Washington State Department of Services for the Blind

When Should I Disclose My Disability to Potential Employers?*

Knowing whether and when to disclose a disability to a prospective employer is pivotal to job search success. Unfortunately, there are no pat answers. It’s a personal decision that has to be made for each job lead based on the nature of your disability and what you know about the employer.

The power to choose to disclose your disability is yours. There is no requirement for you to disclose at any point, unless an accommodation is required. Employers may only inquire about the essential job functions, and then you are only required to answer “yes” or “no”. Sometimes persons with disabilities feel pressured to disclose to avoid dishonesty. If your disability does not require accommodation, it is generally not necessary or required to disclose.

The bottom-line consideration should be: Does disclosing my disability at this time support my objective of getting hired? If it doesn’t, don’t do it. But if it does, think strategically about when and how to present your disability in a positive light.

Even though the law says you don’t have to discuss your disability with a prospective employer, except as it relates to your ability to perform essential job functions, in reality you probably won’t get the job if you don’t open up. Your willingness to discuss your disability candidly shows character strength that makes you up to almost any task. It’s a question of packaging and presentation. You don’t just say, “Oh, by the way, I’m disabled.” You make an affirmative statement that presents your disability not as a problem, but as a selling point.

When is the right time to disclose my disability?

During the job search process, there are several junctures at which you can disclose a disability. These include:

1. In a third-party reference letter or phone call
2. On a résumé
3. In your cover letter
4. When the employer calls to set up an interview
5. On the employment application
6. At the interview
7. After you’ve been offered a job
8. After you start work
9. Never

What should I consider if I want to use a third-party letter or phone call to disclose my disability?

A strong reference letter from a former employer, colleague, trade association, official or vendor can help you get your foot in the door, especially if the person has impressive credentials. Your references will probably mention your disability when talking to prospective employers (unless directed otherwise), so think about how you want them to handle the subject before they write or call on your behalf.

It is not unreasonable to want some input on this issue. If nothing else, be sure that your references have accurate information about your disability and are using proper medical terminology to describe it. If you’re uncertain about how your disability will be presented, have your references write instead of call. That way, you can ask to draft the letter for their signature or review it before it’s sent.

What if I want to mention my disability on a résumé?

In some cases, a disability is part of the fabric of a person’s professional life. Rather than trying to conceal it, use that experience to reveal your disability in a positive light. For instance, if your work history includes five years employment at an agency for the blind, any attempt to conceal this fact would create a noticeable time gap and could work against you.

You can also hint about a disability on your résumé by noting your involvement in organizations or advocacy projects. Again, this places it in a positive context. Don’t include a section titled “Health” on your résumé without mentioning your disability under that section.

Possible situations where disclosure is appropriate:

• A position which serves clients with disabilities, such as counseling, support services or government programs. Employers might be interested in providing role models with disabilities to the clients they serve.
• A program which has been established specifically to place candidates with disabilities. The Federal Government Internship Program is an example of this type of opportunity.

What if I want to disclose my disability in a cover letter?

Sometimes it is to your advantage to discuss your disability openly in a cover letter. If you’re applying for a position as a Braille proofreader, a peer counselor for burn victims, or a rehab counselor, it’s a good idea to mention your disability. On the other hand, some companies recruit people with disabilities to meet Affirmative Action goals or to comply with federal contracts. There’s no guarantee in this case that your disability gives you an advantage in applying. A boilerplate statement such as, “XYZ Corporation is an Affirmative Action employer” doesn’t gauge a company’s true commitment to employing workers with disabilities.

If you disclose your disability in a cover letter, compose a one-page letter in which you:

1. Disclose the fact that you are disabled.
2. Succinctly describe how you can perform the work- emphasize that you’re adaptable and learn quickly.
3. Indicate that you’re aware of attitudinal barriers in the workplace and explain how you plan to help co-workers feel more comfortable with your disability.
4. Mention your desire to be treated as an equal and evaluated according to the same standards as others.
5. Emphasize that you never trade on your disability.
6. Mention that you have references (don’t give names yet) who can vouch for your job performance and attendance.

Attach the letter to the back of your résumé so that an employer can focus on your qualifications without any preconceptions.

What if I disclose my disability on the employment application?

Some organizations require all job seekers, even those at management levels, to fill out standard employment applications. If the form asks, “Do you have any physical limitations that would hinder your performance in the position applied for?” you could use this as an opportunity to disclose. This probably isn’t the ideal forum, however, because it doesn’t allow you much leeway to elaborate.

Use perspective when confronted with this question. What matters is whether you believe you can do the job, not whether the employer believes it. Remember, it doesn’t matter that you’re disabled as long as it won’t prevent you from performing the job in question. If you’re not sure how your job performance would be affected, you can write, “Will discuss” on the form.

Should I disclose my disability when an employer calls?

