By Kamaria Kali, Search Inc. Administrative and Development Assistant

This October at JJ’s List, we celebrated National Disability Employment Awareness Month. Our goal is to provide businesses with a toolkit to foster a more inclusive environment for people with disabilities. In the workplace, there is often a disconnect between leadership and employees in relation to inclusivity.  

According to Harvard Business Review, “67% of the nearly 1,750 business executive respondents said they believe their companies support employees with disabilities. Only 20% of the 5,870 employees in the survey who had a disability agreed that their workplace culture is fully committed to helping them thrive and succeed” (Henneborn, 2021). Even further, only 39% of employees have disclosed their disability to their manager (Sherbin and Kennedy). To make businesses more inclusive, it is important to foster an environment where people with disabilities are able to disclose their disabilities without fear of lost opportunities. 

The decision to disclose a disability can be full of uncertainty. Whether in the workplace, educational settings, or social environments, disclosing a disability can be a challenging and deeply personal choice. Despite progress in disability rights and awareness, the fear of negative consequences often stops people from being open about their disabilities.  

This fear is rooted in several factors, including potential discrimination, social stigma, and the loss of control over how others perceive them. These fears are amplified when it comes to disclosing in the workplace. A stable job is a lifeline, and disclosing a disability before a job interview or in the workplace can wrongfully disqualify someone from an opportunity. 

Potential employers can often see people with disabilities as a liability and perceive that they will require more resources than they are willing to provide. For some, the fear of being reduced to their disability, rather than being recognized for their skills and abilities, is a powerful deterrent to disclosure. 

We asked two people from Search Inc. to share their experience with disclosing their disability:  

Pam S-B.: I was a little nervous at first, but I like it because I feel like I have more responsibility. Unfortunately, not everyone understands disability in the workplace. I was also nervous that my disability wouldn’t stay private and that everyone would know that I’m different. I wish people wouldn’t judge a book by its cover. 

Tina Z.: Over the summer, a family member was looking for a job and at first, he was disclosing his hearing impairments and wasn’t getting any offers. As soon as he stopped, he got a job. Also, for myself, I didn’t initially disclose my dyslexia because of the stigma attached. Now, I see it as an asset because I believe it helps me think outside the box and see things differently. 

Creating an environment where individuals feel safe and supported in disclosing their disabilities is essential. According to a study by Accenture, “Companies that lead in disability inclusion drive more revenue, net income and profit.” 

Providing training on disability awareness and sensitivity can help reduce stigma and encourage more open dialogue about disabilities. It’s also important to ensure that individuals know their rights and the accommodations available to them, empowering them to make informed decisions about disclosure. If you are looking for a resource in this area, be sure to check out our signature Disability Awareness Training! 

Addressing the fear of disclosure requires a collective effort to challenge and change the societal attitudes that contribute to it. This means continuing to advocate for disability rights, promoting positive representations of disability, and ensuring that individuals with disabilities are valued for their full range of abilities. At JJ’s List, we are committed to supporting individuals in their journeys and advocating for environments where everyone can thrive, regardless of whether they choose to disclose their disability. 

Below are some resources and trainings for employers to create a more welcoming, inclusive workplace:  

Employer Assistance and Resource Network on Disability Inclusion (EARN) 

JJ’s List Disability Awareness Training: Schedule our signature training for your team! 

Job Accommodation Network (JAN) 

National Organization on Disability (NOD) 

NeurodiVERSED Training: Contact Tina Zemen at tzemen@search-inc.org for more information. 

Sources: 

Accenture 

Americans with Disabilities Act 

BBC 

Coqual

Equal Employment Opportunity Commission 

Harvard Business Review 

Search Inc.