Blog

businesswoman in wheelchair using mobile outdoors

<h2>Disclosing a Disability: How do you disclose a disability and what risks come with it?</h2>For individuals with disabilities, one of the biggest decisions they have to make is do they want their employer to know they have a condition that is considered a disability. Many people, despite having disabilities, are deemed by the US Government as “not sick enough” to receive benefits yet are considered “liabilities” by employers, resulting in them being unemployed or underemployed.For many years, I refused to disclose my disability, knowing the probability that I would get a job or be able to keep a job was little to none. I was diagnosed with epilepsy due to a traumatic brain injury years ago. I’m one of the few people with epilepsy who are lucky, and their seizures are controlled. It has been twenty years since I lost consciousness and have the privilege to drive, work, have a family, and own a home, something many people with epilepsy never get to do. When I did disclose my condition, I knew that many opportunities that I had would disappear. Not because I couldn’t do my job, but because I now had a label, a stigma that made me in the eyes of many a liability.<h3>How to Weigh the Risks of Disclosing a Disability</h3>In the article, <a data-mce-href="https://hbr.org/2024/05/how-to-weigh-the-risks-of-disclosing-a-disability?autocomplete=true" href="https://hbr.org/2024/05/how-to-weigh-the-risks-of-disclosing-a-disability?autocomplete=true" target="_blank" rel="noopener">How to Weigh the Risks of Disclosing a Disability</a>, the author goes into great detail about the pros and cons of disclosing a disability. The author stated that in many situations, it is a “damned if you do, damned if you don’t” situation. Numerous stories, including my own, can back this up.Many individuals with disabilities have faced workplace discrimination, bullying, stigmatization, being mocked about their specific conditions, gossip, social exclusion, and pay gaps. These are just a few examples of what many with disabilities face.<h3>Key Questions</h3>The author focuses on three important questions that can help one decide if they want to disclose their disability. The three questions are:1. &nbsp; &nbsp; &nbsp;What are the health risks?&nbsp;Is it worth the risk of working without the proper accommodations that are needed? What are the safety risks? What about my overall health and well-being? Does the benefit outweigh the risk?2. &nbsp; &nbsp; &nbsp;What are the career risks?&nbsp;What is the worst that could happen if I face ableism? How does it compare to not advocating for my needs? What resources are available if I am discriminated against?3. &nbsp; &nbsp; &nbsp;What are your essential needs?What’s core to my survival and to maintaining a basic quality of life? How do I maintain a healthy balance while advocating for myself?One needs to decide what is in their best interest. I have many friends who have chronic illnesses who have made the decision not to disclose them, for many different reasons. I decided to disclose my condition because I saw the high levels of discrimination my community was facing and had no support from their healthcare team, nonprofit organizations, or community service organizations. I knew when I disclosed my condition, I was sacrificing a lot, but I felt the sacrifice was worth the risk. No one forced me to disclose having epilepsy, I felt it was necessary for multiple reasons.Individuals who have disabilities are not required to disclose their conditions. I strongly support not disclosing a condition until after you are employed. The reason is that once you are employed, if they fire you for that condition, it is a violation of the ADA and legal action can be taken. However, what works for me may not work for another. I can’t stress enough the importance of making this decision for yourself. No one understands your needs better than you.I strongly recommend everyone who is reading this to read the article, How to Weigh the Risks of Disclosing a Disability. What I have shared here is just a fraction of what Dr. Praslova, the author reveals. For more please read the complete article <a data-mce-href="https://hbr.org/2024/05/how-to-weigh-the-risks-of-disclosing-a-disability?autocomplete=true" href="https://hbr.org/2024/05/how-to-weigh-the-risks-of-disclosing-a-disability?autocomplete=true" target="_blank" rel="noopener">How to Weigh the Risks of Disclosing a Disability</a>Individuals with disabilities need to make this important decision for themselves. Companies need to have a good HR structure to make sure people with disabilities feel they can disclose their conditions and know that management and their colleagues will not discriminate against them. At the end of the day, one must list the pros and cons and decide what is in their best interest when it comes to their career and overall well-being.Resources:Praslova, L.N. (2024). How to Weigh the Risks of Disclosing a Disability. Harvard Business Review. Retrieved from: <a data-mce-href="https://hbr.org/2024/05/how-to-weigh-the-risks-of-disclosing-a-disability?autocomplete=true" href="https://hbr.org/2024/05/how-to-weigh-the-risks-of-disclosing-a-disability?autocomplete=true" target="_blank" rel="noopener">https://hbr.org/2024/05/how-to-weigh-the-risks-of-disclosing-a-disability?autocomplete=true</a> &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;

Disability Disclosure Benefits & Risks

Cropped portrait of an attractive young businesswoman in a wheelchair using her tablet in the office

