Disclosing and requesting accommodations

Disclosing a disability during the career search process can be a daunting task. Many individuals have concerns that doing so could negatively affect their chances of being hired. This article discusses how and when individuals might choose to disclose a disability, along with best practices for advocating for their needs through disclosure. 

(This article is adapted from a presentation by Lime Connect, a disability advocacy group) 

Invisible disability in the workplace 

Individuals with a disability may have the perception that few people around them are experiencing similar challenges. This is often due to the nature of invisible disabilities, which are not immediately apparent. 

Data suggests, however, that this perception may not be entirely accurate. Surveys show that as many as one-third of white-collar workers identify as having some kind of disability, while only about 21% of workers with a disability have made an official disclosure. This gap can contribute to the feeling that disability is uncommon in professional settings, when in reality it is more widespread than many people realize. 

By normalizing the prevalence of disabilities in the workforce, it can become easier for individuals to disclose and receive appropriate accommodations that help them navigate the job search process more effectively. 

Whether to disclose 

Importantly, disclosure is not mandatory during the career search process. The decision largely comes down to an individual’s comfort level and personal preferences. Some people choose not to disclose if they feel the potential downsides outweigh the benefits. 

Others may believe they are able to manage their disability independently and do not need formal accommodations to succeed in the workplace. Both approaches are valid, and there is no single right choice. 

Barriers to disclosure 

Even though disability is more common than many expect, discomfort around disclosure is also common. Several factors contribute to this hesitation. 

One major concern is the fear that disclosing a disability will affect how someone is perceived by members of a hiring committee. Worries about bias are real and can lead individuals to pursue paths they believe are safer or that allow them to conceal their disability. 

Another challenge is uncertainty around timing. Many people are unsure when the “right” moment is to disclose. Some hesitate to raise the topic too early due to bias concerns, while others worry about waiting too long. In reality, there are multiple points in the process when disclosure can make sense, depending on an individual’s needs. 

When to disclose 

The timing of disclosure often depends on a person’s goals. Disclosing during the application or interview stage can allow for accommodations to be put in place in advance. 

Accommodations during interviews can take many forms. For example, a video interview may allow someone who is hard of hearing to better read lips, while an in-person interview may require confirming that the space is physically accessible for someone with a mobility-related disability. 

Some individuals also choose to disclose because it helps them feel more comfortable and authentic during the interview process. Having mutual understanding between interviewers and interviewees can reduce stress and make it easier to focus on the conversation. 

Disclosure can also happen after receiving a job offer or once employment has begun. At that point, individuals may have a clearer understanding of job expectations and what accommodations would be most helpful. 

For others, disclosure may increase discomfort, and they may prefer to keep that information private. Ultimately, this is a highly personal decision that should be guided by individual preferences and circumstances. 

How to disclose 

When deciding to disclose, there are several considerations that can help make the process feel more manageable. 

Simplify the explanation 

When talking about a disability, it often helps to keep the explanation fairly simple and focused on what actually matters in the moment. Disclosure does not require sharing a diagnosis or going into any medical details. Instead, many people find it more comfortable to explain how their disability shows up in interviews or work settings. 

Framing this around both limitations and strengths can help others understand your experience without shifting the focus away from your ability to do the job. For example, you might note that something like eye contact, processing speed, or sensory input looks a little different for you, while also emphasizing your engagement, preparation, or problem-solving skills. Keeping things straightforward can make the conversation feel less intimidating. 

Base the conversation on your needs 

Basing the disclosure conversation on your needs can help keep it practical rather than personal. Instead of focusing on the disability itself, it can be more effective to describe what helps you do your best work. This gives interviewers or employers something concrete to respond to and keeps the conversation moving forward. 

It can help to think about this ahead of time. Reflect on what has been useful for you in classes, research, internships, or past jobs. Those experiences can give you clues about what might be helpful in a new role, even if the setting is different. 

Approach the conversation with solutions 

When possible, going into a disclosure conversation with a few ideas in mind can make it feel more collaborative. Sharing accommodations or adjustments that have worked for you before can help clarify what you are asking for and why it matters. 

You do not need to have everything figured out, and it is okay if some problem-solving happens later. Even small suggestions can be helpful, and framing them as tools that support your ability to do strong work can reinforce that accommodations are about performance, not special treatment. 

Conclusion 

Disclosing a disability during a career search is not about following a prescribed formula, but about making an informed choice that aligns with your needs, goals, and comfort level. Whether you choose to disclose early, later, or not at all, the most important thing is that the decision is yours. When disclosure does make sense, approaching the conversation thoughtfully and focusing on what helps you succeed can turn it into a tool for advocacy rather than a source of stress. With the right preparation and support, disclosure can be one of many ways to create a career search process that works for you, not against you. 

Wanting to discuss this further? Schedule an appointment with CAPD to get one-on-one support.