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Disclosing a Disability

Disclosing a Disability

Reach your goals

When considering getting a part-time job or internship, the Career Development Center can support you in attaining your goals and finding experiential learning opportunities. For example, we coordinate the Workforce Recruitment Program, which connects federal and private sector employers with students with disabilities. If you are interested in learning more about this program, please contact Jan Van Dyke.

If you want to learn more about accommodations to perform your best in academics, Accessible Educational Services specializes in assisting students with various disabilities including physical, psychological, learning, neurological, medical, vision, hearing, and temporary impairments to achieve their academic goals.

Together, these offices are here to support you in self-advocacy and can help navigate the process of disclosing a disability and requesting accommodations.

Find Additional Resources

Looking for more information? Check out our resources for students with disabilities for career tips, interviews with students and alumni, employment opportunities, and more!

Discover resources

Should I disclose?

Under the Americans with Disabilities Act (ADA), people with disabilities are not obligated to disclose their disability unless it is likely to directly affect their job performance. The decision to disclose, as well as when and how, is yours to make.

Know your rights

Learn more about your rights from the U.S. Equal Employment Opportunity Commission.

Thinking about disclosure?

Disclosing a disability could be daunting. You may not feel comfortable sharing such personal information with an employer; however, disclosing your disability allows you protection against discrimination under the ADA. It also allows you to speak honestly and openly with your employer about accommodations.

Considerations

Your knowledge of your disability and how clearly you can discuss it
Your ability to perform the essential job functions without accommodations
How your disability may affect your ability to perform the job
Your own comfort and trust level with the employer
Your past accommodations in a professional environment
Your suggestions for accommodations, if needed

Accommodations

The Job Accommodation Network has significant information about potential accommodations.

Visit the Job Accommodation Network

Timing your disclosure

If you do not require accommodations for the interview or to perform the job that you are applying for, you can choose not to disclose. In fact, many experts suggest not disclosing your disability if it is undetectable and no accommodations are needed. However, if you need to disclose your disability, consider when the best time might be.

1. Resume and cover letter

You are not required to state a disability on your resume. There is rarely a reason to disclose your disability this early, unless you use TTY or a voice relay for phone calls, or if your disability might be an asset to the position. If you choose to disclose at this point, be sure to focus on and highlight your relevant skills and experiences in your resume and cover letter.

If you do not require accommodations for the interview or to perform the job that they are applying for, you can choose not to disclose. From a legal standpoint, employers should not to ask if you have a disability on an application form. If an application form requests for you to share your disability, leaving it blank is advisable.

2. Pre-interview

If your disability is non-apparent, you are not required to disclose it until you are comfortable doing so, and you are not required to provide documentation – only that you need an accommodation if you are invited to an interview.

If you need an accommodation for interviews or pre-interview testing, talk with your career coach about requesting accommodations, and be sure to connect with the Employer Relations staff member for that company so the onsite staff can support you as well.

To initiate conversation about your disability, you might include a question about accessibility or a request for accommodation when you ask about the interview location or directions.

3. The interview

If you have an apparent disability, the recruiter may address it during the interview. Explain your disability in a straightforward, easy to comprehend manner. Be ready to explain and counter any common myths about your disability. Bring to the table information, workarounds or processes that assist you with being successful in the role. Have your message planned as to why you are a great candidate and can deliver quality work in the role.

Focus on your competency, including skills, experiences, and education. If your disability is not apparent, you may use greater discretion about when to discuss your disability. Remember, you do not have to disclose if it will not affect your job performance.

4. After being offered the job

Many people choose to disclose their disability after a job has been offered to ensure that the employer will focus solely on the individual's qualifications and skills. According to the EEOC, once a conditional job offer is made and before an employee starts work, employers may ask any disability-related questions they choose and they may require medical examinations as long as this is done for all entering employees in a particular job category.

If you determine that you will need an accommodation, discuss it prior to your start date to ensure accommodations are made prior to your arrival. Employers are not required to provide accommodations if they are not aware of the need for them.

5. During the course of employment

If you discover over time that you may need an accommodation, you can disclose your disability to your employer and ask for accommodation before your work performance is affected. Employers are not required to provide accommodations if they are not aware of the need for them.

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