How Can Disclosure of Disability Break The Stigma and Create a Culture of Inclusion

Getting a foot in the door of a company remains a significant challenge for people with disabilities seeking employment, even 33 years after the passage of the Americans with Disabilities Act. This federal law mandates employers to provide "reasonable adjustments or accommodations" for qualified job applicants or employees with a disclosed disability.

The Limited Representation of Disabled Workers

Rob Koch, who is deaf and currently serves as a principal in data engineering at Seattle-based tech firm Slalom Build, pointed out that many hiring managers prefer candidates similar to themselves, a significant challenge that individuals with disabilities often need to overcome in the hiring process.

When asked about the accommodations necessary to succeed in interviews, Koch requested a sign language interpreter and closed captions for virtual meetings on platforms like Zoom and Microsoft Teams. Slalom Build accommodated these requests and hired Koch after several interview rounds. Through an interpreter, Koch mentioned that while advancing in his career, there is still a limited representation of deaf and hard-of-hearing individuals in the corporate world despite comprising a substantial portion of the global workforce.

According to a recent survey of approximately 28,000 respondents from 16 countries by consulting firm Boston Consulting Group, about 25% reported having a disability or health condition that limits their significant life activity. However, fewer than 5% of U.S. employees disclosed having a disability voluntarily, despite 93% of employers encouraging self-identification, based on a July 2023 report by the nonprofit Disability.

Emily Ladau, a disability rights advocate, pointed out that individuals often encounter internal obstacles despite efforts by workplaces to cultivate an inclusive culture, stemming from societal messages that portray Disability as shameful, wrong, or a mistake in one's existence.

Breaking Barriers to Foster Inclusion

PSEG, a New Jersey-based energy company that encourages people with disabilities to bring their whole selves to work, focuses on fostering empathy and reducing the stigma associated with disabilities. To this end, PSEG conducted a year-long campaign involving employee leaders sharing personal experiences of living with disabilities or caring for someone who does, distributing educational materials, and hosting external speakers to promote understanding and create a workplace culture where employees feel at ease discussing disabilities.

Steven Fleischer, a human resources executive overseeing diversity, equity, and inclusion efforts at PSEG, emphasized the need to recruit individuals with disabilities and ensure they have the necessary resources and support to feel included and motivated to remain with the company. After implementing its awareness campaign, PSEG observed a notable increase in disabled employees identifying themselves in its workforce.

Fleischer, who played a key role in leading the campaign, expressed that there is often a fear and stigma associated with disclosing disabilities, where raising one's hand could lead to perceptions of weakness or an inability to handle more prominent roles or assignments. Fleischer believed that the initiatives helped foster a safer environment, encouraging individuals to feel more at ease in identifying themselves as disabled.

Creating Opportunities to Connect

Studies indicate that involving employees with disabilities in educating and building connections with colleagues can boost the number of individuals who disclose disabilities and seek accommodations. Appointing a senior executive with a disability or supporting disability initiatives, along with empowering mid-level leaders with disabilities, can also enhance inclusivity in the workplace.

However, employees with disabilities may choose not to disclose their disabilities out of fear of encountering stigma or potentially missing out on job opportunities or promotions. Ladau believes this situation can still evolve, emphasizing that shifting the narrative to affirm that identifying with a disability is a source of pride and what makes their identity will lead to more individuals feeling comfortable identifying as disabled in the workplace.