Candidate Training Center
The job seeker training modules offered here are intended to help you sharpen
your skills and knowledge in your job search.
your skills and knowledge in your job search.
|
Sign up for Job Alerts
and receive a monthly email job alert, randomly selected from Job Connection postings. Coming soon! |
When you sign up for Job Alerts
you give CDI permission to send monthly "hot jobs" with links to open positions and other employment tips. |
Video Series Part 1 of 4
|
Video Series Part 2 of 4
|
|
VIDEO TRANSCRIPT BELOW for PART one OF A FOUR-PART SERIES
CENTERED AROUND EMPLOYMENT-BASED SELF-DISCLOSURE OF YOUR DISABILITY. part one - "self-disclosure: why"
This is part one of a four-part series centered around employment-based self-disclosure of your disability. This four-part series is to assist job seekers in understanding the why, what, when, and how self-disclosure. This is important. Making a good informed decision whether or not to disclose this Mini training is provided to you from the center for disability inclusion job connection. In part one. We will focus on the topic of why you might want to consider self-disclosure to an employer. Let's get started. First. You are under no legal obligation to disclose your disability ever to anyone. It is a very personal decision. You also have an expectation of privacy with whoever you choose to disclose. These short webinars aim to provide you with information that will further your ability to make a fully informed decision around. Whether or not you choose to disclose your disability, the timing of the disclosure, and the circumstances around the disclosure, conversation. Understanding why you might want to disclose that you have a disability is a good reflection. To have self-disclosure in an employment. Capacity is the process of passing on information about yourself to someone else, as it pertains to your disability and potential need for accommodation. There are 3 types of how disclosing of information may occur. Deliberate, unavoidable, and accidental. Deliberate is an intentional choice by you to share information at the time, and in the way you choose. Unavoidable may occur in a situation. If your disability is visible, or a parent such as if you use a wheelchair, and when you go in for an interview it is unavoidable that they will know about your disability. Accidental disclosure can happen in a variety of different ways, but results when someone learns about your disability through a source other than yourself. or might overhear something you say that was not intended for them. So let's consider some examples of different situations. You might think about disclosing, if you need, an accommodation for filling out the application online. For example. this would be intentional. Or you might share about your disability. If you know you'll need an accommodation for the interview. Maybe you use a wheelchair, and you want to make sure they have an accessible entrance. If there are stairs into the building. Why might people avoid self-disclosure? Well, people generally avoid disclosures that they feel might reflect poorly on themselves because they fear social rejection, embarrassment, or maybe disapproval. But let's talk about some other important reasons that you might choose to self-disclose. As already mentioned, self-disclosure is the process of passing on information about yourself to someone else in an employment situation. It would be sharing information about yourself. You know, you might need support with applying, interviewing, or performing a job. Another reason why you would want to disclose is to normalize the conversation around disability in your workplace so that you can be your authentic self and get the supports. You need to be as successful as you can. It also helps support the development of an inclusive workplace culture and can result in others disclosing or sharing about their disability or support needs. It helps your manager, and maybe your colleagues better understand and support you. A very strong reason why people disclose that they have a disability or illness is to receive access to accommodation which we will talk about in Part 4 of this series. after you think about why you might disclose or not. Then think about when might be a good time to share, and then how to have the conversation. when and how our topics within this series, but not our focus. Today we want to talk a little about why it is important to learn about disclosure and some pros and cons of why someone may or may not disclose to disclose or not disclose can be a huge decision for many people. You might be thinking, if I disclose, who will I be disclosing to this, of course, depends on the situation and the need to disclose. Most of the time you will be disclosing to someone in the human and resources team, a recruiter, a hiring manager, or someone in that line of work. The real question you might consider asking yourself, is, who is the person that will assist me with the accommodation. Who is the person I can depend on? If I need an accommodation to make those necessary changes to the task, environment, or situation, and who can, I trust to keep this information confidential? You will likely need, or want to know all the facts before you can make a good informed choice whether to disclose or not, disclose. Having discussions around the pros and cons, or the positives and negatives, or advantages and disadvantages of disclosure. Can help you prepare for making the decisions necessary for your specific situation. This can help you understand the consequences of that decision. Let's look at some of those potential pros and cons in more detail. Some advantages to disclosing might include the fact that it can facilitate access to accommodations which may be needed for you to be the most effective at work. It provides legal protection against discrimination, as specified in the Americans with Disabilities act and other disability nondiscrimination laws. It may reduce stress, since protecting a secret can take a lot of energy. It ensures that the person is getting what they need in order to be successful through an accommodation