Living with a disability is by no means easy, but the challenges can be particularly significant when that disability is not immediately visible to others. Determining whether or not to disclose your disability at work may be one of the most important, and also one of the most difficult, decisions you can make as you strive to manage your disability effectively.
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As you weigh the pros and cons of self-disclosure, it&rsquo;s important to remember that you&rsquo;re under no legal or moral obligation to reveal your condition to your employer or colleagues. However, there may be some significant benefits to you in doing so. This article explores the potential advantages and disadvantages of disclosing your invisible disability at work and describes some key considerations to keep in mind as you make your decision.
<h2> Potential Benefits of Disclosure</h2>
 When you have a disability that isn't visible, it can be tempting to try to &ldquo;pass.&rdquo; You may prefer to keep your condition under wraps to avoid potential ramifications, such as stigmatization or unconscious biases. You may fear, for example, that your employer or colleagues may perceive you as less competent or reliable due to your disability and that this may negatively impact your work relationships or your career progression.
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The reality, however, is that self-disclosure can yield a number of rewards for you, your colleagues, and the overall culture of the workplace. For instance, discussing your condition with your employer can make it easier for you to access the <a href="https://www.dol.gov/agencies/odep/program-areas/employers/accommodations" rel="noopener" target="_blank">accommodations to which you are entitled</a> under the terms of the Americans with Disabilities Act (ADA). For example, if you are neurodivergent and have been diagnosed with <a href="https://researchautism.org/when-and-if-to-disclose-asd/" rel="noopener" target="_blank">autism spectrum disorder (ASD)</a> or attention deficit hyperactivity disorder (ADHD), for example, your job duties leave you vulnerable to overstimulation or other condition-specific challenges while on the job; disclosing to your employer can help you collaborate on effective accommodations. 
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<a href="https://www.tungstenringscenter.com/blog/2022/03/10/how-to-prepare-for-working-with-kids/" rel="noopener" target="_blank">Working with children</a>, for instance, can present a unique constellation of difficulties for persons who have sensory processing disorders. However, by coordinating with your employer, you can develop a strategy that will enable you to care for your own needs while also caring for the children under your watch. This might include the provision of an assistant to oversee the children when you need a few moments of quiet to decompress.
<h2> The Organizational Benefits of Self-Disclosure</h2>
 When you reveal your condition at work, you&rsquo;re not only invoking the legal protections you drive and enhancing your access to the accommodations you may need, but you are also improving the overall culture of your workplace. &nbsp;
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Companies that prioritize diversity and inclusion are more profitable and productive than those that don&rsquo;t. When an organization proves safe, welcoming, and supportive for employees with disabilities, they help to alleviate fears of discrimination and bias in workers who may be experiencing physical or mental health challenges. And this means that employees are more likely to reach out for help when they need it which, in turn, leads to healthier, happier, and more loyal workers and more unified and supportive teams. 
<h2> The Risks of Disclosure</h2>
 For all the potential benefits of self-disclosure when you have an invisible disability, there are potential downsides. Not all company cultures are created equal, after all. Toxic work environments do exist, <a href="https://www.findlaw.com/legalblogs/small-business/fancy-tech-is-no-cure-for-bad-corporate-culture/" rel="noopener" target="_blank">even in the most sophisticated and technologically advanced companies</a>. If your company is one in which a &ldquo;villainous culture&rdquo; prevails, then disclosure is probably not going to be in your best interests.
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It&rsquo;s important to remember, though, <a href="https://www.additudemag.com/fired-for-adhd-legal-rights-at-work/#:~:text=What%20protections%2C%20if%20any%2C%20do,not%20do%20their%20job%20properly" rel="noopener" target="_blank">that you </a><a href="https://www.additudemag.com/fired-for-adhd-legal-rights-at-work/#:~:text=What%20protections%2C%20if%20any%2C%20do,not%20do%20their%20job%20properly" rel="noopener" target="_blank">cannot</a> be fired because you have revealed that you have a disability. Nevertheless, if your work environment is a deeply negative one, you may find that remaining with your current employer does more harm than good. In that case, you may do well to find another position, ideally one that actively seeks to employ persons with disabilities.
<h2> Making a Plan</h2>
 If you <a href="https://www.dol.gov/agencies/odep/publications/fact-sheets/youth-disclosure-and-the-workplace-why-when-what-and-how#:~:text=The%20laws%20require%20that%20qualified,you%20must%20disclose%20your%20disability" rel="noopener" target="_blank">decide to disclose your disability</a>, the first thing you need to do is determine how and to whom. Are you comfortable with discussing your condition openly with your employer and colleagues? Or do you prefer to keep your condition confidential, revealing it only to your employer? If you choose to do the latter, remember that your employer is legally obligated to protect your privacy, and can only discuss your condition with essential personnel and others you designate. 
<h2> The Takeaway</h2>
 When you have an invisible disability, choosing whether or not to disclose your disability at work can be difficult. There are decided advantages to self-disclosure, including the opportunity to access necessary accommodations and other legal protections. Disclosure can also help to create a more inclusive company culture. The key is to remember that you are under no moral or legal obligation to disclose your condition. It is ultimately up to you to determine what is best for your needs. 
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 Content Contributor:
Ainsley Lawrence is a freelance writer from the Pacific Northwest. She is interested in better living through technology and education. She loves traveling to beautiful places and is frequently lost in a good book. 
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Deciding to disclose a disability at work can be tough. Learn the pros and cons to make an informed choice.

