Disclosing Disabilities in the Workplace: When Should You Discuss Your Disability with Your Employer?

Awareness of learning differences has been increasing in the workplace, however, it may still be a difficult decision to know when and if you should disclose your disability at work. While some disabilities are visible, like using a wheelchair or hearing aids, others are invisible, like mental health conditions or chronic illnesses. Neurodivergent individuals, such as those with autism, ADHD, dyslexia, and other neurological differences, have unique learning styles and strengths, but their needs and challenges may not be clearly visible to others. As such, many struggle to decide whether it’s a good idea to tell their employers about their condition, fearing misunderstanding or stigma as a result.

The most common fears are discrimination or being treated differently, which can make it challenging for people to open up about their disabilities or the necessary accommodations they require to be more successful. While these concerns are legitimate and worth considering, there are many ways to alleviate any worries you may have. For instance, educating yourself around federal disability rights such as the Americans with Disability Act (ADA) is a great place to begin understanding the responsibilities of both employees and employers under the law.?

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According to the Equal Employment Opportunity Commission (EEOC), you need to request accommodations before performance issues become apparent; once a performance issue is documented, employers do not need to revoke any disciplinary actions or decisions to terminate your employment. Even if you make a request for accommodation at this juncture, employers “may refuse the request for reasonable accommodation and proceed with the termination because an employer is not required to excuse performance problems that occurred prior to the accommodation request.”

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It is helpful to avoid jargon when explaining your needs or disability. As many people may not be fully aware of the different types of disabilities or what are considered as best practices to create workable environments around those needs, it’s best to keep your explanations simple, without attempting to educate well-meaning superiors on the intricacies of your condition. Being clear about exactly what you need is paramount. For example, “It is most helpful for me to have a workspace with limited distraction while I am working on focused projects.”??

My experience has been that person-centered solutions are necessary when creating opportunities for everyone to be successful. These solutions require recognizing both the unique talents of an individual and any areas of support that are necessary to help them thrive in workplace settings. By becoming more self-aware of your own limitations and abilities, you become more clearly able to recognize when and where you might need support. This information allows for a collaborative approach with your supervisors to design workplaces and workloads that can better meet your needs as an employee.?

Disability needs must begin to be included in workplace diversity and inclusion initiatives. Employers have a responsibility to create an inclusive workplace where individuals feel comfortable disclosing their disabilities without fear of discrimination. This includes implementing policies and procedures that protect the rights of employees with disabilities and providing training to staff on diversity and inclusion. If your workplace is looking to create neuro-inclusive workspaces, reach out for a consultation!?

About Behavior Pivot Consulting?

At Behavior Pivot Consulting, we partner with organizations to cultivate neuro-inclusive environments that understand brain-based differences and promote mental wellbeing.?

Our approach uses evidence-based methods from the science of Applied Behavior Analysis to help individuals and organizations build on strength-based skills in order to increase productivity, engagement, and achievement within the workplace.

Schedule a time to connect by emailing [email protected] or visit? https://www.behaviorpivot.com/.?