or modification. It provides greater freedom to communicate about oneself. Should you face changes in your particular situation. It may help to improve your self-image through self-advocacy and self-confidence. We should also discuss some of the disadvantages that may be part of this closing. It may lead you to experience exclusion. or cause you to become an object of curiosity. it can lead you to being treated differently than others. Or being viewed as needy, incompetent, not self-sufficient, or maybe unable to perform at the same level as your peers. It could bring up conflicting feelings about your own self image. It can be extremely difficult and embarrassing at times. and possibly give others preconceived notions or stereotypes about you. These are just a few advantages and disadvantages, and there are really too many to mention. But the most important thing to remember here is that the pros and cons are going to be individual to your particular situation and your particular person. This concludes part one of the self-disclosure. Mini training session presented by the Center for disability inclusion job connection Part 2 in the series will focus on the topic of when you might want to consider self-disclosure to an employer. Please join our mailing list for job alerts and other opportunities to connect to our partners committed to disability inclusive workplaces. |
video transcript below for PART two OF A four PART SERIES
CENTERED AROUND EMPLOYMENT-BASED SELF-DISCLOSURE OF YOUR DISABILITY. part two - "self-disclosure: when"
|
Video Series Part 3 of 4
|
Video Series Part 4 of 4
|
|
This 7:52 minute video explains what is self=disclosure and the impact on your employment, It will help you better understand how to self-disclose about your disability.
VIDEO TRANSCRIPT BELOW FOR PART Three OF A FOUR PART SERIES
CENTERED AROUND EMPLOYMENT-BASED SELF-DISCLOSURE OF YOUR DISABILITY. part three - "SELF-DISCLOSURE: HOW"
This is Part three of a four-part series centered around employment-based self-disclosure of your disability. This four-part series is to assist job seekers in understanding the why, what, when, and how of self-disclosure? This is important in making a good informed decision whether or not to disclose. This Mini training is provided to you from the center for disability inclusion, job connection. When thinking about why you might disclose. Remember, you are under no legal obligation to disclose your disability ever to anyone. It is a very personal decision. You also have an expectation of privacy with whoever you choose to disclose. These short Webinars aim to provide you with information that will further your ability to make a fully informed decision around whether or not you choose to disclose your disability. The timing of the disclosure and the circumstances around the disclosure, conversation. Self-disclosure in an employment capacity is the process of passing on information about yourself to someone else. as it pertains to your disability and potential need for accommodation. Understanding why, when, and how you might want to disclose that you have a disability is a good reflection to have. In Part 3. We will focus on the topic of how you might want to disclose self-disclosure as an employer. Let's get started. How and what to disclose are the remaining questions, and can be some of the toughest for people to decide How much to disclose again, depends on the situation. But the key here is to determine what is needed. If you need an accommodation like shorter breaks more often at work. Then you could decide to inform your supervisor that you have a medical condition. If you feel that that much information is necessary. Or the supervisor requires that information in order to treat all employees equal a few things to think about. Be sure you understand the interactive process that HR. Usually uses to facilitate accommodation conversations. Under the Ada. The Americans with Disabilities act companies with more than 15 employees are required to provide reasonable accommodations to people who disclose a disability. As well as city or government employers, regardless of the number of employees and make sure to schedule a meeting. Do not just drop in and expect to have a conversation at that moment. Be clear on what information you want to share and directly communicate that information, to reduce the risk of interpretation or assumptions about your needs. The interactive process is all about having a conversation. When you request an accommodation, you and your employer work together to come up with accommodations, and how to implement them. Your opinion and experience matters. Ask for a defined timeline for determining your proved accommodation and know who your main point of contact is. For those decisions focus on the impact of your work. As you share your diagnosis. you want to focus on what tools or supports would alleviate the impact of your disability on your work. An example of self-disclosure without stating the disability, label or diagnosis might be. I have attention, difficulties, and that sometimes cause me to get distracted and off task. I have found it helps me work better if I'm not next to a window, so I'm not distracted. And if someone sees me off task, a gentle reminder helps me refocus. An example of disclosing a visible disability might be. I feel I meet all the requirements you've described about this position, and, as you can see, I do have a disability, but that does not keep me from doing the job. In fact, I have done work like this in the past, and here's how I perform at my best, and then share your past experience. It is also important to know that as part of this process, your employer may request medical documentation, or have a requirement for employment based physical or assessment, depending on the requirements for the particular job. In many instances the appropriate accommodation is obvious, and therefore it's not necessary to go through a step-by-step process. For example. If an employer who uses employee who uses a wheelchair requests that his desk be placed on blocks to elevate the desktop above the arms of the wheelchair, and the employer