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Disclosing a Disability

The term disclosure is used to refer to a person telling someone about their disability, ongoing physical or mental health condition, or specific learning difficulty in either the college or the placement environment.

The decision to disclose will be different for everyone and the amount of information or what information you share is a personal choice. Your Disability Advisor will be able to advise you on disclosing a disability and having conversations with empolyers in relation to any supports that may be required.

You might choose to disclose while on placement in order to:

Gain access to additional supports or accommodations in the workplace.
Secure time off due to illness or attended medical appointments.
Communicate a health and safety concern.
Make your manager aware of your potential differences in learning and working.

When/where/how/what and if you disclose remains completely up to you. You may choose to disclose at various stages of placement depending on what support you need and what benefits may follow. Reasons to disclose may become apparent as you become more familiar with the placement environment, or if your needs change.
For a comprehensive guide to disclosure visit AHEAD’s A Guide to Disclosure

Some points to consider about disclosure of a disability when going on placement:

You may benefit from having a conversation with a Disability Advisor prior to going on your work placement. At this meeting, you will have the opportunity to discuss supports you may require while on placement and if you feel it would be helpful to disclose a disability, ongoing physical or mental health condition, or specific learning difficulty to your placement.

If you choose to disclose to your work placement, a Placement Planning Report may be completed in collaboration with the Disability Support Service and your placement coordinator. This report will outline any potential challenges you may experience on placement because of your disability, ongoing physical or mental health condition, or specific learning difficulty and any corresponding recommended reasonable accommodations. You will need to give your consent if you wish for your Placement Planning Report to be sent to the work placement on your behalf.

Before making your decision, consider the following:

Do you know the essential requirements of the job?
How might your disability effect the requirements of the job?
Consider your ability to perform the job without any accommodations/supports, how would you manage?
Do you require accommodations in an academic setting? If so, will you require similar accommodations in a professional work setting?
What are the consequences of not disclosing your disability?
While there is no legal obligation to disclose a disability, are there any risk factors or health and safety concerns that may need to be addressed?
Have you needed accommodations in a work environment previously? If yes, consider the requirements of this job. Will similar accommodations be necessary again?

Why disclose and what benefits follow?

In you making the decision to disclose, you are given control over the way your disability is explained and afforded an opportunity to communicate your needs openly and honestly to a placement manager. Disclosure can help to remove anxiety around certain professional situations and avoid you having to mask any challenges you may encounter.

One of the significant benefits of sharing such information is that it creates an awareness and empathy on behalf of your placement manager of certain challenges you may have resulting from your situation. In addition, disclosure enables you to take advantage of your right to receive reasonable accommodations both in the recruitment process and once on placement.

In disclosing, you are legally protected by legislation from discrimination. Disclosing a disability, ongoing physical or mental health condition, or specific learning difficulty while on placement, legally, should not affect your future employability upon graduation. More information on two key pieces of legislation that deal with equality in the employment of people with disabilities can be found here: https://www.ahead.ie/legislation-work

What information should you share?

General information about your disability. You do not need to give a full medical history or give specifics. For example, if you have an ongoing illness, you do not need to state the name of the illness.
The effect (or potential effect) of your disability, ongoing physical or mental health condition, or a specific learning difficulty, both positive and negative, on your ability to perform the job.
Suggested or anticipated reasonable accommodations that you may need to overcome potential challenges.
The types of accommodations used in the past in the workplace or, if relevant, in an academic setting.
If you have a secondary disability, you need only disclose the disability for which you require reasonable accommodations.

When will you disclose?

When you choose to disclose is a personal choice. You can choose to disclose at any stage of the job application process or after you have accepted the job offer. A candidate may need to disclose prior to the interview if they need supports or accommodations during the hiring process. In general, it is recommended that you disclose when or if you find that supports are needed.

Who will know you have disclosed a disability?

Not everyone will need to know the information that you share, just those responsible for approving and facilitating the implementation of the supports you require. This is your personal information and confidentiality must be maintained by the placement provider. Not everyone at the workplace will need to know, unless necessary.