In considering when, if ever, to disclose information about your disability or medical condition to your prospective employer, it is important to remember that your disability is not the central issue of concern in the process of applying for work. Indeed, it may not ever be relevant at all.

As with all steps in the job application process, the emphasis should be on the skills and qualities of the applicant and not on issues that may have no bearing on whether the applicant can do the job well. In most circumstances it will not be necessary to mention anything about your disability or health condition in application letters, forms or resumes. There is no need to feel that you must warn people or that there is some legal requirement for you to disclose.

When and how to disclose will be affected by such factors as:

• The type of disability
• The type of employment
• The need for some type of accommodation either at the interview or at job offer for example, interpreters, special signage
• Whether your disability is apparent or not and how this might affect your prospective employer’s judgment as to how you would perform particular duties
• The need for workplace modifications or supports
• The attitude of the interviewer (s)

Reasons for disclosure

• Many employers have equal opportunity policies and / or action plans which reflect a commitment to non-discriminatory recruitment and employment procedures.
• You may feel it is more trustworthy to discuss it from the beginning. You may need to negotiate adjustments and accommodations.
• Your disability may be obvious and you can deal with misconceptions and provide correct information and show how you have considered solving problems that may arise in the workplace.
• Disclosing can be done in a very positive way. You can make a firm statement, presenting your disability not as a problem but as a positive experience that can give evidence of the skills and personal qualities that you can bring to the role.

Reasons against disclosure

• You may be discriminated against and rejected
• You may feel that the employer will label you by your disability and not see your abilities
• You may believe that the disability has no effect on your ability to do the job that you are applying for

When to consider disclosure

In general, disclosure of your situation should be left until the point where it becomes directly relevant to the duties that you will perform in the position. Particular circumstances may arise however, where you will need to consider disclosure. For example, when you are contacted to set up an interview, during the interview, once a job is offered, or if you are having problems in the job.

In the application

It is generally not recommended that disability or health matters are mentioned in resumes or letters of application. Some application forms ask direct questions about disabilities or health problems but it is not necessary that you mention anything about disability or health matters at this point if you feel that it is not appropriate or relevant. If you are very sure that the employer is very supportive of equity and that your disability and life experiences have relevance to your job, then you may wish to include them in the section of the application about why you are suitable for the job.

Prior to the interview

There may be some advantages in disclosing prior to attending an interview depending on your judgment of the situation. If you have a visible or obvious disability it may avoid awkwardness during the interview. This may also give you the opportunity to check on the accessibility of the venue and let the employer know about any accommodations that may be required for the interview.

At the interview

You may choose to disclose at the interview where you have more opportunity to present your situation in a positive and relevant context. You will also have the chance to deal with misconceptions, provide factual information and suggest strategies to accommodate any obstacles to the job. However, there is still a chance of discrimination taking place if too much time is spent talking about the disability as the employer may be left wondering about your capacity to perform the job adequately.

After job offer

If you are offered the job but think that some accommodations will be required it may be appropriate to notify your employer before starting the position. If you feel you need workplace accommodations and leave the issue to go on for too long before addressing it, you run the risk of it adversely affecting your work performance and it can become harder to disclose.

How to disclose

• Talk with assurance, be positive, honest and specific.
• If you have identified in your own mind where some problems may occur, offer some solutions to those potential difficulties. Rather than avoiding the subject, discuss them and demonstrate how unimportant it is.
• Don’t leave the interview panel wondering if you would be able to cope with particular aspects of the job. For example, if you have a visible disability the approach may be to say to the interviewer, “We haven’t discussed my disability or how it might impact on the job and carrying out the duties. I understand there is some travelling involved and I don’t foresee that being a problem as I drive my own car. As long as there is disability parking available there will be no problem”.
• Be brief and don’t necessarily dwell on potential problem areas. Try to keep discussion about your disability job specific, because the context for the discussion is always how well you will do in the job and not what problems may arise.
• Be enthusiastic and assertive in describing your skills, abilities, ideas and experience. Point out any abilities developed from living with your disability that may serve as an asset in the workplace. As a TAFE / University there is no doubt you have succeeded in coping with very demanding and intense work and study situations. From this viewpoint inappropriate questions of performance, attendance or safety that panel members may ask can be refuted in a positive way.
• If the issue is relevant, take the initiative to discuss accommodations that will be needed for you to perform the job. Discuss how these accommodations can be provided efficiently and what you can do to proactively organise them or identify funding sources for them.
• You should be prepared to deal with inappropriate and insensitive questions, perhaps do role plays with a friend or colleague.

Resource on disclosure

"Choosing your path - Disclosure: it's a personal decision" is a website that provides information about options and pathways that people with disabilities can use in disclosing their disability.  The website also explains the role and responsibilities of employers and educators.

Disability Discrimination and the Law

Victorian Equal Opportunity & Human Rights Commission
Address: Level 3, 204 Lygon St, Carlton 3053
Ph: 1300 891 848
TTY: 1300 289 621
Email: complaints@veohrc.vic.gov.au
Web: http://www.humanrightscommission.vic.gov.au/

Disability Discrimination Legal Service Inc.
Address: Ross House Association Inc, 2nd Floor, 247 Flinders Lane, Melbourne 3000
Ph: 03 9654 8644
Country: 1300 882 872
TTY: 03 9654 6817
Email: info@ddls.org.au 
Web: http://www.communitylaw.org.au/ddls/

We gratefully acknowledge that the information was sourced from "Choosing your path - Disclosure: It's a personal decision" website