complies. An appropriate accommodation has been requested, identified, and provided without the need for formal process. However, when an accommodation is not obvious, an appropriate accommodation is best determined through a flexible interactive process. Preparation is essential for disclosing your disability. Effective disclosure requires that you discuss your needs and that you provide practical suggestions for reasonable job accommodations if they are needed. One way to become comfortable with discussing your disability is to find someone you trust and practice the disclosure discussion with that person. The 2 of you can put together a disclosure script. It should contain relevant disability, information and weave in your strengths. Always keep it positive. Gather appropriate documentation. And this might mean medical documentation or examples of past accommodations that you have utilized When you are preparing to write a script for the conversation. There are several things it may be helpful to consider the the position's duties and responsibilities. What questions you will want to ask the employer to help determine if an accommodation may be needed? What will you say when disclosing your disability. How will you describe your specific needs? What accommodations will you need, and what impact will they have on the employer, whether process, environmental or financial? Don't make your script too medical, clinical, or detailed. Remember, this is a business discussion or meeting. This is an individual process, and everyone's process will be unique. But some things to remember. As you prepare for the conversation. Write your script down. There is no set way to disclose. Write it in your own words. Be confident and be positive about yourself, your skills and your abilities. This concludes part 3 of the self-disclosure Mini training session presented by the center for disability inclusion job connection part 4 in the series will focus on the topic of what you might want to consider during self disclosure with an employer. Please join our mailing list for job alerts and other opportunities to connect to our partners committed to disability inclusive workplaces. |
This 12:37 minute video explains what is self=disclosure and the impact on your employment, It will help you better understand what to self-disclose about your disability.
VIDEO TRANSCRIPT BELOW FOR PART four OF A FOUR PART SERIES
CENTERED AROUND EMPLOYMENT-BASED SELF-DISCLOSURE OF YOUR DISABILITY. part four - "SELF-DISCLOSURE: what"
This is part 4 of a four-part series centered around employment-based self-disclosure of your disability. This four-part series is to assist job seekers in understanding the why, what, when, and how of self-disclosure. This is important in making a good, informed decision whether or not to disclose this Mini training is provided to you from the center for disability inclusion, job connection. Remember, you are under no legal obligation to disclose your disability ever to anyone. It is a very personal decision. You also have an expectation of privacy with whoever you choose to disclose. These short webinars. Aim to provide you with information that will further your ability to make a fully informed decision around whether or not you choose to disclose your disability. The timing of the disclosure, and the circumstances around the disclosure, conversation. Self-disclosure in an employment capacity is the process of passing on information about yourself to someone else as it pertains to your disability and potential need for accommodation. Understanding why, when, how, and what you might want to disclose. That you have a disability is a good reflection to have In part 4 we will focus on the topic of what you might want to consider in self-disclosure to an employer, and having that accommodation conversation. Let’s get started. The accommodation conversation accommodations can look a lot of different ways. They are tools that support you in doing your work in the most successful way possible. It may change how you do the work, but it doesn't change whether you do the work. Accommodations may be items or devices, systems, processes, policies, environmental adjustments or schedule changes. An accommodation according to the EEOC, Equal Employment Opportunity Commission, is any change in the work, environment, or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities. So accommodations are tools that you use to perform essential tasks within your job role. Again, they support you in doing your work in the most successful way possible. And they may change how you engage with the work, how you do the task, but it doesn't change whether or not you do the essential tasks related to your job role. An undue hardship is significant difficulty, including accommodations that are overly extensive or disruptive, or which could impact the actual running of business. So, according to the Department of Labor. an undue hardship refers to an accommodations could impact the finances or the operations. Or, change the way that they have to do business to a point that it is extremely disruptive. and creates hardship for the business And accommodations can look like a lot of things and reasonable accommodations are the result of often a process that you will go through with your employer. Should you disclose your disability and request accommodation. These might be adjustments to processes, policies, schedules, environments, and they might entail equipment to support your job performance. Some examples of reasonable accommodations which means accommodations that don't create undue hardship for the employer are things like accessible materials, assistive technology or equipment to help you perform your job. Making the workplace environment accessible. Job restructuring, which could be schedule adjustments. Job coaching, a leave of absence related to your disability, diagnosis, a job, reassignment or transfer. If there is an opportunity for you to be more successful in a different role. Or, looking at part-time modified work schedules. So what are some examples of unreasonable accommodations that could be removing an essential