Disclosing a Disability At Work | Getting Hired

Disclosing a Disability At Work

Balancing work and caregiving responsibilities can be challenging. Many&nbsp;<a href="https://www.caregiver.org/caregiver-statistics-work-and-caregiving" rel="noopener" target="_blank">informal caregivers</a>&nbsp;find themselves juggling doctor&rsquo;s appointments; supporting daily living activities such as bathing, dressing, and medications or organizing bills and other needs, while striving to maintain a career.
According to the&nbsp;<a href="https://www.caregiving.org/wp-content/uploads/2020/05/2015_CaregivingintheUS_Final-Report-June-4_WEB.pdf" rel="noopener" target="_blank">National Alliance for Caregiving and AARP</a>, approximately 43.5 million caregivers provide unpaid care to an adult or child within a 12-month period. As Baby Boomers continue to age and as the cost of senior living and in-home care grows, the need for informal caregivers will continue to increase.
Informal caregivers who are employed outside of their caregiving responsibilities have schedules, deadlines, and demands that can place unexpected strain on their emotions, focus, and energy.
Here are some helpful tips to help balance your career when you&rsquo;re a caregiver:
1. Prioritize your Physical and Emotional Health&nbsp;&ndash; Caregivers often don&rsquo;t realize they are susceptible to health-related issues, including high-blood pressure, anxiety, depression, and addiction. It is important to keep up with personal doctor&rsquo;s appointments and remain aware of any changes in physical feeling, in mood or overall mental health. You should not only make necessary appointments to maintain good physical health, but also reach out to mental heath professionals to care for your emotional wellbeing.
Supporting your emotional health can also include connecting with others who can empathize with your feelings. This can be done through community&nbsp;<a href="https://www.caregiver.org/support-groups" rel="noopener" target="_blank">support programs</a>&nbsp;or online caregiver groups and forums. These provide opportunities to exchange ideas and get support at any time of day.
2. Practice Self-Care&nbsp;&ndash; A caregiver&rsquo;s general tendency is to make sure everyone else is taken care of first. However, it&rsquo;s important to practice self-care to ensure you have the energy and mindset to function well at work and continue to care for others. Self-care includes maintaining a healthy diet, getting adequate rest, and doing some form of physical activity or exercise. It can also mean taking a lunch break or free moment to go outside for a walk or read a book.
3. Maintain Relationships/Support Network&nbsp;&ndash; Many working caregivers tend to neglect social activity or relationships, and even spend less time with other family members. Connecting with those you value and love helps you manage stress and responsibilities better. Additionally, some friends and family members may be willing to assist with caregiving tasks or household chores. This could even include stopping by to sit with your loved one while you complete other tasks or rest.
4. Talk to Your Employer&nbsp;&ndash; Having a direct conversation with your employer about your circumstances can be helpful for managing both work and home responsibilities. By sharing information about your needs, your employer is likely to be more understanding if/when unexpected circumstances arise that may cause you to arrive late or miss a deadline. They also may be able to help you consider support resources that you were not aware of. Ultimately, it is important to make sure your employer knows that work is still one of your main priorities. This will help them support you as needed.
