To
tell or not to tell? This is an important question that Glenn Young focuses on
in an article about disabilities and the workplace for the website, Learning
Disabilities Association of America. Indeed, the decision to disclose or to
remain silent is a quandary that many workers with disabilities face. People
with learning or neurological disabilities may fear that divulging such
information may alienate them from peers or cause skepticism. An even worse
possibility is the chance that they may be barred from opportunities because of
misconceptions and the apprehension daily tasks may not be met. Whereas people
with learning and neurological abilities may have the luxury to hide their
disabilities to some extent, workers with physical impairments worry about
automatic exclusion during the entry process in seeking employment. In spite of
these fears, it is not impossible for people with disabilities to establish
themselves in the workplace. Not only can individuals with disabilities become
successful, but there are employers and coworkers willing to do whatever
possible to understand and accommodate the needs of employees restricted by
physical and neurological frailties. For those of you concerned with disclosure
and disabilities should consider these six questions in the following passages.
Who do you talk to when it comes to addressing your disability? Do you tell your boss? Is it necessary to talk to your coworkers as well? Are there other people or entities that you should also inform about a disability? These questions are very important when it comes to the ‘who’ part of disclosure. There will be some cases where informing your employer is imperative. If a disability affects your work performance, the best thing to do is to disclose. In notifying your employer about how a disability may affect your ability to work, occupational training can be tailored to either capitalize on strengths and/or can curtail limitations. Additionally, telling your employer can mean being provided with accommodations needed to ensure success as well as a comfortable work environment. Coworkers may also need to be informed in order to establish proper etiquette as well as a balanced workplace relationship where both abled and disabled workers are socially and occupationally equal. Not disclosing a- disability means a host of problems from a lack of support to running the risk of being fired for poor work performance.
I chose to put ‘when and where’ together
because both inquiries are closely related. Choosing when and where to disclose
a physical or neurological frailty can be challenging decisions to make and in
some cases may determine whether or not you get the job. In determining when
and where to disclose adisability, here are some things to consider. One
question that may come to mind is whether or not a potential employee should
mention their disability in their resume or cover letter. Although you have the
right to choose to or not to disclose, you can mention your disability within
job entry paper work like resumes, cover letters and curriculum vitae. In
addressing your disability, discuss them in a positive light and how you were
either able to overcome obstacles or develop unique strengths that can become
an asset. Medical sections within job applications may provide you with another
opportunity to give information on your disability.
A
second question concerning when and where to disclose can be connected with the
interview process. A face to face interview can be an excellent opportunity for
you to elaborate further on the assets and positive aspects of a disability. A
discussion between employer and potential employee may also help in planning
and sorting out the practical needs relevant to the occupation. If a physical disability, however, may affect
the interview process, it is strongly encouraged to inform a recruiter or
employer ahead of time in order to make arrangements. Disclosure on the job is
also necessary especially if a disability is developed from injuries. In making
all of the preparations involved with the when and where to disclose
disabilities can help to safeguard a position at the workplace.
What
details or aspects of a disability should be disclosed? As previously
mentioned, an employee with special needs should promote their disability in a
way that is positive. Though focusing on the positive aspects of an employee’s
disability is a great way to garner the interest of an employer, limitations
that come with the disability should not be ignored. With regards to
weaknesses, it is important to discuss the hindrances that may occur in relation
to a disability and performance. Discussing the relevant details of a disability
and how it may obstruct certain facets of your work can help employers and
coworkers make preparations. Outlining the specifics of your strengths and
weaknesses of a disability can be useful in providing the appropriate
accommodations and training needed to effectively execute undertakings required
of your occupation.
How
you disclose a disability can be important when it comes to what is disclosed. In making the decision to discuss your
disability with employers and coworkers it helps to be straightforward.
Especially with coworkers, being forthright about your disability and about can
help colleagues to have a better understanding of your strengths and
weaknesses. Telling your fellow workers about a disability can also help to
establish a support system and social etiquette that can create a comfortable
work environment for both you and your coworkers. Just as it is important to be
straightforward with coworkers, it is equally important to explain the
intricacies of your disabilities to employers and people in charge of
implementing vocational training. More than likely, managers may not be
familiar with the disability and how to make modifications within the realm of
their field. Taking this into account, it is important for workers with
disabilities to be prepared to not only explain the specifics of their
disability, but make possible suggestions to ensure an optimum performance of
projects and daily tasks.
Individuals with disabilities have a choice of
whether or not to disclose their disorder or impairment to fellow coworkers or
even employers. Many may feel reluctant in divulging this information, however,
in fear that they may lose opportunities of entering a job or gaining a
promotion. Social and occupational discrimination may also be a reason why
workers with disabilities do not address their handicaps. Regardless of the reasons for not informing
others, the importance of disclosing a disability is not only beneficial, but
necessary.
One reason it is important to inform employers
and coworkers about a disability deals with vocational performance. To tell an
employer about disability in detail with daily tasks or projects means that you
will not be penalized for completing a task at a slower pace. Additionally, employers
can make provisions to ensure a successful performance and to minimize the
difficulty of work related responsibilities. To create a comfortable work
environment is another reason to inform colleagues of a disabilities. Especially
for workers with physical limitations, employers informed of hindrance with
movements can take the necessary steps to create an occupational space in which
the physically disabled can easily maneuver through. Moreover, coworkers can
help to create a social environment within the workplace that welcomes
difference as well as encourages a supportive and positive relationship among
fellow employees. Lastly, individuals with disabilities are protected under the
Americans with Disabilities Act of 1990 (ADA). Notifying employers and going
through the necessary procedures to have disabilities in company records may guarantee
financial security and safe guard against discrimination.
Questions
may not necessarily lead you to straightforward answers, especially when it
comes to the matter of disability and the workplace. Still, taking the
questions mentioned above into consideration is very important. Hopefully,
these questions can help you develop detailed self-portrait of yourself as a
worker that can be an asset to employers. Using these questions as a
self-evaluation as a disabled worker sends a message to employers that you are a considerate employee that takes
extra initiative for the betterment of
their establishment. The links below provide more helpful information and
details on disclosing information about a disability to an employer.
Websites:
1.
LDA to Tell or Not to Tell
http://www.ldanatl.org/aboutld/adults/workplace/tell.asp
2.
Declaring a Disability
http://www.nidirect.gov.uk/declaring-a-disability
3.
Disclosing Your Disability to Employers
http://targetjobs.co.uk/careers-advice/equality-and-diversity/320155-disclosing-your-disability-to-employers
4.
Who Do You Tell About Your Disability?
http://www.ldonline.org/article/6091
5.
Disclosure on the Job
http://www.ncld.org/adults-learning-disabilities/jobs-employment-ld/disclosure-job
6.
Physical Disabilities in the Workplace
http://socyberty.com/society/physical-disabilities-in-the-workplace/
(Physical Disabilities)
7.
Disability in the Workplace: The Same but Different?
http://www.personneltoday.com/articles/01/07/2009/49865/disability-in-the-workplace-the-same-but-different.htm
8.
Disclosing Your Disability at Work
http://www.sciontario.org/news/disclosing-your-disability-work
No comments:
Post a Comment