Now more than ever, companies are striving for employees who can take their company to the next level. In past times, individuals who have disabilities and differences were seen as liabilities and not the team players that they truly are. Thanks to advocacy and research, the liability label is being ripped off and replaced with capability for those with disabilities who want to be employed.<h3>Companies Benefit from Disability Inclusion</h3>Companies benefit when individuals with disabilities are part of their workforce. In Accenture’s recent report (Accenture, 2023), companies that led on key disability inclusion, criteria had 1.6 times more revenue, 2.6 times more net income, and double the profit (Winiarski, 2024).That right there is an eye-opener. Then why is it that most of these accomplishments are made by multinational companies and not companies of all sizes? The reason is the lack of education and the stigma so many with disabilities face. In the article, Why Do Employees (Fail to) Hire People with Disabilities? A Systematic Review of Capabilities, Opportunities, and Motivations, a study was conducted on what reasons were preventing employers from hiring individuals with disabilities. The COM-B model was used to gather information about employer’s hiring behavior (B), based on capability (C), opportunity (O), and motivation (M) (Nagtegall et. al., 2023).The result of the study showed that most employer’s expectations of people with disabilities were unproductive, they assumed having someone with a disability on their team would cost a lot of money, and a lack of education (Nagtegall et. al., 2023). As an individual with a neurological disorder, I can especially relate to the last one. Many employers do not understand disabilities and rather than learn, they allow fear to take over and run away from what could be an employee who can create amazing change in their company.However, there were some positive outcomes from the study. Organizations that hire people with disabilities are motivated to help others, are often larger organizations, and are focused on creating a competitive advantage (Nagtegall et. al., 2023).<h3>Competitve Advantages of Disability Inclusion</h3>Competitive advantage, right there is the magic behind things. When companies are willing to learn, grow, and create realistic strategic plans, they can become larger organizations that establish credibility and a strong brand. When leaders are open-minded and can critically think about the benefits of their company both short and long-term, amazing opportunities can open up and take place.Resources such as the Social Security’s Ticket to Work Program (SSA.gov, n.d.) give individuals the opportunity to participate in a work program with an employer while being allowed to keep their benefits and medical coverage (Winiarski, 2024). The long-term goal is to help individuals receive the training they need, become and stay employed, and reduce their independence on SSDI or SSI payments (SSA.gov, n.d.) Employers can work with organizations such as the Employment Network through the Social Security Administration or any state Vocational Rehabilitation to receive proper training and coaching to help current and future employees who have disabilities achieve success within their company.The biggest challenge for employers from a legal aspect is preventing any discrimination from taking place. Despite the Americans with Disabilities Act being in effect since 1990, many entrepreneurs are oblivious to what the ADA is and the protections that it offers. Organizations such as the Job Accommodation Network, educate employers about the ADA, how to follow it, and make sure proper accommodations and made and managed (JAN, n.d.).State, county, and local governments have workforce development programs that help local businesses recruit, hire, and retain individuals with disabilities and differences. Many job placement organizations work directly with governments to help companies find the people they need. EARN or the Employer Assistance and Resource Network on Disability Inclusion helps companies with these services (EARN, n.d.)One of the best benefits that companies receive when employing individuals with disabilities is tax incentives. Many small businesses are not even aware of the benefits they can receive when hiring people with disabilities. The Work Opportunity Tax Credit is a federal tax credit available to employers who invest in American job seekers who have consistently faced barriers to employment (Department of Labor, n.d.). The Disabled Access Tax Credit (Title 26, Internal Revenue Code, Section 44), lists the requirements and benefits for employers who hire people with disabilities (EEOC, 1997).<h3>Companies Commit to Disability Inclusion</h3>For companies who want to strengthen their creditability and establish a strong brand, organizations such as the Disability Equality Index are a great resource to turn to. The Disability Equality Index scores companies from 0 to 100, with companies that score 80 and above as “Best Place to Work for Disability Inclusion”. Since its creation in 2015, the Disability Equality Index has grown six times from 80 companies to 485 in 2023 (Disability Equality Index, 2024). The Disability Equality Index provides educational resources as well as networking opportunities to help companies achieve these goals.The benefits outweigh the risks of hiring individuals with disabilities and differences. Through collaboration, education, resources, and a new mindset approach, positive change can be created, resulting in a win-win situation for both employers and individuals with disabilities and differences. It’s time to take the first step and make it happen. <h3>Resources:</h3>Accenture (2023). Companies that Lead in Disability Inclusion Outperform Peers Financially, Reveals New Research for Accenture. Accenture. Retrieved from: https://newsroom.accenture.com/news/2023/companies-that-lead-in-disability-inclusion-outperform-peers-financially-reveals-new-research-from-accentureDisability Equality Index (2024). What We Do. Disability Equality Index. Retrieved from: https://disabilityin.org/what-we-do/disability-equality-index/Employer Assistance and Resource Network on Disability Inclusion (n.d.). EARN: Advancing Workforce Diversity. Retrieved from: https://askearn.org/Nagtegaal, R., de Boer, N., van Berkel, R., Derks, B., &amp; Tummers, L. (2023). Why Do Employers (Fail to) Hire People with Disabilities? A Systematic Review of Capabilities, Opportunities and Motivations. Journal of occupational rehabilitation, 33(2), 329–340. https://doi.org/10.1007/s10926-022-10076-1Job Accommodation Network (n.d.). Information by Role. JAN. Retrieved from: https://askjan.org/info-by-role.cfm#for-employersSocial Security Administration (n.d.). Ticket to Work. Social Security Administration. Retrieved from: https://choosework.ssa.gov/about/how-it-worksU.S. Department of Labor (n.d.). Work Opportunity Tax Credit. U.S. Department of Labor, Employment and Training Administration. Retrieved from: https://www.dol.gov/agencies/eta/wotc/U.S. Equal Employment Opportunity Commission (1997). Facts About Disability-Related Tax Provisions. U.S. Equal Employment Opportunity Commission. Retrieved from: https://www.eeoc.gov/fact-sheet/facts-about-disability-related-tax-provisionsWiniarski, D. (2024). How People with Disabilities Make a Positive Impact in the Workforce. Forbes. Retrieved from: https://www.forbes.com/sites/dianewiniarski/2024/01/30/how-people-with-disabilities-make-a-positive-impact-in-the-workplace/

Blog

Disability Disclosure Benefits & Risks

Understanding the Benefits of Disability Inclusion for Bu...