Self-Disclosure
For people with "invisible disabilities," disclosure is a central and complicated issue. People with LDs are often reluctant to disclose. They are concerned that disclosure may limit job prospects or advancement opportunities due to misconceptions, stereotypes, or generalizations. Job seekers with LDs are also concerned that they may be offered "a token position" to fill an employment equity target and they would rather be hired for their abilities, not their disabilities.
There are persons with LDs who do not need to disclose because they have implemented personal strategies and accommodations to compensate for their idiosyncratic learning styles. However, there are others who have no choice but to disclose in order to pass employment entrance tests, complete job advancement courses, or complete assigned work within narrowly established parameters. Many would be able to perform more efficiently on the job if they were able to arrange for some simple accommodations such as a quieter work space, access to a computer, or instructions in alternative formats.
Many employers, committed to employment equity, encourage disclosure because they recognize the importance of developing the potential of all workers. Roy Sampson, Manager of Recruitment and Employment Equity for the Royal Bank, expressed the sentiments of many organizations, "The relationship between an employer and a candidate for employment must be one of trust and understanding. Self disclosure of one's disability adds value to that relationship by providing the opportunity, through open discussion, to determine how the individual can reach their full potential in the work environment."
Ultimately, the choice to disclose rests with the individual with LDs who must evaluate each situation based on thorough research of diverse factors that include:
- personal needs,
- job description,
- possible accommodations required during or after the selection process, and
- the organization's sensitization to disability issues.
Partners in equity must cooperate to ensure that workers with LDs can disclose in a succinct, positive manner and that they can do so without shame or fear of lost opportunity. Ultimately, both employers and employees benefit from discussing strategies that allow the achievement of maximum productivity.
Counselling and Development Centre (CDC)
Tel: 416-736-5297
Location: N110 Bennett Centre for Student Services
