Should I or Shouldn’t I? Disclosing a Disability

New York State Career Development Association Buffalo NY

Janine Rowe, MSEd., NCCCareer Counselor

Office of Cooperative Education and Career Services

Rochester Institute of Technology

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Disability Prevalence by Disability Type: Percent in NYS

http://ilr-edi-r1.ilr.cornell.edu/nymakesworkpay/docs/Report_Card_2010/NYSReportCardStatusFINAL.html

Self- Help Movemen

t

1950s 1960s

Civil Rights Act

Rehabilitation Act

Section 504 IDEA

1970s 1980s

Continued advocacy

Americans with

Disabilities (ADA)

Act

1990s 2000s +

Section 503

Employer’s Perspectives

Qualified Employees

Perform equally wellto employees without

disabilities

Economic advantage

Workforce OpportunityTax Credits (WOTC)

Allowance for making accommodations

Small business tax credit

Value/Diversity

$2.4 TrillionDiscretionary spending

Diverse viewpoints

ADA Compliance

Responsible for providing reasonable

accommodations

Section 503

If federal contractor

Increased retention

PWD: 6% turnover ratevs.

P W/O D: 52% turnover rate

Individual’s Perspectives

Exploratory activities

Number of career exploration

activities affected by type and severity of disability

Expectations

Parents Teachers

Disability benefit programs (SSI & SSD)

Job Satisfaction

Research varies Values related to work satisfaction in PWD

ADA Compliance

Disclosure Describe disability

What accommodations (if any) are needed?

Self-advocacy

Autonomy Privacy

Intrapersonal awarenessThoughts about disability

Employment Challenges

Unemployment Underemployment Fear discrimination

Individual’s PerspectivesDisclosure Research

Research completed at Rochester Institute of Technology

85 students with disabilities & work experience

Rated on:

Job SatisfactionDisclosure in the Workplace Type of Disability Workplace experiences related to having a disability Accommodations and self-modifications

Individual’s PerspectivesDisclosure Research

Research completed at Rochester Institute of Technology

85 students with disabilities & work experience

Disclosure in the Workplace

Workplace experiencesrelated to having a disability

Accommodation and Self-modification strategies

Type of Disability

Job Satisfaction

?

Individual’s PerspectivesDisclosure Research

Results: Disclosure

Did not disclose

64%

Disclosed 36%

Individual’s PerspectivesDisclosure Research

Results: Students who disclosed

Reasons for disclosure:

Want to make supervisors or co-workers aware (31%) Improve relationships (27%) Desire for open communication (10%)Need additional time to complete jobs (11%)

Additional: Pride of having disability Required to do so Did not

disclose 64%

Disclosed 36%

Individual’s PerspectivesDisclosure Research

Results: Students who did not disclose

Reasons chosen for not disclosing disability

49% No reason to disclose or need for accommodations8% Concern for job security

2% Concern for impacting relationships

Additional Did not answer the question“They don’t need to know”

Did not disclose

64%

Disclosed 36%

Individual’s PerspectivesDisclosure Research

Results: Job Satisfaction and Disclosure

82% (Students) vs

87.5% (General) Disclosure occurred in all

reported satisfaction levels

Individual’s PerspectivesDisclosure Research

Results: Disability type prevalence and disclosures

Cognitive Auditory Physical Psychiatric Visual

41%

28% 25%

4% 2%

18%

61%66%

0%

100%

% of sample

% Disclosed to employer

Individual’s PerspectivesDisclosure Research

Negative experiences and Disclosures

Disclosed, No negative experiece

21%

No disclo-sure, no

negative ex-perience

54%

Disclosed + had negative experience

16%

No Disclosure + Had negative experience

9%

Individual’s PerspectivesDisclosure Research

Research completed at Rochester Institute of Technology

85 students with disabilities & work experience

Disclosure in the Workplace

Workplace experiencesrelated to having a disability

Accommodation and Self-modification strategies

Type of Disability

Job Satisfaction

X X

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Working with PWD

Continue to train disclosure Promote compensatory

strategiesProvide career development

opportunities Promote ERGs & “Disability

Friendly” Employers

Prepare for employees with disabilities

Sensitivity and awareness Inclusiveness training

Videos Newsletter

Promote Employee Resource Group (ERGs)

Disability “Glossary” Possible: Affinity Fair

LGBT Perspectives

Out @ Work

LGBT Women: 50%LGBT Men: 72%

Transgender may not have choice

Privacy

Assumed heterosexuality Pronoun use

Coming out?

Desire to be authentic Form strong

relationships Become role models Combat homophobia

Anti-Discrimination

NYS: Protections for sexual orientation and

gender identity in public and private employment

(most cities) Goal: Across all employment

Work Relationships

Feel excluded Reduced networking

Being managed fairly? Relationships with

supervisors

“Invisible” Minority

Approx. 21% of workforce

Employment and LGBT

Correct terminology Explore legal issues

Legal and preferred names Understand risks of inadvertent

disclosure HCR Corporate Equality Index

Employment and LGBT

ERG’s (Employee Resource Groups)

Increase mentoring programs Participate in community Pride

events Scholarships for LGBT Youth

5 things you can do in 5 minutes

1) Bookmark HCR Corporate Equality Index

2) Bookmark Job Accommodation Network

3) Brainstorm potential mentors in your network

4) Research disability and/or LGBT events in your area. Get involved!

5) Make a list of your employer partners who are also federal contractors and refer your clients. Get details on Section 503

References

20 Steps to an Out & Equal Workplace

2010 New York State Disability and Employment Status Report

Americans with Disabilities: 2010

Where are our LGBT Employees? Out & Equal

Building LGBT-Inclusive Workplaces

Witte, R.H., Phillips, L., & Kakela, M. (1998). Job satisfaction of college graduates with learning disabilities. Journal of Learning Disabilities, 31, 259-265. Schmidt, M.A., & Smith, D.L. (2007). Individuals with disabilities perceptions on preparedness for the workforce and factors that limit employment. Work, 28, 3-21. Roberts, L.L., & Macan, T.H. (2006). Disability disclosure effects on employment interview ratings of applicants with nonvisible disabilities. Rehabilitation Psychology, 51, 239-246. Lynch, R.T., & Gussel, L. (1996). Disclosure and self-advocacy regarding disability-related needs: Strategies to maximize integration in postsecondary education. Journal of Counseling and Development. 74, 352-357. Maduas, J.W., Foley, T.E., & McGuire, J.M, & Ruban, L.M. (2001). A follow-up investigation of university graduates with learning disabilities. Career Development for Exceptional Individuals, 24, 133-146. Maduas, J.W., Foley, T.E., McGuire, J.M., & Ruban, L.M. (2002). Employment self-disclosure of postsecondary graduates with learning disabilities. Journal of Learning Disabilities, 35, 364-369. Maduas, J.W., Ruban, L.M., Foley, T.E., & McGuire, J.M. (2003). Factors contributing the employment satisfaction of university graduates with learning disabilities. Learning Disabilities Quarterly, 26, 1359-169.