Disability and disclosure
Should you disclose that you have a disability
The decision about whether or not to disclose your disability to a potential employer is not necessarily straightforward.
You need to decide whether the disclosure of your disability (when and how) supports your objective of obtaining employment. Disclosure may not be necessary unless your disability impacts on your work performance.
Check out the resource Choosing Your Path –Disclosure: It’s a Personal Decision for some guidelines
Interview tips:
- If disclosing, describe the disability briefly but at the same time be positive by saying you can overcome any potential problems and provide information about the available resources.
- Have the answers ready for any objections that may be forthcoming.
- Try to keep the discussion about your disability job specific, because the context for 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 (for example, negotiation skills).
- 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.
Other resources / information:
- Support for currently enrolled students with disabilities is avalable via the University's Disability Liaison Unit
- Workplace mentoring opportunities for currently enrolled students with disabilities are provided via the Willing and Able Mentoring (WAM) Program
- The Workplace Modifications Scheme provides financial assistance (up to $5,000) to employers who employ people with disabilities to reimburse the cost of modifications. To obtain further information contact Job Access on 1800 464 800.
- The Disability Discrimination Act (1992) covers both direct (less favourable) and indirect discrimination (unfair exclusion). It stipulates that everyone has a right to access work unless they are unable to perform the inherent requirements of the job (generally, what is necessary to get the job done).
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