When to Discuss Your Disability with Your Employer
If you have a learning difficulty or emotional development challenge, it may 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. Still, their needs and challenges may not be visible to others. As such, many struggle to decide whether telling their employers about their condition is a good idea, fearing misunderstanding or stigma.
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 your worries. For instance, educating yourself about 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.
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 request an 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 before the accommodation request.”
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 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 an individual's unique talents and any support areas necessary to help them thrive in workplace settings. By becoming more self-aware of your own limitations and abilities, you can 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 are responsible for creating 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.
