If you want to get the best out of your employees and make sure they feel comfortable in their work environment, it's important that you know how to handle disclosure.
Organisational leaders should encourage and model conversations about accommodations.
Organisational leaders should encourage and model conversations about accommodations. If a leader has a disability, it helps to share that information with colleagues. When leaders talk openly about their own experiences, they help employees see that it's okay to disclose disabilities as well. They can also help create a culture where people feel comfortable discussing accommodation needs at work—and that those needs will be met in a timely manner.
Leaders should also set the expectation for all employees that you are here to support each other when you need assistance. This sets up the dynamic where everyone is looking out for one another, which creates an overall sense of safety within your team or company
Be sensitive to what someone may be experiencing by not disclosing.
- You may not know what they are going through.
- You may not know how they feel about their disability.
- You may not know how they feel about disclosing their disability.
- You may not know what they are experiencing, so don’t assume that you do and make them feel bad for it!
Share information about the benefits of disclosing.
Share information about the benefits of disclosing. You can help your employees understand why it's important to disclose. For example, they might be able to get more time off or a more flexible schedule, which will make them more productive when they're at work. They might also get access to equipment that makes their jobs easier and safer, so they stay on the job longer and don't get injured as often. Additionally, making accommodations for employees with disabilities helps create a diverse workplace environment where everyone has an equal opportunity to succeed.
Set up opportunities for employees with disabilities to share their stories.
Set up opportunities for employees with disabilities to share their stories including their challenges and successes, with other segments of the workforce. Stories are an effective way to help employees understand what it's like to be in someone else's shoes. It can also help people feel less alone, more confident about their ability to do their job and more likely to disclose their disability.
Employees with disabilities should be encouraged—and even invited—to share their stories with other segments of the workforce. This approach could include a series of lunchtime conversations between employees from different departments, so that everyone can learn from each other’s experiences and perspectives. It’s important that these conversations are not limited only to those people who have been diagnosed with a disability; everyone needs to understand how they fit into this picture too!
Employees are more likely to disclose a disability if they trust their employer.
In addition to making it safe for employees to disclose their disability, you should also create a culture of trust where employees are able to be open about other aspects of themselves with their colleagues. Employees who feel supported and respected by their managers and co-workers are more likely to feel comfortable disclosing issues related to mental health.
Summary
Employees with disabilities are more likely to disclose a disability if they trust their employer. The best way for organisations to encourage employees to disclose is by modelling an open and encouraging culture that encourages people to talk about their experiences. When employees feel safe, it can lead them down a path to better health and well-being, improved productivity on the job, and higher rates of retention.
