Some applications for government jobs ask me to list any disabilities that would require reasonable accommodation. This is obviously an attempt to ostensibly comply with the Americans with Disabilities Act, which requires employers to accommodate disabled employees if the accommodation is reasonable.
Does anyone know what employers actually do with this information? I have hearing loss, which can, at times, require reasonable accommodation. Would putting this information down give me some kind of CYA preference in the interviewing process, or would it just be viewed as another reason not to hire me?
Has anyone seen good results from listing their disability on a job application?
If it’s something that will need accommodating during the interview process, then I’d bring it up when the time is appropriate. For example, where I work, our hiring process often includes phone interviews. I would hope that someone with hearing loss would inform HR of that when we contact them to schedule the phone interview. That way, we can adjust our procedures so the applicant has the same ability to show their self in the best light.
Otherwise, if it’s not something that’s likely to come up until the job is offered, I’d leave it until then. But if not disclosing could mean that you reduce your ability to be considered at the same level as others, I go with disclose it to HR (not necessarily the supervising manager - HR should let them know what accommodations will be made).
I would and I’m disabled. I no longer can work due to a severe back injury, but would live to if possible. I do realize that listing a disability could possibly hurt your chances at getting hired, but I would list it so if you do need an accommodation you disclosed the problem before being hired. The company would have a hard tine denying a reasonable accommodation if they hired you knowing that you have a disability.
In my case I was a telephone tech when I was injured on the job. This type of job required me to lift on occasion heavy objects and to stand for long periods. If I was able to resume this type of work and didn’t disclose my back injury at the start I think the company would certainly have an issue if I needed help lifting things or told them I’m unable to stand for very long. However, if I disclosed my disability prior to being hired, they would have a reasonable idea of my limitations and I would think wouldn’t have a problem arranging an accommodation to help me with a work task.
Thanks for the help guys. One of the problems with my hearing loss is that I can’t really tell if it will be an issue or not. With hearing aids I can hear perfectly fine unless the acoustics in a room are particularly bad (i.e. high ceilings or hardwood floors), or I use an older phone model that has low volume and isn’t compatible with hearing aids.
I really have no idea whether I should tell everyone my hearing loss might be a problem when it’s only a problem in very limited circumstances.
Are you in New York State? In NYS, there is hiring preference for the deaf/HOH in civil service jobs; this preference is established by a state law. If you live in NY, or your state has comparable provisions, you should definitely disclose. Moreover, government legal agencies are usually scrupulous when it comes to avoiding the appearance of discrimination. I believe if you are otherwise qualified, the chances of disclosure harming you are trivial. It is more likely to help you; the agency might be scared to reject you without a very good reason.
Most companies have a policy that any incorrect information on an application can be grounds for firing, so my focus would be on making sure I don’t say anything that is outright incorrect. You’d have to parse the question and your response carefully, but I think the wording described in the OP would lead me to say that you should reveal it.
I’m disabled & work at a government job. I think that the government is pretty good about not discriminating about disability in the hiring process. In the private sector, it is definitely a problem! But I don’t think that you necessarily need to disclose your disability right away though I also don’t think it would hurt to do so. You can request a reasonable accommodation at any time regardless of whether or not you discussed it up front.
It’s probably best to reveal it. From what you describe, it doesn’t sound difficult to accommodate and by law the company is prohibited from using it to discriminate against you in hiring. If they do unethically use it against you - well, that might not be a company you want to work for.
If they’re asking for it, it would be a bad idea to leave it out. On the other hand, they might be asking if you’ve been certified as disabled. I know a couple of people who have percentage disabilities determined by the Army. You may want to have them clarify the question.
If it’s a job application for a federal government job, it is not in the job application, per se. It’s a voluntary addendum document. You don’t have to complete it.
In fact, any discussion of a disability should not take place in a job application nor during any interview. Only after an applicant is hired is when any disability, if it may impact the job, should be disclosed. Your mileage may vary, but the disability experts I work with tell me an applicant need not disclose any existence of a disability, especially if it has no apparent impact to do the job.
(note re: that link: “non-competitive” is a term of art - it means you don’t need to take a civil service test. It doesn’t mean there is no competition for the position.)
I work for NYC government agency, as an attorney. Feel free to PM me if you have questions.