Disclosing a Disability on a Job Application: What to Consider

Key Considerations for Disclosing a Disability on Job Applications

• The decision of whether or not to disclose a disability on a job application is a personal one, with varying factors influencing the best course of action.
• Generally, it's advisable to refrain from disclosing a disability unless you require specific accommodations to perform the job effectively.
• Minova's suite of AI-powered tools, including a resume builder and job tracker, can streamline and simplify the often complex job application process.

Embarking on a job search can be daunting, and the prospect of potential rejection is a common concern. For individuals with disabilities, this anxiety can be amplified by the question of whether to disclose their disability status. This decision is deeply personal, and there is no universal answer.

Before submitting a job application or accepting a position, several aspects should be carefully considered. Disclosing a disability can foster understanding from your employer and ensure you receive necessary accommodations. However, it's also important to acknowledge the presence of unconscious bias and potential discrimination, despite legal protections. This article explores the complexities surrounding disabilities in the workplace, providing guidance on navigating the disclosure decision.

Understanding the legal framework surrounding disabilities in the workplace is crucial. The Americans with Disabilities Act (ADA), enforced by the U.S. Equal Employment Opportunity Commission (EEOC), prohibits discrimination against qualified individuals with disabilities. This legislation applies to companies with 15 or more employees, as well as state and local government employers, ensuring equal opportunities for individuals with disabilities.

Defining Disability in the Context of Job Applications

The ADA defines an individual with a disability as someone who:

• Has a physical or mental impairment that substantially limits one or more major life activities.
• Has a record of such an impairment.
• Is regarded as having such an impairment.

Disabilities encompass a wide range of conditions affecting cognition, mobility, independent living, hearing, vision, and self-care. While visible disabilities, such as those requiring the use of a wheelchair, are readily apparent, many "invisible" disabilities also fall under ADA protection. Conditions like ADHD, anxiety, bipolar disorder, PTSD, and depression can be classified as disabilities under the ADA. Therefore, you may have a condition that qualifies as a disability, regardless of whether you personally identify with that label, and you have the right to choose whether or not to disclose it.

Voluntary Self-Identification of Disability

During the application process, employers may present a "Voluntary Self-Identification of Disability" form. You have the option to select one of the following:

• Yes, I have a disability, or have had one in the past.
• No, I do not have a disability and have not had one in the past.
• I do not wish to answer.

This form serves two primary purposes. First, it informs the employer of their responsibility to provide reasonable accommodations if you indicate having a disability. Second, it assists employers in maintaining equal opportunity compliance by tracking applicants with disabilities.

The form explicitly states that completing it is voluntary, confidential, and will not influence hiring decisions.

Weighing the Decision to Disclose

The central question remains: Should you disclose a disability on a job application? As HR professionals often state, it's a personal decision based on individual circumstances, risk assessment, and the need for accommodations.

For instance, disclosing a visual impairment when applying for a senior art director position could have specific implications depending on the company's culture and the job's requirements. Therefore, the disclosure decision hinges on your unique situation. Legally, you are not obligated to disclose a disability, and if you don't require accommodations, it may be unnecessary.

It may be practical to avoid disclosure altogether, especially if the disability doesn't impact job performance or if you're uncertain about the company's inclusivity policies.

Pros and Cons of Disclosure

Navigating the application process is challenging enough without the added concern of potential prejudice against individuals with disabilities. Given the unique nature of each situation, it's essential to carefully evaluate the advantages and disadvantages of disclosure.

Researching a company's inclusivity policies can be invaluable before making a decision.

Potential Benefits of Disclosing:

• Authenticity: You can be your true self without fear of being "discovered."
• Accommodations: You can receive necessary support to perform your job effectively.
• Community: You may find a supportive community or become an advocate within the organization.
• Understanding: Your employer can gain a better understanding of your optimal working conditions.
• Legal Protection: You are afforded legal protections under the Americans with Disabilities Act.
• Potential Tax Benefits: In some cases, employers may be eligible for tax incentives for hiring individuals with disabilities.

Potential Disadvantages of Disclosing:

• Discrimination: You might encounter bias or discrimination, potentially leading to termination.
• Tokenism: You may be treated as the "token disabled person."
• Inadequate Accommodations: Your employer may fail to provide sufficient or appropriate accommodations.
• Missed Opportunities: You could be overlooked during hiring or promotion processes.
• Differential Treatment: You may face unfair treatment due to a lack of understanding.

