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Posted on: Mon, Jul 14 2008 10:17 PM
Posted by: JENNIFERADAMS Posts: 80
It's a complex decision, and one you shouldn't make until you've thought it through. Here's what you might want to think about:
Preparing to Disclose
1. Assess your job search skills to determine whether you need help from your therapist or mental health agency to:
Initiate contact or arranging an interview with the employer
Interview
Describe your disability
Negotiate the terms of employment
Negotiate accommodations
2. Identify any potential accommodations you might need during the hiring process or on your first day of work
3. Explore your feelings about having a mental illness and about sharing that information with others -- remember, no one can force you to disclose if you don't want to
4. Research potential employers' attitudes toward mental illness and screen out unsupportive employers
Have they hired someone with a psychiatric disability before?
Do they personally know someone with a mental illness?
What positive or negative experiences have they had in employing someone with a mental illness?
Do they show signs -- newsletters, posted notices, employee education programs about mental illness, etc. -- of encouraging a diverse workforce?
Do they have a corporate culture that favors flex time, mentoring programs, telecommuting, flexible benefit plans, and other programs that help employees work efficiently and well?
Does the job have certain requirements (e.g., child care, high security, some government positions) that would put you at a disadvantage if you disclosed your diagnosis?
5. Weigh the benefits and risks of disclosure
Do you need to involve an outside agency to get or keep the job?
Do you need accommodation or other employer support?
When will you need this accommodation?
Do other people in the company need similar accommodation?
How stressful will it be for you to hide your disability?
6. If you decide not to disclose, find other ways to get the support you need
Behind-the-scenes support from friends, therapists, etc.
Research potential employers who provide these supports to all employees
7. If you decide to disclose, plan in advance how you'll handle it
Who will say it (you, your therapist, your job coach, etc.)
What to say (see below)
When to say it Under the ADA, a person with a disability can choose to disclose at any time, and is not required to disclose at all unless s/he wants to request an accommodation or wants other protection under the law. Someone with a disability can disclose at any of these times:
Before the hiring interview
During the interview
After the interview but before any job offer
After a job offer but before starting a job
Anytime after beginning a job
We recommend disclosing sometime before serious problems arise on the job. It is unlikely that you would be protected under the ADA if you disclosed right before you were about to get fired. Employers are most likely to be responsive to a disclosure if they think it is done in good faith, and not as a last-ditch effort to keep your job.
Who to tell
Your supervisor or manager, if he or she must provide or approve an accommodation
The EEO/Affirmative Action officer or Human Resources otaff, if no immediate accommodation is needed, but you would like the protection of the ADA
The person interviewing you or Human Resources staff, if you might need accommodation during the hiring process
The Employee Assistance Program staff, if you are already on the job, experiencing difficulties, and need help deciding how, how much, and to whom to disclose
When You Disclose
1. Decide how specific you will be in describing your psychiatric disability
General terms: a disability, a medical condition, an illness
Vague but more specific terms: a biochemical imbalance, a neurological problem, a brain disorder, difficulty with stress
Specifically referring to mental illness: a mental illness, psychiatric disorder, mental disability
Your exact diagnosis: schizophrenia, bipolar disorder, major depression, anxiety disorder
2. Describe the skills you have that make you able to perform the main duties of the job
qualifications
technical skills
general work skills
3. Describe any functional limitations or behaviors caused by your disability which interfere with your performance (See Steps to Define Functional Limitations)
4. Identify the accommodations you need to overcome those functional limitations or behaviors (See Steps to Identify Reasonable Accommodations)
5. Optional: You may choose to describe the behaviors or symptoms the employer might observe and tell the employer what steps to take as a result.
6. Point the employer to resources for further information
Employment specialist, supported employment provider, rehabilitation counselor, job coach
Doctor, psychiatrist
You may find it helpful to prepare a script to read from. For example:
"I have (preferred term for psychiatric disability) that I am recovering from. Currently, I can/have (the skills required) to do (the main duties) of the job, but sometimes (functional limitations) interfere with my ability to (duties you may have trouble performing). It helps if I have (name the specific accommodations you need). I work best when (other accommodations)."
You could also add the following information:
"Sometimes you might see (symptoms or behaviors associated with symptoms). When you see that, you can (name the action steps for the employer). Here is the number of my (employment specialist, doctor, therapist, previous employer, JAN, etc.) for any information that you might need about my ability to handle the job."
As a person with a disability, one of the issues that you will face during your job search is whether or not to disclose your disability to potential employers. The first step in this decision is to know your rights under the Americans with Disabilities Act (ADA). ADA makes it illegal for employers to ask whether or not a person has a disability. However, if you need an accommodation either on the job, or during the interview process, you must disclose your disability in order to receive it.
Therefore, it is necessary to decide whether you will need an accommodation to perform the job to which you are applying. The best way to accomplish this is to find out what duties are required, and consider how you can fulfill them with or without an accommodation. This will allow you to confidently decide whether or not to disclose the disability. You have several options if you wish to disclose:
Disclosing on the Resume/Application
It is not necessary to disclose a disability on your resume. Disclosing on the resume may or may not hinder your chances of being called for an interview. If you are a member of any organization related to people with disabilities you may choose to include this information on your resume, especially if you have held any leadership positions within the organizations. Some employers may require candidates to complete a job application. It is illegal for employers to ask if you have a disability on an application form. If an application form asks about disabilities it is advisable to leave it blank.
Disclosing Before the Interview
If you have a disability that requires an accommodation for the interview, you will need to disclose when you are called to schedule the interview. This will allow the employer to make any necessary arrangements for your interview. For example, if you use a wheelchair, you should make sure the site of the interview is accessible. Also, if you require the use of a sign language interpreter, you need to make arrangements with the employer prior to the interview.
Disclosing During the Interview
This allows you to educate the employer concerning your disability and to discuss how you will be able to perform the job duties. The downside is if you do not get the job offer, you will not know if you were rejected because of your qualifications or because of your disability. If you have a hidden disability that requires an accommodation, it is appropriate to disclose at the point of a job offer. An example of this would be an individual with attention deficit disorder who requires a flexible work schedule.
Not Disclosing
If you do not require any accommodations to perform the job there is no reason to inform an employer that you have a disability. For example, if you have a hidden disability such as a learning disability, which does not affect your ability to perform the job you need not volunteer this information.
Posted on: Wed, Jul 16 2008 4:37 PM
Posted by: Will47 Posts: 3
That was a very interesting read Jennifer, Although I do not have a mental illness I do suffer from ankylosing spondlyitis. I used to be a welder but since I have a limited range of motion now I can no longer do what I used to do for a living. I have been and still go through therapy and though it is evident that I have a "bad back" I believe I can still work, the only problem is no employer will hire me. I have completed many applications for employment and they all had questions related to a disability of one form or another. On some I chose to give out that information on others I chose not to. I remember one instance where I received a phone call from a potential employer from a resume I had mailed to the company. On that resume I stated my name and address and all the other basic ammenities. I listed my skills and why this employer should hire me on the cover letter. I set the interview and went natrually. When I arrived, I informed the receptionist and she told me that the interviewer ( I won't mention names) will be right down. Anyway, I took a seat with my back facing the door that he would be coming through. When he finally came we introduced each other and proceded to his office. The very first question he asked was how I hurt my back and neck. I knew right then and there that the rest of the interview would be just out of courtsey. I had the skills and experience but not the appearance. Discrimination based on physicial appearance is still discrimination and as I stated before it comes in many forms.
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