It is no secret that for the 1 in 5 Australians living with disability or some form of health condition that they are significantly disadvantaged when it comes to securing employment. Once a person with disability has defied the odds and secured an interview, or even better landed the new position, they are then left scratching their head asking themselves a difficult question – Should I share information about my disability or health condition? While we understand the fears a person may have around sharing information with their employer, we are going to highlight why it is so important for a person with disability to feel comfortable to share information about their disability. The decision to share information is even more challenging for those living with invisible disabilities, as they could easily blend into their workplace without having to risk experiencing discrimination. However, they would then give up the opportunity to get additional support and to feel more comfortable in their workplace. atWork Australia have published an article which provides tips on how to support employees with invisible disabilities. You can read here.
We are starting to see the terminology “sharing of information” becoming the preferred term, rather than “disclosure of information” as the term disclosure or disclosing may imply that a person is sharing negative information about themselves. Where as there should be no shame or it should not be seen negatively that a person has a disability and that they are choosing to share information about that with their employer.
Fear of discrimination
It is completely understandable that people with disability have a fear of discrimination when it comes to sharing information of their disability with a potential employer. Most likely because they have unfortunately experienced discrimination in the past. This may be by way of being unsuccessful in job applications when they have chosen to share information, being looked over for a promotion or additional training in previous workplaces or they may have blatantly been treated poorly in the past as a direct result of their disability.
As a Nation there are signs of positive changes in the diversity and inclusion space, however, statistics indicate that what is being done, is not enough. The latest statistics released by the Australian Institute of Health and Welfare indicated that 46% of the complaints received by the Human Rights Commission in 2022-23 were about disability discrimination. A more staggering statistic highlighting the need for drastic change for the way disability is viewed in our workplaces and communities can be seen through the fact that in 2018, 44% of respondents who live with disability said that they avoided situations because of their disability. I ask you to stop and consider this. People are actively choosing to avoid situations because of how others treat them. Consider how this would impact your ability to engage with the workforce if this was your reality. To find out more about the statistics on discrimination, read here.
Choosing to share
There are no legal obligations for a person with disability to share information about their health condition with their employer if it does not impact their ability to perform the duties of their role. However, leading Employment Services provider, atWork Australia strongly encourages people to share information with their employer because choosing to share information can lead to a much happier, safer and productive workplace for all involved.
Choosing to share information is totally up to the individual, so they can decide when they share, with whom they share and how much information they want to share. This information is confidential and might be something a person decides to share with their direct manager or the company’s human resources department.
How to create a safe space to share
Creating a safe space for people to share information comes back to having an organisational culture that values diversity and inclusion. People need to see that these values are more than just words on a page. These values need to be demonstrated at all levels of the business, managers need to be openly speaking about the benefits of diversity and inclusion, asking their team members if there is any additional support they need to be able to perform their role to the best of their ability. It is only when a person feels comfortable within their work environment that they will feel they have the trust to share their information with others. Creating this type of culture take time, effort and requires buy in from all levels of management.
Benefits of sharing information
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Help to get the right support
If a person decides to share their disability information it gives their employer a better understanding of the support they may require in the workplace. It allows the individual to fully participate in all aspects of their employment in a safe environment. By being open with your employer, it allows you to negotiate reasonable expectations and collaborate to develop the most appropriate processes to suit the individual’s requirements. The person choosing to share information could be considered an honest employee, a person who is not afraid to put their hand up and ask for what they need to perform the role and an advocate not only for themselves but potentially for others.
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Better employee experience
If a person chooses to share their disability information, there are benefits for both the employee and employer. It allows the person with disability to be the best version of themselves and continue to develop their capabilities. While the employer benefits from having a more engaged and productive employee. All it takes is one person to have the courage to share their information and ask for the support they require to perform their job, which can help foster a more inclusive workplace. This could encourage others to then share information about the challenges they face in the workplace, leading to further improvement of process, creating more initiative solutions and overall improved performance and productivity.
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Encourages open communication
Being open and sharing information about the support you require in the workplace can lead to more supportive and honest conversations. It means you can ask for reasonable adjustments and brainstorm various options to come up with the best solutions to support your needs. If a person decides to share information with their colleagues, they too can also add further support, by using the persons preferred methods of communication. For example, a hard copy document could be difficult to read for a person with a vision impairment and may prefer a digital copy, oran email would be preferred over a phone call for a person who is hard of hearing. These simple adjustments would not be possible if a person does not feel comfortable to share information about the challenges they face in the workplace.
Examples
Every year, atWork Australia helps thousands of Australians to overcome their health barriers and get the support they need to thrive in their workplace. Read the Good News Stories below to see how atWork Australia clients have benefited from sharing their information.
Guy is looking to help even more people find work with the right support
Kiarah has found happiness in her employment
Conclusion
After reading this blog we hope you feel more comfortable to share and can see the benefits of sharing information with your employer. If you are an employer, we hope that this information helps you to feel more confident to create an environment where people feel safe to share their information. If you need support to create an inclusive workplace that embraces diversity, get in touch with atWork Australia today.
