To Disclose Or Not To Disclose: That Is The Question

Many people with disabilities have concerns when conducting a job search about whether or not they should disclose their disability to employers and, if they do, when should they do it.

This has been a topic of discussion for a long time and there are many different views on the subject. Ultimately, there is no one right answer. You need to determine the right decision for your situation. To do this, you need to know yourself enough, know how your disability affects you, and know how it could affect your ability to do the job you’re applying for.

No matter your disability, an employee has no obligation to disclose it to their employer. It is your choice whether or not you wish to share this information, and when you may want to share it.

Disabilities can be visible or hidden, and this plays a role in disclosure. Of course, you can’t hide something that is visible to all, such as a wheelchair. But as with visible disabilities, hidden disabilities can affect your ability to perform a job as well, so there is little difference when it relates to disclosure.

The more important question you want to consider is this: Does your disability, chronic illness or any other limitations you may have affect your ability to perform the job as stated in the job description?

You need to be honest with yourself in identifying potential problems you may face on the job and know just what you can and cannot do. When you begin a job search, you should know what type of jobs you’ll be applying for and review job postings and descriptions for the requirements of the job. This gives you the information about the position so that you can see the different tasks and duties that will be required of you.

Disclosure and Visible Disabilities

If you have a visible disability, you need to be prepared to explain how it will impact your ability to do the job and if there are any accommodations you would require when you go for an interview. Speak about your disability in positive terms, stating what you can do rather than what you can’t.

Practicing mock interviews with family or friends or your employment counsellor can help immensely with getting the wording right so that you communicate what you need to.

Disclosure then becomes a moot point because the employer would know up front and would have expressed their concerns if any. At this point, it is also about educating the employer about your disability and telling them about how you handle your limitations. Employers may not know and be too uncertain to ask questions to learn how to best support you, and this is your chance to do that.

Disclosure and Hidden Disabilities

If your disability is invisible, it becomes a personal choice. Again, keep in mind how your limitations would affect your performance of the job duties. If the limitations you face are stable or minimal then you may not need to disclose any information about your health, it is a personal choice and not required of a candidate. If you decide to disclose at this point, be prepared to discuss it. If you decide you will disclose it later, say when your probationary period is over, then that is again your choice.

Employers are required by law not to discriminate against people with disabilities, but you will never know if you have been declined a job offer due to your disability. Employers will tell you that there is a different reason you have not been accepted for a position such as not being the right fit, or that another candidate has the skills they needed. This is the reason a thorough discussion with your Case Manager or Employment Counsellor will be so important in coming to a decision about disclosure.

For more information on disclosing a disability to your employer and the laws that protect you from discrimination, check out this helpful guide from the Disability Alliance of BC.