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

Introduction

Imagine starting a new job full of excitement, only to realize that something about the environment—be it long meetings, inaccessible tools, or rigid schedules—makes it harder for you to thrive. Do you speak up and request accommodations, or do you stay silent, hoping things improve?

This dilemma is one of the hardest decisions employees face when managing a disability. In Part 1 of this series, we explored why you might choose not to disclose during the job search phase. But once you’re in the role, circumstances can change. Perhaps the demands of the job are different than you expected, or your disability is affecting you in ways it didn’t before.

Or maybe you didn’t have a disability when you accepted the role, but now you do. Life changes like injuries, illnesses, or mental health conditions can occur at any time, requiring you to reevaluate your needs in the workplace.

Here’s the key: The sooner you address your needs after making the decision to disclose, the better. Waiting until performance expectations aren’t being met—or until stress levels are overwhelming—can lead to avoidable challenges. Disclosure isn’t about waiting for problems to arise; it’s about creating the conditions to thrive before obstacles become barriers.

Did You Know?

90% of employees with disabilities who request accommodations report improved job performance.

Simple accommodations—like flexible schedules or accessible technology—typically cost employers less than $500 per year on average, yet they lead to significant gains in productivity and engagement.

These numbers show that requesting accommodations isn’t just about helping yourself—it’s about contributing to a thriving, inclusive workplace.

Checklist: Disclosing a Disability During Onboarding or Employment

Here’s your step-by-step guide to navigating disclosure after starting a new job. Acting early ensures you maintain control of the narrative and can focus on achieving your goals.

Fully Understand What’s Required of Your Position

• Why It’s Important: Accommodations aren’t always about tools or physical adjustments—they can also involve flexible schedules, remote work, or time off for medical needs. Understanding the full scope of your role helps you identify potential areas where adjustments may be needed.
• How It Helps: Knowing what’s expected ensures you can address challenges before they affect your performance.
• What to Do:

1. Thoroughly review the job description, training materials, and performance expectations.
2. Ask for clarity on key deliverables, attendance policies, and requirements like overtime or travel.
3. Reflect on whether any aspects of your role—such as deadlines, workload, or physical demands—might require accommodations, including the need for occasional time off or scheduling flexibility.

Identify Training Needs and Accommodations

• Why It’s Important: Training is a foundational part of onboarding and ongoing development. Ensuring you can fully participate in training sessions and materials is essential for long-term success in your role.
• How It Helps: Addressing training-specific needs early prevents gaps in learning that could impact your performance later.
• What to Do:

1. Review the format of your training program. Will it involve in-person sessions, virtual modules, or written materials?
2. Identify potential barriers, such as accessibility issues with online platforms or physical challenges during hands-on training.
3. Discuss specific needs, such as:

• Screen readers or alternative formats for training materials.
• Extended time for tests or activities.
• Accessible technology platforms for virtual sessions.

Evaluate the Need for Accommodations

• Why It’s Important: Not all disabilities require immediate accommodations. Determining whether your current setup impacts your ability to perform ensures your request is targeted and relevant.
• How It Helps: This step ensures that disclosure is based on clear needs and priorities.
• What to Do:

1. Reflect on whether specific aspects of your role could be improved with accommodations.
2. Consider if any challenges are affecting your productivity, comfort, or ability to meet deadlines.

Choose the Right Timing

• Why It’s Important: Timing plays a crucial role in how your disclosure is received. Acting early—once you’ve identified your needs—gives your employer time to implement accommodations effectively.
• How It Helps: Early disclosure reduces the risk of falling behind on expectations.
• What to Do:

1. Disclose during onboarding if accommodations are essential to set you up for success in your role.
2. Use performance reviews or moments of new responsibilities to discuss your needs.

Identify the Right Person to Approach

 

• Why It’s Important: Choosing the appropriate contact ensures your disclosure is handled confidentially and by someone who can act on your request.
• How It Helps: This protects your privacy and ensures your needs are addressed effectively.
• What to Do:

1. Decide whether to speak with HR, your manager, or a workplace inclusion officer.
2. Confirm how your request will be documented and how confidentiality will be maintained.

 

Frame Your Disclosure as a Strength

 

• Why It’s Important: The way you present your needs shapes how others perceive your request. Highlighting how accommodations enable you to excel keeps the conversation positive.
• How It Helps: This reinforces your professionalism and commitment to your role.
• What to Do:

1. Focus on your skills and accomplishments.
2. Explain how the requested accommodations will enhance your ability to contribute effectively.
3. Keep your tone constructive and solution-oriented.

 

Prepare for Questions or Concerns

 

• Why It’s Important: Your manager or HR may have questions about your request or its implementation. Preparing in advance ensures you can address concerns professionally.
• How It Helps: Being prepared builds trust and ensures the conversation is productive.
• What to Do:

1. Anticipate questions like:

“How will this accommodation support your performance?”

“Are there alternative solutions?”

2. If your request faces pushback, respond with:

“Are there alternative options that could meet my needs?”

“Could we try this accommodation for a trial period to evaluate its effectiveness?”

3. Seek support from HR or external resources like the Job Accommodation Network (JAN) if necessary.

 

Understand Your Legal Rights

 

• Why It’s Important: Familiarity with workplace laws helps you advocate for yourself confidently and ensures your rights are protected.
• How It Helps: It empowers you to approach disclosure with clarity and confidence.
• What to Do:

1. Research your rights under the Americans with Disabilities Act (ADA) or equivalent laws in your country.
2. Use resources like JAN to understand your options and gather advice.

 

Evaluate and Adjust Accommodations as Needed

 

• Why It’s Important: Not all accommodations work perfectly from the start. Reviewing their effectiveness ensures you have the right tools to succeed.
• How It Helps: Regular evaluations help you identify gaps and request adjustments proactively.
• What to Do:

1. After accommodations are in place, assess their impact on your performance and well-being.
2. Communicate with HR or your manager if adjustments are needed to better meet your needs.
3. Keep an open dialogue to address potential future needs as your responsibilities evolve.

 

Foster Positive Communication with Your Team (If You’re Comfortable)

 

• Why It’s Important: Accommodations can sometimes impact team workflows. Open communication ensures smoother dynamics and fosters understanding.
• How It Helps: Proactive discussions can prevent misunderstandings and create a supportive environment.
• What to Do:

1. Share limited, relevant details with trusted colleagues if your accommodations affect team workflows (only if comfortable).
2. Emphasize how accommodations enable you to contribute effectively.
3. Consult HR or an inclusion officer if team concerns arise.

Closing

The sooner you advocate for the accommodations you need, the better equipped you’ll be to succeed. Disclosing a disability isn’t about proving your worth; it’s about creating the conditions to thrive. By acting early, you maintain control over your performance, set yourself up for success, and demonstrate leadership in action.

Bookmark this page to revisit these strategies as your career evolves, and share it with someone who could use this guidance. Visit my website for more tools to help you thrive.