Employee Self-Advocacy: How To Talk To Your Employer About Your Disability was originally published on DiversityComm.
By Paula Morgan, Forbes
Not everyone feels comfortable sharing their personal lives with their employers, particularly when it comes to health issues and disability. Legally, you are in no way obligated to disclose your disability to your employer, or even to a potential employer during an interview. It is also illegal for employers to ask about it outright, but once you bring it up, the topic is fair game.
Sometimes, however, it’s necessary to mention your disability to your employer, particularly when you are requesting a reasonable accommodation to help you perform your job better. While it may be a scary conversation, talking about your disability with your employer is an important opportunity to be an advocate for yourself, which is something that all employees should learn how to do.
Self-advocacy is as simple as taking the initiative and having the confidence to talk with your employer about your needs in the workplace. For some, this conversation may center on a deserved raise or promotion, but at its core, advocating for yourself is about communicating what you need to do your best work. Even if you are working with a case manager to find a job that embraces individuals with disabilities, you cannot and should not depend on other people to advocate for you.
We’ve seen the powerful impact self-advocacy has had on our customers here at Allsup Employment Services. One success story that stands out came from an individual who had returned to work at the Post Office after being out of work for a year due to her disability. She struggled to do the heavy lifting required for the job and was about to quit, when she received a letter from her union about the possibility of switching to light duty.
After speaking with one of our case managers about what that would look like and getting a letter from her doctor, she met with HR and the union, who helped her to outline the duties she could do to fulfill the light duty assignment. She has been back at work and thriving for months, all because she made the decision to speak up.
Advocating for yourself begins by having a conversation with HR or your employer, and the best way to start is by framing it in a way that makes your priorities clear: taking care of your health and doing your job well. Use this time to be transparent with your employer. Talk about the challenges that you’re facing and lay out specifically what you believe you need to overcome those obstacles and function at your highest level in the workplace.
Make sure to keep the conversation positive and highlight the correlation between the accommodation you are requesting and the impact it will have on your performance. One of our case managers was helping an individual who was working really hard to manage a job she couldn’t physically do, and her supervisor recognized that, as well as the fact that it wasn’t a good fit. But because of her hard work and dedication, her employer offered her the opportunity to transition into a position that aligns better with her abilities.
Another piece of the puzzle that stops employees from requesting accommodations is the confusion over whom to ask. It’s different for everyone, and it may be more than one person. For some, it could be HR or a manager, but it’s always best to start out having these conversations with your immediate supervisor. Someone with whom you work on a daily basis is in the best position to recognize the great work you’re doing and the workplace obstacles that might be hindering your performance.
Employers will often need to strategize with HR to determine employee eligibility for an accommodation and how to provide it, but in most cases, the biggest obstacle is that the employee doesn’t come forward out of fear. Often the solution could be as simple as a flexible schedule, for individuals who have frequent medical appointments, or an inexpensive piece of equipment to make a desk accessible for use of a wheelchair.
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