this strategy allows them to shine on the job before having to disclose a limitation. If your disability does not impact the initial work, this may be a solid choice. This option gives you time to make friends with co-workers, staff, and supervisors to strengthen your employment position.
