What Does Self-Identifying Mean? Part 1 of 2

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Seventy percent of people have non-evident disabilities, but many choose not to disclose them due to the fear of discrimination.

Sharing disability-related information with prospective or current employers can be a deeply personal and potentially overwhelming decision. While the Americans with Disabilities Act (ADA) limits the types of disability-related questions that employers can ask individuals from pre- to post-employment, there are no established requirements, guidelines, or timelines for employees to disclose their disability. As a result, many individuals with non evident disabilities opt not to self-identify as a person with a disability for a number of reasons, including implicit biases and fears of being seen as a less desirable job candidate. However, employees that do discuss their disabilities in the workplace have found that it can encourage others to disclose their disabilities, as well, fostering a more supportive and inclusive work culture.

Ultimately, the more people that self-identify and disclose their disabilities, the more awareness can be generated around employment-related disability issues ā€“ and the more voices can join in the conversations about finding solutions.

For more on disability inclusion and equity in the workplace, visit: https://disabilityin.org/

Follow the conversation on social media: #disabilityinclusion #WorkingNation #futureofwork #workforcedevelopment #skillsgap #jobs #work #career #skills

For stories about solutions to the jobs skills gap disrupting our economy and the future of work, visit WorkingNation at https://workingnation.org/.

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