When and How to Disclose: Disclosure and the Rehab Professional RSA REGION V Teleconference Series Sept. 28, 20004

1. � 2004 McCreedy, McAdam All rights reserved SLIDE 1 When and How to Disclose:Disclosure and the Rehab ProfessionalRSA REGION V Teleconference SeriesSept. 28, 20004� Kathy McCreedyDiverseAbility LLC�Cathy McAdam

2. � 2004 McCreedy, McAdam All rights reserved SLIDE 2

3. � 2004 McCreedy, McAdam All rights reserved SLIDE 3 AGENDA Disclosure and disability: why does this issue challenge our communication skills? Co-existing disability and a felony record Increasing confidence in handling disclosure issues Developing a proactive disclosure strategy that is specific for each client Guidelines or considerations for disclosure Employer�s Perspective And what about the ADA?

4. � 2004 McCreedy, McAdam All rights reserved SLIDE 4 WHY DOES THIS ISSUE CHALLENGE OUR COMMUNICATION SKILLS Dual challenge for the rehab professional Client�s rights and needs relative to disclosure Counselor�s ongoing relationship with employers Cultural bias that �not disclosing� is �lying� Complex process- about relationships and skills Job Applicants and the Americans With Disabilities Act http://www.eeoc.gov/facts/jobapplicant.html

5. � 2004 McCreedy, McAdam All rights reserved SLIDE 5 The paradox of disclosureISthe reality of discrimination and the perils of secrecy

6. � 2004 McCreedy, McAdam All rights reserved SLIDE 6 CO-EXISTING DISABILITY / FELONY RECORD Disability and felony co-exist, creating complex disclosure issues, but they are very different There is a legal requirement to disclose felony history if asked in job application or interview. There is not a legal requirement to disclose disability if you can do required essential functions of the job with or without accommodations. � Requires proactive, confident disclosure strategy Michigan Civil Rights Commission, Pre-Employment Inquiry Guide. http://www.michigan.gov/documents/pre-employment_inquery_guide_13019_7.pdf New Way In, Inc wring@camw.net .

7. � 2004 McCreedy, McAdam All rights reserved SLIDE 7 �INCREASE DISCLOSURE CONFIDENCE REHAB PROFESSIONALS AND CLIENTS Develop with your client a proactive disclosure strategy- don�t make assumptions or leave to chance � Client- The power is in believing I have control over disclosure strategy� linked to self-perception and internal and external oppression Counselor- Confidence in client�s ability to do the job with or without accommodations supports a decision to not disclose prior to hiring

8. � 2004 McCreedy, McAdam All rights reserved SLIDE 8 BUILDING CONFIDENCE External oppression - Go on disability Internal Oppression - I can�t do that job �Disbelieve the damaging myths that the world uses to justify not hiring us� � Brown � Doing something different can be a strength � Develop assertiveness- see page 44 in Ryan Bolles, Richard N. Bolles and Brown, Dale Susan. Job Hunting for the So-Called Handicapped or People with Disabilities. Berkeley: Ten Speed Press, 2001. Chapter 5 Ryan, Daniel J. Job Search Handbook for People with Disabilities. Indianapolis: JIST Works, 2000. Chapter 3

9. � 2004 McCreedy, McAdam All rights reserved SLIDE 9 �DEVELOPING A PROACTIVE DISCLOSURE STRATEGY SPECIFIC FOR EACH CLIENT Should I? Why? When? How?

10. � 2004 McCreedy, McAdam All rights reserved SLIDE 10 DISCLOSURENO ONE ANSWERTHREE PRINCIPLES Disclose at point where disclosure supports your goals Getting hired Keeping your job Being successful Employers hire people with whom they are comfortable Disclose to get the accommodations you need

11. � 2004 McCreedy, McAdam All rights reserved SLIDE 11 THE HOW OF DISCLOSURE NO ONE APPROACHCLIENT SPECIFIC When? Who Does It? How is it done?

