Disability Disclosure: What to Know and How to Share
Did you know that a 2017 survey conducted in the USA observed that 30% of employees reported a disability, chronic health condition or neurodivergence, but only 3.2% disclosed this to their employer (Hassard et al., 2024)? Despite this significant number, conversations surrounding disability disclosure often come laden with apprehension and misunderstanding. Understanding how to navigate this sensitive topic is essential in promoting a more inclusive environment. This blog post aims to equip you with valuable insights on the rights surrounding disability disclosure, the potential benefits and challenges of sharing your status, and practical tips on how to approach this topic confidently. Whether you're considering disclosure at work or within your personal circles, this guide will prepare you for the journey ahead.
Understanding Disability Disclosure
Disability disclosure refers to informing another person or organization about a disability that affects your daily life. As we talk about the term disability throughout this blog, let's start by defining that term disability as describing those with both apparent and non-apparent conditions. An apparent disability may present as blind/low vision when vision aids are used, or a person using a mobility device. Whereas examples of non-apparent disabilities may be depression, autism, ADHD or chronic pain, to name a few, and may not be evident to others without the person choosing to disclose. With that said, it is likely that you have encountered and worked with many individuals with disabilities even if they did not choose to disclose, as the CDC reports that 26% of adults identify as having a disability (Centers for Disease Control and Prevention, 2024). Disclosure, whether of an apparent or non-apparent disability, can occur in a range of settings, such as workplaces, educational institutions, or during personal interactions.
The Importance of Disclosure
In today's society, the topic of disability disclosure is becoming increasingly salient. Many workplaces aim to foster inclusivity, and understanding your rights can significantly impact your experience.
Your Rights: With laws like the Americans with Disabilities Act (ADA), individuals with disabilities are protected when they choose to disclose their condition and request accommodations. Familiarizing yourself with these rights can empower you during the disclosure process.
Building an Inclusive Environment: By sharing your disability, you encourage a culture of openness, which can help others feel more comfortable doing the same.
Access to Accommodations: Many organizations are committed to supporting individuals with disabilities. Disclosing your needs may lead to necessary adjustments that enhance your overall experience and performance at work. For more information on how to access accommodations, check out our blog: I'm Neurodivergent, How Do I Access Workplace Accommodations?
Pros of Disability Disclosure
Access to Support: Informing your employer, HR, or colleagues about your disability can help you tap into resources and support systems designed to assist those with disabilities.
Access to Formal Accommodations or Workplace Adjustments: Disclosure to HR, your accommodations team, or leadership can allow you to access reasonable, formal workplace accommodations such as flexible seating, flexible working hours, mentorship, ergonomic supports, and many more. For more information on specific accommodations, check out AskJan.org.
Empowerment: Sharing your narrative can be empowering, allowing you to take control of your own story and inspire others.
Increased Understanding: Transparency about your disability can facilitate better understanding and communication, leading to effective collaboration. For example, if you’ve disclosed to your colleagues you have ADHD and benefit from transcriptions of meetings or agendas, they can adjust their meetings to be more inclusive, which can have a broader impact on all!
Cons of Disability Disclosure
Fear of Stigmatization: A significant concern surrounding disclosure involves potential discrimination. Some individuals worry about biases impacting their employment opportunities or workplace relationships.
Impacts to Personal Privacy: Once disclosed, maintaining privacy regarding your disability can become challenging, potentially leading to unwanted attention or assumptions. Ensure that if you’ve disclosed to someone, you remind them that the information was only intended to be shared with them, not broadcast to the larger team or other individuals.
Potential Mismatches: Though there has been a positive transition for companies to become more inclusive, unfortunately, not every work environment is prepared or willing to accommodate disabilities, which can lead to disappointment and frustration. Check-in with your company’s HR team to get a better understanding of what accommodations might be available to you and what inclusive best practices the company as a whole has implemented.
Guidelines for Successful Disclosure
Know Your Rights: Familiarize yourself with the ADA and other relevant local laws. Understanding your rights provides a solid ground for any disclosure decisions you make.
Choose the Right Time and Place: Timing and setting are crucial factors when it comes to disclosing your disability. Opt for a private environment where the conversation can be approached thoughtfully and the shared information can be held confidentially. If you feel forced into disclosure, or that you are not portraying your thoughts and emotions in the way that you’d like, ask to “pause” the conversation and revisit it when you are in a more regulated state.
Prepare Your Talking Points: Outline what you want to share before discussing your disability. Write down a few talking points you want to anchor yourself in and consider practicing them in advance with someone you trust.
Be Honest Yet Constructive: Focus your conversation on how your disability affects your work or relationships. This emphasizes the need for support without overshadowing your skill set. You may also want to consider outlining your goals and specific accommodations you may need to share with the individual how they can support you.
Follow Up: An open line of communication is essential after disclosing. Ensure your employer or colleagues know they can continue the dialogue if needed.
Factors Influencing Disclosure
Various factors can influence the decision to disclose a disability:
Cultural Background: Different cultural perspectives on disabilities may affect how individuals consider disclosure.
Work Environment: Organizations that embrace diversity and inclusivity often create safer spaces for individuals contemplating disclosure. Check in with your workplace’s Employee Resource Groups (ERGs) for more support around company specific disclosure culture.
Type of Disability: The nature of a disability might influence how and when a person feels comfortable disclosing it. Understand that disclosure is always a personal choice that one must make based on their own priorities and preferences.
Preparing for the Response
It’s essential to be prepared for various reactions to your disclosure. Some people may respond positively, while others might need time to understand. Remaining patient and ready to educate can help pave the way for a more supportive environment.
Concluding Thoughts on Disability Disclosure
Navigating the subject of disability disclosure may feel daunting, but it can also bring about opportunities for connection and empowerment. By arming yourself with knowledge of your rights, weighing both the pros and cons, and preparing adequately for this discussion, you can take significant steps toward promoting an inclusive atmosphere that benefits all involved.
Ultimately, the choice to disclose is deeply personal, and your comfort should be the guiding principle. By deciding when and how to share information about your disability, you take control of your narrative and contribute to a more understanding society while encouraging others to do the same.
So, Now What?
If you're considering disclosure, take a moment to reflect on your needs and rights, ensuring they align with your comfort levels. Remember that your story is your own, told only when you feel ready. For those seeking guidance on how to approach this topic, consider reaching out to support networks that can assist you during these important discussions. If you are in need of support while navigating your disability disclosure, you can sign up for a FREE consultation with one of our expert coaches today.
References:
Centers for Disease Control and Prevention. (2024, July 16). More than 4 in 10 U.S. adults have a disability. https://www.cdc.gov/media/releases/2024/s0716-Adult-disability.html
Hassard, J., Yildrim, M., Thomson, L., & Blake, H. (2024). Disclosing non-visible disabilities in educational workplaces: a scoping review. British medical bulletin, 150(1), 23–41. https://doi.org/10.1093/bmb/ldae004
