Sharing disability-related information with prospective or current employers can be a deeply personal and potentially overwhelming decision. While the Americans with Disabilities Act (ADA) limits the types of disability-related questions that employers can ask individuals from pre- to post-employment, there are no established requirements, guidelines, or timelines for employees to disclose their disability.
As a result, many individuals with non-evident disabilities opt not to self-identify as a person with a disability for a number of reasons, including implicit biases and fears of being seen as a less desirable job candidate.
However, employees that do discuss their disabilities in the workplace have found that it can encourage others to disclose their disabilities, as well, fostering a more supportive and inclusive work culture.
Ultimately, the more people that self-identify and disclose their disabilities, the more awareness can be generated around employment-related disability issues – and the more voices can join in the conversations about finding solutions.