Every workplace has untold stories — stories of individuals balancing professional demands while navigating personal challenges, often in silence. Disability disclosure is one of these stories, and for many, it carries weight beyond words.
Applying for jobs as a disabled job seeker myself, I wrestled with the question of when in the process to disclose my disability. As a disability employment advocate, I’ve seen firsthand the barriers people face when deciding whether to share their disability status.
It’s not just about accommodations — it’s about trust, belonging, and the desire to be recognized for who you are without fear of judgment.
When an employee feels safe enough to disclose their disability, the impact goes far beyond access to resources. It fosters a sense of belonging, a feeling that they are valued not despite their disability but because of the unique strengths and perspectives it brings. These moments don’t just support individuals — they strengthen entire teams and organizations.
There is still a critical gap in our progress toward truly inclusive workplaces. While demographics suggest that around 15% of any company’s workforce likely has a disability, most organizations report disability rates of only 1.5% to 4% among their employees. This discrepancy points to a significant number of employees — over 10% in any workplace — who have disabilities but aren’t disclosing them.
Federal contractors, for instance, are required to have 7% of their workforce on federal contracts be people with disabilities — a target many struggle to meet. But compliance alone isn’t the end goal. Creating an inclusive workplace is about unlocking the full potential of the workforce, fostering innovation, and building a culture where everyone thrives.
Laurie Henneborn from Accenture shared her journey to disclose her non-visible disability:
“For years, I was reluctant to share my disability at work. I worried about being seen as less capable or being passed over for opportunities. But when I finally opened up, I found support I never expected. It allowed me to access accommodations that dramatically improved my work life.”
Similarly, Chuck Edward from Microsoft reflected:
“Disclosing my disability was a turning point in my career. It not only helped me perform better but also inspired others to be more open about their own needs.”
These experiences reveal the heart of the matter: workplaces thrive when people feel they belong, when they can speak openly, and when they know they’ll be supported. It’s not just a professional shift; it’s a deeply personal one.
For employees with non-visible disabilities, sharing your experiences with your employer can be transformative. It not only allows access to accommodations that improve your work life but also creates a ripple effect, paving the way for others.
For employers, creating an environment where employees feel safe disclosing disabilities goes beyond compliance — it’s about measurable business benefits. Research shows that organizations that prioritize inclusion experience:
- Increased employee engagement, as workers feel valued and supported.
- Higher productivity and innovation, driven by diverse perspectives.
- Reduced turnover, leading to cost savings in hiring and training.
- Stronger brand loyalty and public reputation, as customers increasingly value businesses that demonstrate social responsibility and inclusivity.
Furthermore, companies gain access to a broader talent pool. Talented individuals with disabilities represent a largely untapped market. By fostering a culture where they feel valued, companies position themselves as leaders in attracting and retaining diverse talent, giving them a competitive edge.
To move forward, we need to reframe the conversation. Instead of the clinical sounding “self-disclosure,” let’s talk about “sharing” our experiences and needs. Employers can create psychologically safe environments by investing in:
- Training programs to build awareness and understanding.
- Transparent communication about accommodation processes.
- Visible support from leadership to foster trust.
By working together to bridge this disclosure gap, we can create truly inclusive workplaces. This transformative effort strengthens organizations, improves employment outcomes for people with disabilities, and benefits communities as a whole.
Let’s embrace the power of sharing and build a more inclusive future of work for everyone.
For more detailed information, read my dissertation, “Journeys Through Rough Country.”
” Inclusion isn’t just the right thing to do — it’s a strategic advantage. “
Dr. Kirk Adams, Ph.D.
Advocate, Leader and Keynote Speaker on Disability Inclusion & Leadership
Leading the Way to Accessible Innovation
Innovative Impact, LLC Consulting
Managing Director
Impactful Workforce Inclusion Starts Here
Connect With Me:
Website: https://drkirkadams.com
Dissertation: https://drkirkadams.com/dissertation
Email: kirkadams@drkirkadams.com
Phone: +1 (206) 660-1363
Subscribe: https://drkirkadams.com/subscribe
Facebook: https://drkirkadams.com/facebook
LinkedIn (Individual): https://drkirkadams.com/linkedin
LinkedIn (Company): https://drkirkadams.com/linkedinpage
Mastodon: https://drkirkadams.com/mastodon
Medium: https://drkirkadams.com/medium
RSS: https://drkirkadams.com/feed
X (Formerly Twitter): https://drkirkadams.com/x
YouTube: https://drkirkadams.com/youtube
Address: 140 Lakeside Avenue, Suite A, Seattle, Washington 98122-6538