Disclosing a visual impairment during the employment process can be a nuanced decision for many individuals. While there’s no one-size-fits-all approach, understanding the options and potential outcomes can empower candidates to make informed choices. Here, we explore various considerations and strategies surrounding disclosure, drawing from insights provided by organizations and individuals experienced in navigating this terrain.
Understanding the Landscape
Legally, individuals with visual impairments are not obligated to disclose their disability during the application or interview process. However, there are advantages to doing so. Disclosing early on can facilitate open communication with potential employers, allowing for discussions about necessary accommodations and demonstrating integrity.
Timing Matters
Deciding when to disclose is pivotal. Some opt for early disclosure, integrating it into cover letters, resumes, or initial job applications. This approach sets the tone for transparency but carries the risk of encountering biases or misconceptions about capabilities.
Conversely, disclosing during the interview stage provides an opportunity to engage directly with employers, addressing concerns and highlighting skills and abilities. However, this approach also entails the possibility of encountering unexpected reactions, as shared by individuals who have experienced varied responses from employers.
Crafting the Conversation
Preparing a thoughtful script can bolster confidence when discussing visual impairment with prospective employers. Emphasizing skills, experiences, and successful accommodations can shift the focus from limitations to capabilities. It’s essential to convey information in a clear, positive manner, ensuring that it resonates with individuals unfamiliar with the nuances of visual impairment.
Action Plan for Disclosure
An action plan can streamline the disclosure process, helping individuals articulate their reasons, specify relevant details, and determine the appropriate timing and recipients of disclosure. Whether through email correspondence or in-person discussions, clarity and documentation are key to fostering understanding and facilitating necessary accommodations.
Conclusion
Ultimately, the decision to disclose a visual impairment in the employment realm is deeply personal, influenced by individual circumstances and preferences. By equipping themselves with knowledge, resources, and strategies, individuals can navigate disclosure with confidence, ensuring that their abilities and potential are recognized and valued in the workplace.
Finally, we a sharing with you a short video recorded by disability strategist, educator and leadership coach Breandan Ward, and disability inclusion specialist Clare Kennelly. Drawing from their personal experiences, the duo talks about how exploring your core values could help you disclose a disability or health condition.
Resources:
- Callen, K. (2023) How and when to disclose vision impairment in job-seeking, Wisconsin Council of the Blind & Visually Impaired. Available at: https://wcblind.org/2020/08/how-and-when-to-disclose-vision-impairment-in-job-seeking/
- Disclosing that you are blind or partially sighted (2023) Thomas Pocklington Trust. Available at: https://www.pocklington.org.uk/education/secondary-school/disclosing-that-you-are-blind-or-partially-sighted/
- Hally, L. (2019) Employment, Fighting Blindness. Available at: https://www.fightingblindness.ie/how-we-can-help/advocacy/information-and-resource-hub/employment/
- How to tell employers about your disability – AHEAD (2023). Available at: https://www.ahead.ie/userfiles/files/shop/free/AHEAD_DisclosureGuide2023-digital.pdf
- Looking for work – Disclosing a Disability (2020) RNIB. Available at: https://view.officeapps.live.com/op/view.aspx?src=https%3A%2F%2Fmedia.rnib.org.uk%2Fdocuments%2FDisclosing_a_Disability.docx&wdOrigin=BROWSELINK