In recent years, many companies have become increasingly interested in reaching diversity goals but in practice not all of them are properly prepared to deal with diversity. This contradictory situation may leave you wondering, “Should I say I have a disability on a job application?”
In this article, we'll explore why job applications might ask about disabilities, the legal context surrounding these questions, and whether or not you should disclose your disability to potential employers. We also consulted experts to provide tips on how to approach this sensitive topic during your job search.
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Why do job applications ask about disability?
One of the main reasons employers might ask about disabilities is to ensure they are creating an inclusive workplace and providing necessary accommodations to qualified candidates. The information collected from these questions is used to monitor diversity, comply with affirmative action requirements, and identify candidates who may need specific accommodations during the hiring process.
The hard limit of the disability question on job application
It’s important to note that while employers can ask if you have a disability, they cannot ask about the specifics of your disability during the application process. For instance, questions like “What is your disability?” or “How did you become disabled?” are prohibited.
“Employers should stay away from inappropriate medical inquiries, and candidates need not disclose private medical information,” says Benson Varghese, a criminal defense attorney and founder of Varghese Summersett. “The goal is a practical conversation, not an interrogation.”
Employers are only allowed to inquire about your ability to perform essential job functions, with or without accommodations. “Employers should approach these dialogs respectfully and focus on enabling performance, not hypothetical limitations,” Varghese says. The focus should remain on your qualifications and how any necessary accommodations will enable you to meet the job’s requirements.
Federal laws protect people with disabilities in the work environment
In the U.S., the primary law protecting the rights of people with disabilities in the workplace is the Americans with Disabilities Act (ADA). The ADA prohibits discrimination in all aspects of employment and requires employers to provide reasonable accommodations to qualified individuals with disabilities.
Additionally, the Rehabilitation Act of 1973 offers similar protections for federal employees and contractors. The Equal Employment Opportunity Commission (EEOC) enforces these laws, ensuring that individuals with disabilities receive equal treatment in the workplace.
So, should I disclose my disability on a job application?
Ultimately, whether you disclose your disability on a job application is a personal choice. Legally, you’re not obligated to disclose a disability unless it directly impacts your ability to perform the essential functions of the job, even with reasonable accommodations.
“Some disabilities may be non-apparent or minimally impact job duties,” Varghese says. “In such instances, disclosure could arguably introduce unintended bias, running counter to the goal of equal assessment.”
That said, you may choose to disclose a disability—either before or after the interview—depending on what makes you most comfortable and whether you need accommodations during the interview process.
If you require specific accommodations (like extra time for tests or a particular workplace setup), it's advisable to disclose that information before the interview so the employer can make necessary arrangements. Otherwise, you can wait until an offer is made or after you've been hired.
Here's a breakdown of factors to consider:
- Nature of the disability: If your disability is visible or affects your ability to perform key job tasks, disclosing it upfront might be beneficial for transparency. This allows you to discuss potential accommodations early in the process.
- Potential impact on the job: Consider whether your disability will require significant accommodations or if it won’t impact your job performance. If accommodations are necessary, it might be helpful to disclose your disability to ensure you have the support you need.
- Company culture and policies: Research the company’s stance on diversity and inclusion. If the company has a strong reputation for supporting employees with disabilities, you might feel more comfortable disclosing your disability.
What are the pros and cons of disclosing disability?
Balancing the pros and cons of disclosing disability during a hiring process can help you get a clearer vision of your options.
Benefits of disclosing your disability to an employer:
- Access to accommodations: Disclosing your disability earlier in the process can ensure you receive the accommodations you need to succeed during the interview and in the job, if you're hired.
- Legal protection: If you disclose your disability, you’re protected under the ADA, which can offer recourse if you face discrimination.
Potential drawbacks of disclosing your disability to an employer:
- Bias and discrimination: Unfortunately, some employers may have biases against hiring individuals with disabilities, despite legal protections.
- Impact on hiring decisions: Even if unintentional, disclosure could influence an employer’s perception of your abilities.
How should I answer the disability question on job applications?
If you weigh the pros and cons and decide to disclose your disability on the job application, there are a few smart ways to approach this subject effectively. The key here is to stay objective and focus on accommodations that allow you to do your job effectively.
Communicate your disability with confidence, and aim to be objective. Start by providing information on the nature of your disability and how it may affect your ability to work. Then, detail if you need or don't need accommodations to be made in your workplace.
The next steps are personal, as some people prefer to keep it short to focus on their capabilities. But if you're comfortable and want to deepen this conversation, you can emphasize the qualities that your disability brings you, whether those are soft skills or even hard skills. Disabled people can highlight their empathy and commitment to diversity, for example. It's also an opportunity to interview them about their diversity and inclusion initiatives.
Examples of how to answer the disability question
Here are some examples of how you might answer the disability question on a job application:
Example #1: “I have a visual impairment that affects my ability to read small print. I use a screen reader to assist me with my work.”
Example #2: “I have a hearing impairment. I wear hearing aids and can communicate effectively through sign language or written communication.”
Example #3: “I have a physical disability that limits my mobility. I use a wheelchair and can access all areas of the workplace.”
Then, you can finish off by saying something along the lines of: “I thrive in empathetic and diverse environments. Can you walk me through the diversity and inclusion initiatives in the company?”
Mandatory adaptations for people with disabilities in the workplace
If you’re ready to check “yes” on the disability question, know that the company is obligated to create a safe and welcoming environment for you at every moment, starting with the interview.
Under the ADA, employers are required to provide reasonable accommodations, which might include adjustments to the workspace, modified training materials, or flexible schedules to accommodate medical needs. These accommodations should allow you to fully participate in the onboarding process and perform your role effectively from the start.
Bottom line
Deciding whether to disclose your disability on a job application is a complex and personal decision. By understanding the reasons behind disability questions, knowing your legal rights, and carefully considering your personal situation, you can make an informed choice that aligns with your career goals. Remember, whether or not you disclose your disability, it’s your qualifications, experience, and ability to perform the job that truly matter.
FAQs
How do you know the accepted list of disabilities on a job application?
The list of accepted disabilities on job applications should align with the federal definitions provided by the ADA. Common categories include physical disabilities, sensory impairments, chronic illnesses, mental health conditions, and cognitive disabilities.
Does saying you have a disability on a job application help you get the job?
Disclosing a disability on a job application shouldn't help or hurt your chances of getting a job. In some cases, employers who are dedicated to building a diverse workforce might appreciate the disclosure and consider it as part of their commitment to equal opportunity. But the final decision should always depend on your qualifications, not your abilities.
How do I tell my boss I have a disability?
When telling your boss about your disability, the best approach is to conduct a conversation with clarity and a focus on your needs in the workplace. Request a private meeting where you can discuss your condition and how it may affect your work.
Be prepared to explain what accommodations, if any, you may need to perform your job effectively. Always be aware of your rights under laws like the ADA, which protect employees with disabilities and require employers to provide reasonable accommodations.
Should I disclose ADHD as a disability?
Disclosing ADHD as a disability is a personal decision and depends on your situation. If ADHD affects your ability to perform certain job tasks, you might benefit from disclosing it to access reasonable accommodations. These accommodations could help you succeed in your role. However, if ADHD doesn't directly impact your job performance, you may choose not to disclose it. Consider the work environment, the employer's policies on diversity, and your comfort level in sharing this information.
I have depression. Should I say I have a disability on a job application?
If your depression affects your ability to perform the job or if you need accommodations, it might be helpful to disclose it so you can receive the necessary support. If your depression is well-managed and doesn't impact your work, you may decide to keep it private. Weigh the pros and cons, and consider the employer's stance on mental health and inclusion.