Should I Flag My Disability with Employers?

Many of my clients struggle with their mental health, a learning disability, or both, issues that go beyond the usual job search stressors. And in today’s rolling post-Covid environment, it’s more the norm than not.

I have frequently debated with clients whether to disclose a challenge upfront, and generally feel that if the issue is evident to employers, whether directly or reflected by resume gaps or performance issues, it can be advantageous to share it. Recently I worked with a client with severe dyslexia who was applying for government jobs both under, and outside of, Schedule A, a specific category for those with disabilities. I was torn as to whether she should label herself as disabled given her strong background, intelligence, and eloquence. But as a slow reader she often required extra time to respond to questions, often causing distracting, awkward interviews.

For help coming up with a plan, I contacted my friend Eric Woodard, an excellent (and hilarious) career coach in Washington DC with a background advising clients focused on public affairs and government careers.

Eric and I agreed it was a good idea to get out in front of any challenge an applicant has that is glaringly obvious, and name it before the interviewer does. But I was still concerned about my client’s self-image taking a hit when she declared herself disabled on job applications. She already suffered from low self-esteem, having failed to land a job a year out of grad school.

Ultimately my client and I agreed she would continue to apply for Schedule A jobs with the government but avoid disclosing the issue with companies in the public or private realm. We also agree, however, that on a case-by-case basis, she might test interviewers’ reactions by explaining upfront that she might take longer than usual responding to questions. Since then she has had some very positive interactions with employers and we expect her to land the right job soon.

With other clients suffering from depression and anxiety significant enough to quit a job and/or languish on the market, I have suggested explaining that they’ve had some challenges and needed to take a break from work. Employers have generally been sympathetic due to the pandemic and have been understanding about extended resume gaps.

What has been your experience with disclosing a challenge, or not? I’d love to hear from you here.

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