The Shifting Landscape of Disability Disclosure at Work

Zip it or Spill it: The choice is yours.

Disability disclosure at work has always been a hot topic. But in a time where Diversity, Equity, and Inclusion (DEI) programs are facing scrutiny and, in some cases, reversal, the question of disability disclosure at work has become increasingly complex.

To understand how people were feeling about disability disclosure, I recently conducted a LinkedIn survey asking professionals, "Given the reversal of many DEI programs, how likely are you to disclose your disability at work?" The results, based on 805 responses, paint a complex picture of the challenges and considerations faced by employees with disabilities.

Survey Results Breakdown: The survey revealed four distinct groups:

1. I will Always Disclose (33%): The largest group, representing a third of respondents, indicated they would always disclose their disability at work. This is good news, as the more we talk about disability at work, the more we normalize it and accept it.

   
   

2. It is Currently Not Safe (29%): Nearly as large as those who would always disclose, this group felt the current climate and backlash against diversity makes disclosure unsafe.

   
   

3. Only for Accommodation(s) (28%): This group would disclose only if necessary for workplace accommodations or other supports at work.

   
   

4. I Would Never Disclose (10%): A smaller but significant portion would never disclose their disability.

Interpreting the Results

These results highlight that disability disclosure is deeply personal. The fact that only a third of respondents feel comfortable always disclosing their disability is telling. It suggests that despite years of progress in workplace inclusion, there's still significant hesitation and perceived risk associated with disability disclosure.

The 29% who feel it's currently unsafe to disclose is particularly concerning. This sentiment likely reflects the perceived backlash against DEI initiatives and fears of discrimination or career setbacks. It also points to the fact that likely if people feel it is unsafe to disclose, they may not be asking for workplace supports or accommodations that could help them be more productive and successful.

The 28% who would disclose only for accommodations represent a pragmatic approach. These individuals are weighing the potential benefits of disclosure against the risks, choosing to reveal their disability status only when necessary for their job performance.

The Path Forward

As we navigate this changing environment, it's important for organizations to reassess and reinforce their commitment to what is likely 20% of their workforce. This means:

1. Creating safe spaces for disclosure

2. Educating leadership and staff about the value of diverse perspectives, including those with disabilities

3. Ensuring that accommodation processes are clear, confidential, and free from stigma

4. Promoting success stories of employees with disabilities to combat stereotypes

In conclusion, while the survey results reveal mixed views on disability disclosure, they also present an opportunity for organizations to reaffirm their commitment to the 1 in 4 Americans who have a disability.

By fostering environments where all employees feel valued and supported, companies can tap into the full potential of their employees, benefiting individuals, teams and the organization as a whole.