Navigating the disclosure of an invisible disability in the workplace is a significant and daunting decision. It can provoke emotions of anxiety, vulnerability, and embarrassment and opportunities for isolation and mistreatment. The choice of if, when, and to whom to disclose is deeply personal, but with information and knowledge about the experience, it can be a manageable journey. Here, we outline several considerations to help you discern what choice is best for your circumstances and needs, and how you can move forward.
There is a huge spectrum of invisible disabilities, including chronic illnesses like Crohn’s disease, autoimmune disorders like arthritis and multiple sclerosis, mental illnesses such as PTSD, ADHD, and OCD, and visual, hearing, and cognitive impairments. Conditions like these are often labeled as "invisible" since they lack outward signs and typically remain unnoticed unless individuals opt to reveal them. Despite their invisibility, these disorders can significantly impact individuals' pain, sleep, energy, focus, and all the facets of daily life and work.
What You Should Know About Disability Rights:
The Americans with Disabilities Act (or ADA) states that you can disclose or not disclose a disability at work at any time. Potential employers are not allowed to ask you specific medical questions or ask about disabilities during an interview; they also can’t ask you about medications you’re taking. They can, however, ask if you are able to do the tasks required for the job and they can ask you about gaps in your work history.
Why People Choose to Disclose (or Not)
The decision to disclose is highly personal and hinges on a variety of factors. Some may choose transparency to gauge employer support, while others opt for privacy to avoid potential bias. Ultimately, each individual must decide for themselves what makes the most sense for them, prioritizing their well-being above all other factors. Some reasons people choose to disclose (and not disclose) are:
Choosing to disclose because:
- You want to know how the company will respond/support you before you accept a job.
- You have had experiences in the past that leave you wanting to be direct and open.
- You are concerned about disclosing later if your condition worsens.
Choosing not to disclose because:
- You’ve had bad experiences in the past.
- You’re concerned about experiencing prejudice or feeling targeted, cut off, or not believed.
- You would rather only disclose if/when the need arises.
If you get to a place where you are struggling with components of your job or if you are noticing that others may be noticing your disability, it might be an important time to disclose. This can help you avoid negative feedback or write-ups and at the very least, your employer must make reasonable accommodations to support you.
What are Reasonable Accommodations?
The ADA protects your right to be accommodated so that you can do your job. This may include physical accommodation, schedule or time off requests, or position or responsibility adjustments. If you request reasonable accommodation, it’s important to note that your employer can ask for documentation from your doctor, to verify the disability and the need for these arrangements. If you have something in mind you know would help you – bring those ideas and solutions to the table. You know best what helps you to navigate with your disability.
Who to Disclose to?
You can disclose to whomever you want at work. Some people wait to have the conversation until they’ve had time to build relationships with their colleagues and supervisors. This might help you feel more rooted as whole human beings and give you a bit of insight into how different people might respond.
You might start by disclosing to HR or talking to your boss or supervisor. Some people choose to share with only their close friends and co-workers; it can be a huge help to have a group of safe people that you can be honest with and get support from. Telling peers, however, can be a bit riskier than telling leadership. Be intentional to ask for privacy or confidentiality from individuals if you aren’t planning on sharing with everyone.
If you are ever in need of additional resources, check out the Job Accommodation Network, they are a free, expert source for disability employment guidance.
Disclosing an invisible disability isn't just a professional hurdle; it's an emotional journey full of uncertainties. However, amidst the challenges, remember that you are not solely defined by your disability. You deserve to be accepted and upheld for your gifts and strengths of character. With self-awareness and acceptance, you can navigate the complexities of disclosure at work, to ensure your rights are honored and your well-being is prioritized.