Disclosure is a choice job seekers make about whether to tell another person or organisation information about their disability.
There is no clear cut answer to whether or not a job seeker should disclose information about a disability. As a service provider, your role is to provide support and information, and let the job seeker reach their own decision. The key factors that increase the likelihood of appropriate disclosure are when job seekers have:
- good rapport with their service provider who also understands the perceived barriers to disclosure
- knowledge of the benefits of disclosure in a given situation
- thorough information about their legal entitlements, rights and responsibilities in disclosing.
The decision to disclose
A person is more likely to disclose information about a disability or associated needs when they feel that they are respected and that there is a purpose and benefit attached to disclosure. As a service provider, it is important to discuss at length the positives and negatives of disclosure with your client. Disclosure is most effective when people are knowledgeable about their disability, employable skills and disability related needs.
Benefits of disclosure
The reasons or benefits for disclosing information about disability to an employer include:
- a generation of trust and an open relationship with an employer that allows discussion on effective workplace adjustment strategies
- an ability to deal with misconceptions and show how working with a disability can be ‘business as usual’ if a disability is visible
- opportunities to implement work related adjustments quickly if there is a crisis related to disability
- meeting obligations under the Occupational Health and Safety Act if a disability could reasonably be seen to cause a health and safety risk for other people in the workplace .
Barriers to disclosure
Many people are wary of disclosing information about their disability, especially in employment related situations. Some reasons for this fear include:
- perceived discrimination or prior experiences of discrimination
- limited understanding of rights and responsibilities
- concern that opportunities may be denied
- perceived lack of opportunity for career advancement
- fear of being more closely monitored or supervised
- possible isolation from co-workers
- fear of termination
- potential for not being hired at all
- possible denial of certain entitlements
- loss of privacy
- fear that disclosure may provoke curiosity
- concern that disclosure may provoke unnecessary concern in others.
Your role and responsibilities with disclosure
If a job seeker discloses a disability you have the following role and responsibilities:
- keep all information confidential unless a job seeker has provided written consent to have information disclosed to third parties such as employers (for example, by completing a job seeker information consent form prior to job seeking activities)
- respect the job seeker's right to privacy
- inform the job seeker of available support structures, strategies and services
- inform the job seeker about legislative rights and the different points of disclosure in the job search and commencement process.
More information?
You may like to read the following guides for more information on disclosure of disability issues: