By Terrence Bishundayal
Disclosing your health is a stressful experience, but I will review the process and some tips and strategies, making it less anxiety provoking. It’s not game over because you revealed your disAbility.
Telling the hiring person about your diagnosis is crucial when you need accommodations, it may pose a risk, but they will be informed. This decision should be thought over carefully.
The Accessibility for Ontarians with DisAbilities Act (AODA) website reviews the effects of disclosing. If you receive an interview opportunity and accommodations are needed, then it will be necessary to speak up.
Most people don’t disclose before an interview, because they fear the hiring person will not focus on their abilities. Candidates feel others will focus more on stigmas and discrimination. They could believe the employer will think they can’t perform the job, or their accommodations will be tough to implement.
The hiring person can help candidates feel at ease by, posting job advertisements in accessible formats, include welcoming statements from people with disAbilities, and making an offer for disclosure.
AODA encourages candidates to push towards their experiences such as, previous work history or education, how using technology benefits them on the job. Candidates can help by giving suggestions for other organizations to help with accommodations.
If addressing personal care, think about the equipment you will need and explain the terminology, as an employer might not be familiar with it. Will you bring your equipment, do you have a personal care attendant, or will you manage your own care?
Research the company and find out if they hired another person with a disAbility. Does the job have certain requirements which could put you at a disadvantage, even before you disclose?
When you disclose, the employer does not need to know your medical history, unless it is crucial for them to know, such as when fainting occurs. The employer also may need to know what procedures to follow in this case
Your employer will need to know how you will complete your tasks and what accommodations are required. They must be provided, unless there is a legitimate reason and medical information is to be kept confidential.
Think about who will disclose, yourself, job coach, or therapist? Who will you disclose to, employer or supervisor? Speak to the person in charge of your department as they will need to approve the accommodations.
On the interview day keep the description of your disability simple. The employer does not need to know everything, but don’t overwhelm the employer with too much information. Reassure you have the abilities for the position and talk about your experience relevant to the job.
Take the interview opportunity to speak about your accommodations. Should the employer need more information, let them know who they can contact. Do your best when disclosing. Provide some information rather than leaving the interview and not addressing anything.
In an article by Forbes they spoke about four ways an employer can assist an employee with a disability in the workplace.
Review the disability rights legislation, the Accessibility for Ontarians with Disabilities Act for Ontario residents. The employer should review it, and the employee or the candidate coming in for an interview.
Recruiting more people with disabilities. Organizations who are not actively recruiting people with disabilities, will struggle when it comes to hiring qualified people. Target the population with disabilities, grab their attention and let them know your looking to hire them.
Meet the required accommodations. Employers can struggle to meet accommodations, such as getting an adaptive equipment or to work from home. If this information is new, contacting the organization which helped the candidate to search for a job, is a good start. If the candidate received no help, they would still have useful information.
Create a safe and respectful culture. Make sure people with disabilities are treated with respect and dignity. Teaching respect, good communication and zero tolerance for harassment. Teach other employees how to work respectfully with colleagues who have disabilities.
This will encourage candidates searching for a job, to continue and current employees to stay rather than leaving the job. Ultimately when it comes to disclosure it’s a choice to think over carefully, and remember the choice is yours.
