Author: April Ogden, Founder and CEO, It’s Your Outcome

Insights from It’s Your Outcome Career Coaching

Disclosure isn’t just a moment—it’s a journey. Whether you’re deciding to share your disability during a job search, after starting a new role, or while seeking a promotion, each phase comes with unique challenges and opportunities.

This blog is the first in a three-part series designed to guide you through every stage of employment. Today, we’re focusing on the job search phase—a time when you’re building first impressions and deciding how much of your story to share. Be sure to check out the rest of the series for insights on disclosure during onboarding/employment and while seeking a promotion.

Introduction

How do you decide whether to share something as personal as your disability with a potential employer? For many job seekers, it’s one of the toughest—and most impactful—decisions they’ll ever face. What if this decision could empower you to own your strengths and build a career where you can thrive?

Imagine this: You’ve found the perfect job. The skills required match your expertise, and the company seems like a great fit. But as you review their application process, you notice an assessment that you’ll need accommodations to complete.

Do you disclose your disability now, or do you wait until after the process is complete?

These are questions I’ve helped countless job seekers answer. As someone who works with both individuals and organizations, I can tell you this: there’s no perfect answer, only the answer that’s best for you. The key is being informed, confident, and prepared.

It’s also important to acknowledge the fears that many job seekers face during this process. You might worry about bias, rejection, or being perceived as “difficult.” These concerns are valid, but disclosure doesn’t have to limit your opportunities. With the right approach, it can empower you to own your strengths and set yourself up for success.

Did you know that research shows employees who receive the accommodations they need report higher levels of job satisfaction and engagement, contributing to stronger overall performance? Disclosure isn’t just about the present—it’s an investment in your long-term career growth. By approaching this decision strategically, you’re advocating for your own success while showing employers the value you bring.

Checklist: Confidently Disclosing a Disability During the Job Search

Here’s a step-by-step guide to help you make informed decisions about disclosure during your job search:

Prioritize Companies That Demonstrate Inclusion

• Why It’s Needed: Companies with a commitment to inclusion are more likely to view accommodations as tools for success, not obstacles.
• How It Helps: Researching a company’s values helps you identify workplaces that will respect and support your needs.
• Action Step:

Check the company’s website for:

1. Accessibility Statements: Look for commitments to creating accessible environments.

Diversity, Equity, and Inclusion Statements: These signal the company’s values.

2. Corporate Social Responsibility Reports: See if inclusion is part of their broader goals.
3. Use platforms like Glassdoor or LinkedIn to find employee feedback on workplace culture and inclusion practices.

Clarify Your Needs

• Why It’s Needed: Understanding the accommodations available to you and how they can enhance your performance is critical for making informed decisions.
• How It Helps: Knowing the latest accommodations ensures you’re prepared to request tools or adjustments that align with your specific needs.
• Action Step:

1. Research the most current accommodations in your field or industry. Examples may include assistive technologies, ergonomic tools, flexible work arrangements, or alternative interview formats.
2. Reflect on your work style and identify how these accommodations can help you perform at your best.
3. Be prepared to explain why these accommodations are essential if asked by an employer.

Understand the Application and Interview Process

• Why It’s Needed: Fully understanding the hiring process allows you to assess where accommodations might be needed and decide when to disclose.
• How It Helps: The more you know about the application and interview process, the more confident and strategic your decision will be.
• Action Step:

1. Review the job description and application process to identify potential barriers, such as online assessments, in-person interviews, or group activities.
2. Reach out to HR or the recruiter to clarify the process if necessary (e.g., “Will there be any timed assessments or physical requirements during the interview?”).
3. Use this information to determine if accommodations are needed early in the process, during interviews, or only after an offer is extended.

Frame Your Disclosure Positively (If You Decide to Disclose)

• Why It’s Needed: How you present your request shapes the employer’s perception. Positive language ensures the focus stays on your strengths.
• How It Helps: Reframing accommodations as tools for success demonstrates your ability to thrive in the role.
• Action Step:

1. Start with strengths: Highlight your skills and experience.
2. Frame the accommodation as a tool for success: “With [accommodation], I’ve been able to achieve [specific outcomes].”
3. Keep it solution-focused: Show how the accommodation benefits both you and the company.

Example:

“In my previous roles, I’ve used assistive technology to organize complex projects and lead successful teams. With similar accommodations, I’m confident I can make a strong contribution to your organization.”

Prepare for the Conversation

• Why It’s Needed: Discussing your disability can feel intimidating. Preparation builds confidence and ensures your message is clear.
• How It Helps: Practicing your approach reduces stress and equips you to answer questions professionally.
• Action Step:

1. Rehearse with a mentor, coach, or trusted friend.
2. Anticipate follow-up questions like, “How will this accommodation help you succeed?”
3. Practice responses that keep the focus on your strengths and solutions.

Know Your Legal Rights

• Why It’s Needed: Understanding your rights ensures you know what accommodations you’re entitled to and can advocate for yourself effectively.
• How It Helps: Knowledge of legal protections boosts confidence and provides clarity in case of questions or challenges.
• Action Step:

1. Research your rights under the Americans with Disabilities Act (ADA) or equivalent laws in your country.
2. Explore resources like the Job Accommodation Network (JAN) for free advice and tools.

Create a Support Network

• Why It’s Needed: Navigating disclosure is easier when you have trusted people to provide guidance and reassurance.
• How It Helps: A support network can help you rehearse conversations, refine your strategy, and boost your confidence.
• Action Step:

1. Connect with career coaches, disability advocacy groups, or employee resource groups for advice and encouragement.

Evaluate Your Decision Post-Disclosure

• Why It’s Needed: Reflecting on the experience helps you learn what worked well and what could be improved.
• How It Helps: This step allows you to refine your approach for future disclosures, whether during onboarding, employment, or promotion.
• Action Step:

1. After your disclosure, ask yourself:

“Did I feel confident in my approach?”

“Was the employer receptive?”

“What would I do differently next time?”

Closing

The decision to disclose a disability during the job search is deeply personal, and there’s no “right” answer—only the answer that’s best for you. Whether you choose to disclose now or later, preparation and self-awareness are your greatest tools.

This is just the first step in navigating disclosure throughout your career. Don’t miss the next part of this series—bookmark this page and check back for insights and tips for your journey. Visit my website for more resources to help you thrive.