Tips for Service Providers Communicating
with Students about Disclosure
Disclosure – The Basics
Disclosure is not a one-size fits all concept. There is no one right way or right time
to disclose a disability. The student may not wish to disclose their disability (to an
employer) and that is ok!
• “Disclosure” is the act of making disability known to others.
• Disclosure DOES NOT mean disclosing the nature/diagnosis of one’s disability.
Refer to Carleton’s
•
Accessible Career Transition
It is a very personal choice that must be an informed decision. (ACT) Program for further 1:1
student support.
The “Whether” – Do I need to disclose?
There is no legal obligation to disclose information about disability unless:
• It is likely to affect performance or ability to meet the essential functions of the
Determine
job. the need to
• It affects the ability to work safely and to ensure the safety of co-workers. disclose
• Accommodations are required to be successful such as an alternate interview
Decide
arrangements, modified equipment or flexible working arrangements.
when to
disclose
The “When” – What is the best time to disclose? Plan
how to
There are advantages and disadvantages of identifying the disability at different disclose
stages of the employment process, such as at the time of job application, before or
during the interview, on job offer, after you start work or if a problem arises. Again,
this is a personal decision. Please refer to the Tipsheet “Tips and Considerations for
Students when Disclosing a Disability to an Employer” for more considerations of
advantages and disadvantages at each stage
The “How”? – What should I say when disclosing?
Planning and preparing for a disclosure conversation is key! This can help students
feel a sense of empowerment in their job search process. Consider the following:
• Provide positive examples of when challenges were overcome.
• Demonstrate, with examples, the skills gained from managing a disability.
• Prepare a brief disclosure script and rehearse it.
Tips for Students about Disclosure
1. 2. 3. 4. 5. 6.
REFLECT DEVELOP PRACTICE APPROACH REQUEST COLLABORATE
Strengths and Using your Using your script, Once you’re Request your Be open and
abilities related answers to practice saying comfortable, accommodation willing to
to the position? the previous your discloser approach a in writing and collaborate with
questions, script in your trusted source, invite your your employer
Challenges develop a head and out such as your Manager on your
and limitations disclosure script loud. You could Manager or Human accommodation
related to the that frames your also practice with or Human Resources needs.
position or job disability as an a family member, Resources Manager to
duties that may asset, highlights friend or support professional. discuss it further.
be difficult to your abilities and staff at the They will respect
perform? clearly states Employment the privacy of
your limitations Support Centre your information
Strategies, and needs. or Centre for and be able to
tools or Accessible direct you to the
accommodations Learning. right sources in
used in the the event you
past that have are seeking an
allowed you to accommodation.
perform certain
duties more
successfully?
Disclosure Script
It is highly recommended that a script be prepared and rehearsed in advance. Use the following as an example:
“I have/am (highlight your strengths/skills/abilities/qualifications relevant to the job) and can perform
the essential functions of this job, but sometimes (mention your limitations) might impact my ability
to (describe the duties you may have difficulty performing). I work best when (describe the specific
accommodations you need to support the duties you have difficulty performing).”