5. Review Employer Benefits/FMLA&nbsp;&ndash; Many employers offer benefits packages that include a variety of resources and services to support caregivers. These include&nbsp;<a href="https://www.opm.gov/faqs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&amp;pid=2c2b1e5b-6ff1-4940-b478-34039a1e1174" rel="noopener" target="_blank">Employee Assistance Programs (EAPs)</a>&nbsp;that provide counseling, eldercare referral services, and more. Some employers have flexible leave policies that allow employees to use sick leave to care for others or to share leave, which allows employees to donate unused leave time to other employees.
The&nbsp;<a href="https://www.dol.gov/agencies/whd/fmla" rel="noopener" target="_blank">Family and Medical Leave Act (FMLA)</a>&nbsp;provides another option for caregivers to consider, as it gives eligible employees 12 weeks per year of unpaid leave. This can be used to care for a sick family member.
6. Consider Flexible Work Options&nbsp;&ndash; Many employers are embracing flexible work options as an effective means of productivity for all employees. These can be especially helpful for informal caregivers, as flexible work options can include having flexible work or telework hours. For example, a caregiver may request to work from 10 a.m. to 6 p.m. to be available for early morning doctor&rsquo;s appointments, or from 7 a.m. to 3 p.m. to be home in time to prepare for evening needs.
<a href="https://www.opm.gov/FAQs/QA.aspx?fid=b48bf83b-440c-4f1e-a88c-3cdc9d802ac8&amp;pid=75346675-3b92-4aec-831d-58cf5b0e86d2" rel="noopener" target="_blank">Teleworking</a>&nbsp;is also an effective way to balance work with caregiving responsibilities. By working from home or your loved one&rsquo;s home, you have greater ability to use break times or time that would be spent commuting to care for your loved one.
Other flexible work options include swapping shifts with other employees, coming in on traditional &ldquo;off-days,&rdquo; or working shorter hours on specific days.
7. Research Community Resources&nbsp;&ndash; In addition to gaining resource guidance from an employer, caregivers can also reach out to local agencies that can share a variety of ideas on programs and services to support you and your loved one. For example,&nbsp;<a href="https://eldercare.acl.gov/Public/Index.aspx" rel="noopener" target="_blank">local agencies on aging</a>&nbsp;can provide details on adult day centers, transportation options, and respite programs.&nbsp;<a href="https://ncdj.org/resources/organizations/" rel="noopener" target="_blank">Disability organizations</a>, such as local&nbsp;<a href="https://www.ilru.org/projects/cil-net/cil-center-and-association-directory" rel="noopener" target="_blank">Centers for Independent Living (CILs)</a>&nbsp;can provide information on local activities, support groups, funding initiatives, accessible housing options, and much more.
8. Know Your Limits&nbsp;&ndash; It&rsquo;s very important for caregivers to identify their needs and set physical and emotional boundaries to help manage responsibilities and prioritize self-care. This includes determining what personal space and time you consistently need, the type of communication and interactions you have with others (including co-workers), and any other needs that will help you function at your best. From there, communicate these needs to others so that they can be supportive.
For more ideas on services, programs, and resources to support your needs as a caregiver, visit the&nbsp;<a href="https://www.caregiver.org/" rel="noopener" target="_blank">Family Caregiver Alliance</a>.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Balancing work and caregiving can be tough. Discover tips to manage both effectively and maintain your well-being.