Unconscious bias can influence hiring decisions, particularly in industries or regions where awareness and inclusivity are still developing.

Timing Your Disclosure

Deciding whether to disclose a disability is a serious matter. If you choose to disclose, determining the optimal time is crucial. Consider these recommendations for each stage of the hiring process:

Resume:

The primary goal of a resume is to secure an interview. Disclosing a disability on your resume is generally not recommended. Instead, focus on showcasing your skills and qualifications.

Cover Letter:

Similar to your resume, your cover letter should focus on your qualifications. Disclosing a disability at this stage is typically not advisable.

Job Application:

If presented with a "Voluntary Self-Identification of Disability" form, consider answering "yes" only if you require accommodations. Alternatively, you can choose not to answer and discuss it later in the interview process or after receiving a job offer.

Interview:

Discussing a sensitive topic like a disability is often best done in person. While you could disclose during the interview, it may be more advantageous to wait until after receiving a job offer, when you have more leverage and can discuss your needs in detail.

How to Disclose

Once you've decided to disclose, determining how to do so can be emotionally challenging. You might choose to disclose during the job interview or, ideally, after being hired.

While potentially intimidating, sharing in person is often the most effective approach, allowing for open conversation. Alternatively, you can disclose via email, which provides a written record. Even if you disclose in person, following up with written communication is advisable.

When crafting your disclosure, consider including the following:

• Identification of yourself as a person with a disability.
• A statement requesting accommodations under the ADA (or the Rehabilitation Act of 1973 if you are a federal employee).
• Identification of specific job tasks that pose challenges.
• Suggestions for accommodations.
• A request for your employer's accommodation ideas.
• Reference to attached medical documentation (if appropriate).
• A request for a timely response from your employer.

Using templates for accommodation request letters can provide a helpful starting point.

When disclosing, be specific about the accommodations you require, without needing to provide excessive detail about your condition. The goal is to ensure your employer understands how they can support you in performing your job effectively.

Real-World Examples

The decision to disclose a disability depends on various factors, including the type of disability, the specific job, and the employer.

Example 1: Major Depressive Disorder

Imagine you have Major Depressive Disorder, but your symptoms are well-managed. You initially choose not to disclose it. However, later, your symptoms return, impacting your productivity and job performance. In this scenario, disclosing your condition could be beneficial, allowing your employer to understand and support you.

Example 2: Celiac Disease

If you have celiac disease and manage it effectively through diet, disclosing it to your employer may not be necessary.

Example 3: Autism

Opinions vary on whether to disclose autism. Some individuals prefer not to answer, while others choose not to disclose if they don't need accommodations. Others advocate for disclosing to find inclusive employers and access vocational rehabilitation.

Example 4: Resume Gaps

If your disability has led to a significant gap in your resume, disclosing it might be appropriate. Alternatively, you can choose not to answer and address the gap in the interview, vaguely mentioning a health matter or personal issues.

Example 5: Mission-Driven Organizations

Disclosing a disability can be advantageous when applying to organizations that serve the community you're a part of. Your personal experience can be valuable to the organization's mission.

Example 6: Public-Facing Roles

In public-facing roles, such as law enforcement or healthcare, honesty is crucial due to extensive vetting procedures. Disclose any physical disabilities, but consider carefully whether to disclose invisible disabilities, unless accommodations are needed.

Final Thoughts

Ultimately, the decision of whether to disclose a disability on a job application rests with you. If disclosure isn't necessary, it's generally best to avoid it. However, if you require accommodations to perform the essential functions of the job, disclosing your disability status can be extremely helpful in ensuring your needs are met.

Frequently Asked Questions

Is it okay to say you have a disability on a job application?

You might be asked to fill out the Voluntary Self-Identification of Disability form when submitting your job application. Deciding how to answer disability questions on a job application is tough. In general, it’s only recommended if you require special accommodations.

Is it good to tell an employer you have a disability?

You don’t have to inform your employer of your disability. If you have a visible disability, it may be best to discuss it. If you have an invisible disability, the only reason it’s typically a good idea to tell your employer is if your work requires accommodations and you need additional support.

Should you disclose you have a disability?

In general, it's not necessary to disclose a disability to your potential employer. If you don’t need any support or accommodations, it’s not their business or within their rights to know. However, if you must have accommodations to perform your certain duties, you’ll want to disclose those to make sure your needs are met.