Disability Disclosure Effects On Employment Interview Ratings
Disability Disclosure Effects on Employment Interview Ratings
Of Applicants With Non-Visible Disabilities
Summary
This journal article evaluates the response and impact from employers and at
what point an individual with a non-visible disability discloses their disability. Studies
of employers and the interview process have demonstrated that employers do have a preference in regards to individuals with disabilities. The first preference is towards individuals who possess visually observable disabilities, then sensory disorders and finally non-visible or psychological disorders. The consideration of an individual disclosing the information about either a visible or non-visible disability has had direct impact upon the ranking and/or consideration for hiring. This is not only due to whether the individual does or does not disclose the disability but also at what point during the interview/hiring process the disclosure occurs. Employers were noted to give hiring preference to those individuals with visible disabilities and to those who disclosed their disabilities during the initial stages of the interviewing process.
Opinions & Reactions
The results of this study could have a significant impact upon providing a consumer with vocational services, plan development and job placement services. The Consumer can be given insight into what employers are looking for during the interview process beyond the standard education, work history and competencies usually associated with a job interview. The Consumer can consider the ability to provide the information about their disability during the initial stages of the job interviewing process to allow for any necessary accommodations either for the interviewing process or employment success. The consumer may want to provide this information straight away to assure the employer that they are not being deceived. This is especially the case when the disability only arises...
View Full Essay