Should I or Shouldn't I? Disclosing a Disability
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Should I or Shouldn’t I? Disclosing a Disability
New York State Career Development Association Buffalo NY
Janine Rowe, MSEd., NCCCareer Counselor
Office of Cooperative Education and Career Services
Rochester Institute of Technology
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!
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Disability Prevalence by Disability Type: Percent in NYS
http://ilr-edi-r1.ilr.cornell.edu/nymakesworkpay/docs/Report_Card_2010/NYSReportCardStatusFINAL.html
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Self- Help Movemen
t
1950s 1960s
Civil Rights Act
Rehabilitation Act
Section 504 IDEA
1970s 1980s
Continued advocacy
Americans with
Disabilities (ADA)
Act
1990s 2000s +
Section 503
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Employer’s Perspectives
Qualified Employees
Perform equally wellto employees without
disabilities
Economic advantage
Workforce OpportunityTax Credits (WOTC)
Allowance for making accommodations
Small business tax credit
Value/Diversity
$2.4 TrillionDiscretionary spending
Diverse viewpoints
ADA Compliance
Responsible for providing reasonable
accommodations
Section 503
If federal contractor
Increased retention
PWD: 6% turnover ratevs.
P W/O D: 52% turnover rate
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Individual’s Perspectives
Exploratory activities
Number of career exploration
activities affected by type and severity of disability
Expectations
Parents Teachers
Disability benefit programs (SSI & SSD)
Job Satisfaction
Research varies Values related to work satisfaction in PWD
ADA Compliance
Disclosure Describe disability
What accommodations (if any) are needed?
Self-advocacy
Autonomy Privacy
Intrapersonal awarenessThoughts about disability
Employment Challenges
Unemployment Underemployment Fear discrimination
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Individual’s PerspectivesDisclosure Research
Research completed at Rochester Institute of Technology
85 students with disabilities & work experience
Rated on:
Job SatisfactionDisclosure in the Workplace Type of Disability Workplace experiences related to having a disability Accommodations and self-modifications
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Individual’s PerspectivesDisclosure Research
Research completed at Rochester Institute of Technology
85 students with disabilities & work experience
Disclosure in the Workplace
Workplace experiencesrelated to having a disability
Accommodation and Self-modification strategies
Type of Disability
Job Satisfaction
?
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Individual’s PerspectivesDisclosure Research
Results: Disclosure
Did not disclose
64%
Disclosed 36%
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Individual’s PerspectivesDisclosure Research
Results: Students who disclosed
Reasons for disclosure:
Want to make supervisors or co-workers aware (31%) Improve relationships (27%) Desire for open communication (10%)Need additional time to complete jobs (11%)
Additional: Pride of having disability Required to do so Did not
disclose 64%
Disclosed 36%
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Individual’s PerspectivesDisclosure Research
Results: Students who did not disclose
Reasons chosen for not disclosing disability
49% No reason to disclose or need for accommodations8% Concern for job security
2% Concern for impacting relationships
Additional Did not answer the question“They don’t need to know”
Did not disclose
64%
Disclosed 36%
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Individual’s PerspectivesDisclosure Research
Results: Job Satisfaction and Disclosure
82% (Students) vs
87.5% (General) Disclosure occurred in all
reported satisfaction levels
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Individual’s PerspectivesDisclosure Research
Results: Disability type prevalence and disclosures
Cognitive Auditory Physical Psychiatric Visual
41%
28% 25%
4% 2%
18%
61%66%
0%
100%
% of sample
% Disclosed to employer
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Individual’s PerspectivesDisclosure Research
Negative experiences and Disclosures
Disclosed, No negative experiece
21%
No disclo-sure, no
negative ex-perience
54%
Disclosed + had negative experience
16%
No Disclosure + Had negative experience
9%
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Individual’s PerspectivesDisclosure Research
Research completed at Rochester Institute of Technology
85 students with disabilities & work experience
Disclosure in the Workplace
Workplace experiencesrelated to having a disability
Accommodation and Self-modification strategies
Type of Disability
Job Satisfaction
X X
!
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Working with PWD
Continue to train disclosure Promote compensatory
strategiesProvide career development
opportunities Promote ERGs & “Disability
Friendly” Employers
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Prepare for employees with disabilities
Sensitivity and awareness Inclusiveness training
Videos Newsletter
Promote Employee Resource Group (ERGs)
Disability “Glossary” Possible: Affinity Fair
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LGBT Perspectives
Out @ Work
LGBT Women: 50%LGBT Men: 72%
Transgender may not have choice
Privacy
Assumed heterosexuality Pronoun use
Coming out?
Desire to be authentic Form strong
relationships Become role models Combat homophobia
Anti-Discrimination
NYS: Protections for sexual orientation and
gender identity in public and private employment
(most cities) Goal: Across all employment
Work Relationships
Feel excluded Reduced networking
Being managed fairly? Relationships with
supervisors
“Invisible” Minority
Approx. 21% of workforce
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Employment and LGBT
Correct terminology Explore legal issues
Legal and preferred names Understand risks of inadvertent
disclosure HCR Corporate Equality Index
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Employment and LGBT
ERG’s (Employee Resource Groups)
Increase mentoring programs Participate in community Pride
events Scholarships for LGBT Youth
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5 things you can do in 5 minutes
1) Bookmark HCR Corporate Equality Index
2) Bookmark Job Accommodation Network
3) Brainstorm potential mentors in your network
4) Research disability and/or LGBT events in your area. Get involved!
5) Make a list of your employer partners who are also federal contractors and refer your clients. Get details on Section 503
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References
20 Steps to an Out & Equal Workplace
2010 New York State Disability and Employment Status Report
Americans with Disabilities: 2010
Where are our LGBT Employees? Out & Equal
Building LGBT-Inclusive Workplaces
Witte, R.H., Phillips, L., & Kakela, M. (1998). Job satisfaction of college graduates with learning disabilities. Journal of Learning Disabilities, 31, 259-265. Schmidt, M.A., & Smith, D.L. (2007). Individuals with disabilities perceptions on preparedness for the workforce and factors that limit employment. Work, 28, 3-21. Roberts, L.L., & Macan, T.H. (2006). Disability disclosure effects on employment interview ratings of applicants with nonvisible disabilities. Rehabilitation Psychology, 51, 239-246. Lynch, R.T., & Gussel, L. (1996). Disclosure and self-advocacy regarding disability-related needs: Strategies to maximize integration in postsecondary education. Journal of Counseling and Development. 74, 352-357. Maduas, J.W., Foley, T.E., & McGuire, J.M, & Ruban, L.M. (2001). A follow-up investigation of university graduates with learning disabilities. Career Development for Exceptional Individuals, 24, 133-146. Maduas, J.W., Foley, T.E., McGuire, J.M., & Ruban, L.M. (2002). Employment self-disclosure of postsecondary graduates with learning disabilities. Journal of Learning Disabilities, 35, 364-369. Maduas, J.W., Ruban, L.M., Foley, T.E., & McGuire, J.M. (2003). Factors contributing the employment satisfaction of university graduates with learning disabilities. Learning Disabilities Quarterly, 26, 1359-169.