About 20% of the population has a disability of some kind, the Census Bureau reports. Of those with conditions categorized as "non-severe", 48% between the ages of 21 and 64 are working full-time, versus 63% without any disability who hold full-time jobs. The gap is smaller than you might expect, given that most employers -- 82%, according to a survey last month by the nonprofit Kessler Foundation -- have no programs in place for integrating people with disabilities into the workforce. Moreover, the poll found that 19% of companies have a specific person or department overseeing the hiring of the disabled. That's a big drop from the 40% rate that was recorded the last time the foundation surveyed employers on this question, in 1995.
It may not be coincidental that the Equal Opportunity Employment Commission says more people with disabilities filed discrimination charges against employers in 2009 than at any other time in the federal Americans with Disabilities Act's 20-year history. About 21,500 ADA-related complaints were filed with the agency last year.
The ADA prohibits hiring managers from asking job candidates any medical questions, and the consensus among legal experts in this field is that you're under no obligation to bring up the subject in an interview, unless you have reason to believe it could affect your ability to do your job.
And there's the rub. Since you managed to work around your condition in your last job, do you think you could do the same in a new position?
"You need to do a candid self-assessment," says Lori Golden, head of an extensive program at Ernst & Young called AccessAbilities, aimed at hiring and developing talented people who happen to have disabilities. "How often do the episodes of severe illness occur and, most important, what is their impact?
"The Americans with Disabilities Act requires employers to make a 'reasonable accommodation' for people with disabilities," Golden says. "But if you really believe you could not perform at a high level even if the employer is willing to work with you on it, then don't apply for that job."
Of course, making this determination requires that you understand exactly what the job will entail, so ask interviewers for as much detail as they can give you. Then, figure out what kinds of "reasonable accommodations" might be possible. If, for instance, it would help to be able to work from home occasionally, you can ask about that in an interview without going into detail about why you want to know.
"Flexibility about when and where you work is one of the most important tools for people with disabilities, so seek out employers who offer that," Golden suggests. The main emphasis of your job search should be "your skills and experience, and why you would be a great fit," she says. "Focus on your abilities, not your disability." Once you are hired, consider having a candid talk with your new boss about your condition.
"People tend to overlook the risks in not revealing the information. Bosses can't make a 'reasonable accommodation' if they don't know you need one. If you do get hired and your performance falters because of an illness you've kept secret, it can be hard to repair the damage," says Golden.
To help both employees and employers navigate this complex territory, Ernst & Young has written a free online guidebook called "Getting support, supporting others." You can read it here.
From Fortune.
