Disclosure at Work: A Choice or a Risk?

Understanding the Complexities of Sharing Disability in the Workplace

For many people with disability, the decision to disclose at work isn’t straightforward. It can be one of the most stressful choices they face—and for good reason. Disclosing a disability or chronic health condition can carry real risks, including discrimination and bias.

In fact, research shows that people who disclose a disability during the job application process receive 50% fewer interview invitations. That’s a staggering statistic that reveals how much work is still needed to shift the culture of recruitment and employment.

But what do employers really think about disclosure—and how do their experiences shape their views?

Employer Attitudes: Experience Makes a Difference

A recent Australian study explored how employers perceive the disclosure of disability in the hiring process. Two distinct patterns emerged:

🔹 Inexperienced Employers – Those with no history of hiring people with disability often believed that disclosure should happen upfront—on the resume, in the application, or during the interview.

🔹 Experienced Employers – Those with previous experience hiring people with disability were far more likely to believe that disclosure should be optional, flexible, and only if the individual chooses to share.

What drives this divide? Experience seems to be a key factor—but it's also likely influenced by unconscious bias, personal values, and broader cultural attitudes toward disability.

What Can Employers Do Differently?

Creating an environment where people feel safe to disclose requires more than good intentions. It takes conscious, practical action:

✅ Reflect on Your Assumptions – Unpack how your own values or biases may influence hiring decisions. Bias isn’t about being a bad person—it’s about being human. The key is awareness.

✅ Remove Disclosure Requirements – Rethink standard forms and applications that pressure people to disclose unnecessarily. Focus on the skills and strengths candidates bring.

✅ Design Inclusive Recruitment Practices – From the language used in job ads to how interviews are conducted, make it clear your organisation welcomes diversity—including disability.

✅ Offer Adjustments Without Pressure – Proactively state that adjustments are available and encouraged, but avoid putting the onus on candidates to initiate these conversations.

✅ Invest in Training – Learn how implicit bias affects hiring and decision-making. Hear directly from people with disability. Make their voices central in shaping workplace culture.

Let’s Make Disclosure Safe—Not Risky

At the heart of this issue is a simple truth: people with disability deserve workplaces where they are treated with dignity and respect—regardless of whether they choose to disclose.

Want to learn how to build a disability-confident and inclusive team?

Our professional development training offers practical tools and deep insight into inclusive hiring, unconscious bias, and workplace disclosure.

👉 Contact us today to learn more about our tailored workshops and training.

References

Antonopoulos, C. R., Sugden, N., & Saliba, A. (2024). Workplace inclusion: Employers perceptions of hiring employees with disability. Journal of Community and Applied Social Psychology, 34(4). https://doi.org/10.1002/casp.2830

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Understanding Implicit Bias And How It Impacts People with Disability