Hey Lindbloom, How Do I Check the Box?
By Kirsten Lindbloom
Recently, one of my students popped into my office and asked, “Hey Lindbloom, how do I check the box?”
Our conversation led to the benefits and consequences of that single click on the disability box. His fear that disclosing would decrease his chances of getting the job or lead to discrimination once hired is legitimate. Employment/workplace disability stigmas impact millions of Americans. Whether it’s checking “yes” or “no” at the point of applying, or choosing to disclose later in the hiring process, people with physical and mental disabilities are left to decide if and when to disclose, and at what cost.
This dilemma is a response to the Americans with Disabilities Act (ADA). The 1990 ADA makes it illegal for employers to discriminate against job qualified applicants with mental or physical disabilities and requires employers to make reasonable accommodations for employees and candidates with disabilities. The intention is good, but...
If my student decides not to disclose or checks “no” out of fear, he forgoes accommodations he might need. The ADA does not require him to disclose, but if he chooses not to, employers do not have to make accommodations.
How one checks the box is a personal decision. One must weigh the pros and the cons, knowing there are potential consequences regardless of the decision. The pressure that is felt to get it right is overwhelming. My partner suffers from chronic pain and agonizes over applications and whether to disclose. Over the years, she has been told that she will never advance because of her disability and she has been passed over on many interviews for jobs she was qualified for. For her, there are really only two options, “yes” or “no.” She believes that “I don’t wish to answer” is also a red flag, as those without disabilities will instinctively check “no.” To increase her chances, she decided to check “no” on applications and the interviews came. Once at an interview, she assesses whether it is safe to disclose. There is a risk that they will not hire her because she lied on her application, but she feels it is worth it. Fighting stigma is exhausting.
To help navigate the decision process, Madeline Burry (2019) identifies things to consider when you or someone you know is deciding on whether to disclose a disability.
x Will you/they need accommodations to do the job? If so, disclosing at some point in the process is important.
x Is the Employer disability-friendly? Online research may help answer this.
x When do you/they disclose? It depends.
If you/they have a physical disability, consider a pre-interview disclosure. Preparing the interviewer/panel may take the focus off of the disability and help keep the focus on qualifications and work experience.
Consider disclosing during the interview, if the interviewers are zeroing in on your physical or mental disability and are unsure. Disclosing may help them to move beyond their distracting curiosity. Remember, interviewers cannot legally ask, so offering the information may indeed be helpful.
You/they can always wait until the job is offered. If you need accommodations to perform the job, disclose.
It is the fear of discrimination that makes this process so tiresome and anxiety generating.
When I think about Burry’s list of considerations, I am frustrated. Most of the considerations suggest applicants take the employers into consideration, disclosing strategically to help the employer to look beyond the disability and see the possibilities. The absurdity of the energy, thought and heavy-weighted decision making, in what should be a simple process, is not only infuriating, it is unjust.
While Von Schrader, Malzer and Bruyère (2013) offer suggestions for employers to improve practices and create an inclusive and disability-friendly work culture, they also affirm my student’s fear. Of those surveyed, 80% disclosed their disability. Of those 80%, 25% reported long-term consequences for their disclosure.
Where do we begin, how do we decrease the opportunities for discrimination and decrease some of the anxiety? If you are someone with a mental or physical disability, you may consider Burry’s thoughts. If you are an employer, educating yourself and your staff about the importance of a diverse workplace and the stigmas faced by those with disabilities face is a good place to start. If you are a friend or a loved one of a person with disabilities, offer your support, recognize the challenges they are facing and encourage conversations.
References
Burry, M. (2019, November 21). Should You Disclose Your Disability During a Job Search? Retrieved from https://www.thebalancecareers.com/disclosing-disability-during-a-job-search-4158349
Schumer, L. (2019, July 10). How to Disclose a Disability to Your Employer (and Whether You Should). Retrieved July 06, 2021, from https://www.nytimes.com/2019/07/10/smarter-living/disclose-disability-work-employer-rights.html
Von Schrader, S., Malzer, V., & Bruyère, S. (2013). Perspectives on disability disclosure: The importance of employer practices and workplace climate. Employee Responsibilities and Rights Journal, 26(4), 237-255. doi:10.1007/s10672-013-9227-9