When’s the best time to disclose your disability to a prospective employer?
In the September-October issue, I noted that all businesses and organisations must employ people with disabilities if they are to comply with various pieces of employment legislation and related regulations.
As SAE4D members who are committed to the full integration of people with disabilities in the workplace, we realise that there are many organisations that are reluctant to employ people with disabilities – not because of any malicious intent, but through prejudice born of ignorance and fear. The dilemma that faces people with disabilities, therefore, is not only whether to disclose their disability, but when to do so.
In terms of South African law, all persons have a right of privacy. That means that no person is obliged to inform their employer, or prospective employer, of a disability or impairment.
However, if a person has a visible physical disability – such as a wheelchair- or cane-user – a prospective employer will see their disability immediately.
Nevertheless, the “seeing” should not itself be decisive: the nature of the disability could be temporary, short-term, long-term or permanent; it could be severe or less so. It’s inadvisable for a potential employer to make assumptions: the disability must first be disclosed and confirmed by the prospective employee.
The more pressing consideration, therefore, is when a prospective employee should disclose information about their disability. For instance:
- Should you state in your initial application and CV that you use a wheelchair or a cane?
- Should you wait until you are called in for an interview? At this point, you may have no choice but to disclose it in advance, in order to avoid an access-related situation which can be embarrassing to you and the interviewer.
Unfortunately, there is no right or wrong answer. There are pros and cons to both options.
Upfront disclosure
Pros:
- The employer may be looking specifically to employ people with disabilities.
- The employer may already be “disability empowered or confident” and have no qualms about employing a person with your kind of disability.
Cons:
- The employer may not wish, or may not believe they are able, to accommodate a person with your kind of disability, and thus will discard your application without giving you a chance.
- You will never know whether you were rejected because of your disability or because the employer found another, more suitably qualified applicant.
Wait until the interview
Pros:
- You will at least have a figurative “foot in the door”. Having offered you an interview, an employer cannot – without very good reason – refuse to employ you because of your disability.
- During the interview, you will have an opportunity to emphasise your ability to do the job, rather than on your disability.
Cons:
An unenlightened employer may feel you have deceived them and potentially hold that against you.
- You may not have an opportunity to display some of your other talents, skills or versatility should you not appear in front of the recruiting line manager.
Do some research into the potential employer, particularly with regard to their history with disability. Are they a member of SAE4D? Have they hired people with disabilities before? Does their website or corporate documents include a diversity statement that mentions disabilities? Has the company been involved with any disability-related organisations, such as sponsoring an event or donating to a fundraiser?
Whatever you decide, present yourself in the best possible light. Emphasise your skills and abilities rather than focus on your disabilities; ensure your CV is perfect and all your documents in order; dress appropriately; and don’t be late!
Dr Jerry Gule is chairman of South African Employers for Disability (SAE4D) and general manager: Total Marketing Services Competency Centre (Pty) Ltd.