Balancing Your Career When You're a Caregiver

The&nbsp;Assistive Technology Act of 2004&nbsp;defines assistive technology (AT) as &ldquo;any item, piece of equipment, or product system, whether acquired commercially, modified, or customized, that is used to increase, maintain, or improve functional capabilities of individuals with disabilities.&rdquo; Ultimately, AT can bridge the gaps between people&rsquo;s abilities and their job requirements.
Assistive technology can take on many forms, including low-tech devices such as canes and lever doorknobs, or high-tech devices, such hearing aids or motorized wheelchairs. Additionally, computer hardware and software, such as alternative keyboards, screen readers and voice recognition software, serve as forms of AT.
In many cases, while a device may not be considered AT by the mainstream public, it can often be considered so by people with disabilities. For a person with limited mobility, a simple back scratcher can become a reacher/grabber. For a person who is blind or low-vision, a cell phone loaded with appropriate apps can provide access to email, social media, transportation, public venues, and so much more.
Which AT solutions are designed for specific disabilities?
AT is not prescriptive, meaning not every tool will work for every person with the same disability. It is less about accommodating a specific disability, but more about accommodating the specific functional needs of a person with a disability. In many cases, one form of AT can accommodate many forms of disability. For example, voice recognition software can be a significant help for people with limited hand use, but can also be just as helpful for people who are blind/low-vision.
Is AT the same as an accommodation?
While AT can serve as a form of accommodation, it is not the same. Some accommodations, such as alternative work schedules, telecommuting, and&nbsp;<a href="https://www.dol.gov/odep/topics/personalassistanceservices.htm" rel="noopener" target="_blank">personal assistance services (PAS)</a>&nbsp;are examples of non-AT accommodations.
How do I find the right AT for my needs?
Finding the best AT can often be a process of trial-and-error. If you&rsquo;re seeking AT to assist you at work, the first step is to let your employer know about your disability (if you haven&rsquo;t already done so) and that you need AT to effectively do your job.
If you or your employer don&rsquo;t already have an idea about the best AT to meet your needs, it&rsquo;s best to connect to professionals that are either familiar with specific forms of AT or that are trained to match AT to specific needs. This can often include doctors, occupational therapists, rehabilitation professionals, speech-language pathologists, and other AT specialists. Additionally, many states and universities house AT lending libraries, which allow people to try out and borrow devices for various periods of time in order to determine its compatibility for specific needs.
After doing research or consulting with a professional, here are a few questions you can ask to determine whether a specific AT tool will meet your needs, either at work or elsewhere:
<ul>
<li>Does the tool address your specific needs and challenges?</li>
<li>Does it maximize your strengths?</li>
<li>Is there a simpler tool that would work as effectively?</li>
<li>Will it be easy to incorporate into your work?</li>
<li>How easy is it to learn to use the tool?</li>
<li>Will you receive support or training on how to use it?</li>
<li>Is the tool compatible with the existing technology you use? (For example, will it work on your existing computer or mobile device?)</li>
<li>How reliable is the device?</li>
<li>What technical support is available?</li>
</ul>
The above list was modified from Understood.org,&nbsp;<a href="https://www.understood.org/en/school-learning/assistive-technology/finding-an-assistive-technology/checklist-what-to-consider-when-looking-at-assistive-technology" rel="noopener" target="_blank">Checklist: What to Consider When Looking at Assistive Technology</a>.
Who pays for AT in the workplace?
If you identify as a person with a disability, according to the Americans with Disabilities Act (ADA), AT can serve as a reasonable accommodation that your employer can provide to help you perform the essential functions of your job.
If tasks are non-essential functions to do your job, your employer does not have to provide AT. Keep in mind that your employer doesn&rsquo;t have to purchase the latest or most expensive version of a specific device or AT.&nbsp;Additionally, if they find another way to meet your needs without purchasing AT, they can do so.
The&nbsp;<a href="https://askjan.org/index.cfm" rel="noopener" target="_blank">Job Accommodation Network (JAN)</a>&nbsp;provides worksite accommodations solutions, among other services to increase employability of people with disabilities, and has proven that most accommodations cost less than $500. Ultimately, your employer cannot simply say they will do nothing because they can&rsquo;t afford to, unless they have explored all alternatives and can justify that the cost of the AT would cause undue hardship. When all options are eliminated, the next step would be to explore funding the AT yourself.
To learn more about AT funding sources, check out the Assistive Technology Industry Association&rsquo;s (ATIA)&nbsp;<a href="https://www.atia.org/at-resources/what-is-at/resources-funding-guide/" rel="noopener" target="_blank">Funding Resource Guide</a>.
Where do I go to learn more?
Assistive technology continues to increase access to employment for people with disabilities. However, it&rsquo;s important to consider individual needs to determine which AT tools will be best to ensure long-term success. To learn more about assistive technology in the workplace,&nbsp;contact the CareerCircle team.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

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Disclosing a Disability At Work

Balancing Your Career When You're a Caregiver

What is Assistive Technology?

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