job function from the job description? Request that for anything that would lower the production standards of the job requirements Or supplying personal use items that are also needed off the job. So reasonable accommodations will focus on tools and resources that are only needed for the job duties while you're performing the job. Other things that are unreasonable. Accommodation requests. Lowering behavior standards or eliminating essential job duties. Changing the promotion of an employee or bumping another employee out of a job so that you have the opportunity. When having the conversation around accommodations, it's important to consider who are you having that conversation with? So you should be sure to identify the key personnel within your employer's network to have the conversation. Who can actually work through the process and make those decisions with you. Some tips for having that a successful accommodation conversation would be to speak from experience about supports that have helped you be successful. Rather than focusing on your diagnosis and any deficits to performance that may result. If you don't know what supports or modifications may be best, because maybe this is a new diagnosis for you. Or it's your first employment opportunity, or it's a different type of role than you've ever had. Then before the meeting, you definitely want to review the various essential job duties and think about what it is about those job duties that present the most challenge and have a brainstorming session with your manager or the HR personnel supporting the process. It's important to know your local resources that can help provide items to test out different accommodation solutions. If appropriate, this could be vocational, rehab other assistive technology providers and or and vendors directly. and rather than make demands about what you need. Ask what supports they've implemented before for your specific role and start that brainstorming session with that information. Look at this as an opportunity for you and your manager to better understand each other and troubleshoot the best solution for your particular needs. Some things to think about as you prepare for having a conversation around workplace accommodations is, who are you going to have that conversation with? Is this a new diagnosis, a first employment opportunity, or a new type of role for you to navigate? What local resources can you bring to the table that you can help utilize as part of the solution. And then learn what types of supports the company has previously put in place. or utilize. To support this type of role. Your employer should have a standardized process for handling disclosure and accommodation requests. You have the right to ask what the process is to help you prepare the information and the ideas that you want to bring to the meeting. After making an accommodation request of your employer, your employer has the right to request relevant medical documentation. And they ultimately make the final decision on what accommodation is reasonable with your inpu.t Some additional kind of accommodation. Considerations. Disclosure for accommodation purposes should only take place if a support is needed for essential functions. For example. If a person has limits on their ability to lift heavy objects, but the job description does not require heavy lifting disclosure might not be called for. Unfortunately, many people experience struggles in the workplace and don't realize that their support needs could be the root cause. For example, a person with a specific learning disability might have trouble making decisions or taking multiple step directions which can lead to negative work evaluations. If that person understood the impact of their support needs, they could disclose and have a conversation around reasonable accommodations. Such as a device that records work directions having appropriate job accommodations can be key to having a successful work experience. That being said, what information you share about yourself in the workplace is always your decision. Not all instances of self disclosure are associated with accommodation requests, and maybe something you share to build stronger workplace relationships, such as letting someone know that because you have autism, you find sustained eye contact challenging. But that does not mean you are not listening. That you have an eye or vision condition that makes your eye sensitive to bright light. So your office or your desk space will always have dim lighting. So that they better understand how to engage with you and have successful conversations. Here are a few resources that you may want to seek out. Ask Jan the job accommodation network has a training module on just in time talking about the interactive process. The Rocky Mountain Ada Center has a video about how and when to disclose your disability with your employer. The national organization on disability has information on disclosing a disability to employer your rights. and the ADA National Network has reasonable accommodations in the workplace, posted on their page. And the Center for Disability Inclusion resources page, houses a lot of valuable resources that you can access as you need. To summarize. keep in mind. Disclosure is a personal individual choice and comes with advantages and disadvantages. People with disabilities need to recognize the value of preparing to make that decision. And, if needed, to disclose appropriately by developing a better understanding of your support needs And to develop self-advocacy skills. You will not only gain an improved self-image. But in addition, you'll be able to effectively access related accommodations you may need for success in your work in the community. This concludes the final part of the Self-disclosure Mini Training series presented by the Center for disability inclusion job connection. Please join our mailing list for job alerts and other opportunities to connect with our partners committed to disability inclusive workplaces. |
STAY in Touch |
JOIN US ON LINKEDIN |
CONTACT USPlatinum Transparency Seal 2022 from Candid
|
|
Copyright © 2021 Center for Disability Inclusion