At this point, disclosure is encouraged only when an accommodation is needed for the interview. Many people find this to be the most natural time to disclose a disability. After scheduling a date and time, ask if the caller is the person who will interview you. If so, you might say something like: “I understand that your office is on the second floor, and your building does not have an elevator. Could we please move the meeting to a first floor location?” The employer has already committed to meeting with you, so it would be openly discriminatory to cancel the interview in light of your disclosure.

On the other hand, if the person who calls to schedule the interview is a secretary or assistant, don’t say anything about your disability. You want to discuss this matter in your own words with the interviewer or manager, rather than having it paraphrased and possibly distorted by someone else. In this case, you'll have to find out who will interview you and place a separate phone call directly to that person.

Employers surveyed informally are unanimous about wanting to know about an applicant’s physical limitations – especially an obvious one such as blindness – before an interview. They maintain that the “shock factor” instills an attitude of mistrust and defensiveness. If an interviewer isn’t prepared in advance, time is wasted adjusting to the situation, and the disability becomes a major distraction.

Many job seekers agree. “I’ve always believed that a prospective employer should know up front that I have a visual disability," says Marilyn Rosenthal, who has been blind since childhood and was deputy assistant counsel to the governor of New Jersey.

Possible situations where disclosure is appropriate:

• You have researched the site where the interview is to be held, and you believe there is an issue with accessibility.
• The employer has informed you that there is an assessment tool administered to all applicants (such as a writing test), and you know you will need additional time, an enlarger, etc.

Should I disclose my disability in an interview?

There is a benefit to bringing up the subject of your visual disability in an interview if you bring it up correctly and are qualified for the job but may need a “reasonable accommodation” to do the essential functions of the job. A reasonable accommodation is some change in the job or the interview/evaluation process that takes into consideration the job-related limitations of your visual disability and enables you to do the job or be properly and fairly evaluated.

Bringing up your visual disability to employers informs them of your need for the accommodation and obligates them to consider it. It also maintains the focus of the interview on your abilities.

Although employers prefer to know about a disability in advance of an interview, job seekers are divided on the subject. Some prefer not to say anything until they arrive at the interview, so that an employer can evaluate them on the strength of their qualifications, not on their disability. “Why should I mention my disability?” asked one man. “That just gives employers more time to rationalize their fears about hiring me.”

Others are wary about the shock treatment. An interviewer might resent being caught off guard and react with embarrassment or hostility. There’s also a question of trust. One employer says, “I couldn’t trust someone who would withhold information that might have an impact on the job.”

While employers do not have the right to make general medical inquiries of applicants, they do have the right to ask an applicant if they can perform the functions of the job they are applying for. If you can perform a function but need an accommodation to do so, the need for the accommodation raises the issue of your visual disability.

When the visual impairment is obvious to the employer and causes reasonable concern about your ability to perform the essential functions of the job, the employer may question you about your abilities. Thus it is your responsibility to convince potential employers of your ability to perform the essential functions of a job, as well as how accommodation will result in strong job performance.

It is important to keep discussion of your visual disability within the context of the interview and the job. The main focus of any interview is who you are, what you can do and why the employer should hire you. First, present your qualifications for the job. Focus on your ability to do the essential functions of the position. Next, bring up the functions that will require you to have a reasonable accommodation. Do not focus only on the need for the accommodation- stress how the accommodation will result in your productivity and effectiveness.

A visible disability might cause the interviewer to question your ability to perform the essential functions of the position. At this point, clarification of your ability to perform the job might be appropriate.

If you are going to use a reader, tape recorder, etc., you might state your need for assistance with the interview.

When a pre-employment test is administered to everyone, and you need accommodation, you might choose to disclose your visual disability and request the assistance.

Example statement: "In order to meet with you and share my qualifications for the job, it will be necessary for me to be accompanied by my guide dog."

Should I disclose my disability during the pre-offer?

Disclosure at this point is appropriate if you have a disability that may affect a job-related function or require accommodation. Consider disclosing during the pre-offer if an essential component is impacted.

Should I disclose my disability after the job offer?

If your disclosure at this point changes the hiring decision, you may be entitled to take legal action. If you wait until the post-offer phase, you risk an employer resenting the fact that you didn’t mention it earlier.

Should I disclose my disability after starting work?

This strategy gives you an opportunity to prove yourself on the job. You can feel more confident about disclosing your disability once you’ve earned the support and recognition of your supervisor and co-workers. The disadvantage of waiting until this time is that you may have already affected your performance.

What if I choose not to disclose?

Sometimes it is best to say nothing. If you have a record of a disability but are no longer disabled, don’t bring it up. If you have an invisible disability that won’t affect the essential functions of your job or require an immediate accommodation, you probably shouldn’t say anything. On the other hand, if you’re going to need an accommodation, you have no choice but to reveal your disability. Employers can’t meet your needs if they don’t know what they are. If you don’t disclose a disability, you may experience tension on the job from lack of support that might even aggravate your condition.

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