12. � 2004 McCreedy, McAdam All rights reserved SLIDE 12 �THE DISCLOSURE TIMING CONTINUUM Before the job interview During the interview process After you start working Never � �Successful Job Search Strategies for the Disabled, Understanding the ADA,� by Jeffrey G. Allen (1994, John Wiley and Sons)�

13. � 2004 McCreedy, McAdam All rights reserved SLIDE 13 POSSIBLE DISCLOSURE STRATEGIES During networking Third party reference Resume Cover letter Employment application When employer calls for interview At the interview After you are offered job After you start working Never

14. � 2004 McCreedy, McAdam All rights reserved SLIDE 14 GUIDELINES & CONSIDERATIONS THE CONTROVERSIAL �NEVER DISCLOSE�  Job Application� Cover letter or Resume� Possible exceptions Job objective is supported by your disability, such as a rehabilitation counselor When applying to a program that is focused on hiring students with disabilities

15. � 2004 McCreedy, McAdam All rights reserved SLIDE 15 ]DISCLOSURE CONSIDERATIONS DEPEND ON INDIVIDUAL RELATIONSHIPS Visible or non-visible disabilities Apparent or hidden �

16. � 2004 McCreedy, McAdam All rights reserved SLIDE 16 Proactive Disclosure - Hidden Disability After you have received written confirmation of job offer Only disclose to the person who is hiring you After you start work Timing issues are critical Never disclose Remember, you need to disclose to get accommodations

17. � 2004 McCreedy, McAdam All rights reserved SLIDE 17 Proactive Disclosure - Hidden Disability � Learning differently is a strength Self-care is a strength Timing �

18. � 2004 McCreedy, McAdam All rights reserved SLIDE 18 Proactive Disclosure - Apparent Disability Informational interviews at the company After the employer calls to set up an interview Never disclose to a third party who is not interviewing you Wait until you have written confirmation of job interview Personal reference letter, call or rehab professional Assure disability is handled accurately Wait until the interview ����

19. � 2004 McCreedy, McAdam All rights reserved SLIDE 19 Proactive Disclosure - Apparent Disability Practice run Shock effect Invite questions Accommodations during the interview process

20. � 2004 McCreedy, McAdam All rights reserved SLIDE 20 HOW DO I DO IT? Research type of job and the company profile, culture, and environment Define your disclosure strategy My disability is (be brief and non-clinical) Strategies that I have developed to address disability and doing essential functions of job Skills I have developed, as a result of disability What is it that I do very well. Proactively address interviewer�s fears Clearly share your accommodations strategy Assure accommodations strategy is implemented for your success.

21. � 2004 McCreedy, McAdam All rights reserved SLIDE 21 DISARM INTERVIEWER�S FEARS Employers hire people with whom they are comfortable Doing the job with a disability Costs of accommodations and health care Relationships with other co-workers Safety issues Can I fire a person with a disability for poor performance?� Chapter 4 in Brown, Chapter 11 in Allen http://janweb.icdi.wvu.edu 

22. � 2004 McCreedy, McAdam All rights reserved SLIDE 22 DISCLOSURE CHALLENGES AND OPPORTUNITIES FOR THE REHAB PROFESSIONAL� Should I disclose for the client? Why? Disclose when there is a greater chance of being hired by doing so Existing relationship with employers Knowledge that client�s resume (GPA, limited work experience) does not accurately reflect person�s skills for job Knowledge of employer�s needs and ability to optimize job for client�s strengths When ? When you make the contact, you have disclosed for the individual Be ready for the question, �What is the person�s disability?� � How? Use the proactive disclosure strategies to define with client the optimum way to disclose ? Increase the person�s chance of being hired and maintain employer relationship Discuss with client the value in disclosing required accommodations for success, once disclosure of a disability has been made to a potential employer.

23. � 2004 McCreedy, McAdam All rights reserved SLIDE 23 WHAT THE EMPLOYER NEEDS TO KNOW AND DO Interviewing skills - Interpersonal skills critical � If a person proactively discloses disability, the interviewer can follow up with questions, linked to how the person will perform the requirements of the job. � If a person has an apparent disability, that they have not verbally disclosed, but which might impact how critical job functions are performed, the interviewer may ask the person how they would perform those job functions. �

24. � 2004 McCreedy, McAdam All rights reserved SLIDE 24 Management and recruiter traininghttp://www.disabilitylearningservices.com/  Unit 3 Objectives� Define disability etiquette and why it is important. Discuss portrayal issues. Explain how to treat a person with a disability with dignity. Describe reception etiquette. Discuss service dog etiquette Use conversational etiquette Describe appropriate interviewing etiquette

25. � 2004 McCreedy, McAdam All rights reserved SLIDE 25 WHAT ADA DOES FOR YOUChapter 2 in Brown; Chapter 13 in Ryan; Allen book� Doesn�t get you the job Full access to job postings Employer may not ask about a disability - but you can proactively bring up. The employer can ask you how you will perform a critical job function Employers can give medical exams only after job offer has been made and if they give medical exams to all people who have job offers. Right to reasonable accommodations in job application, interviewing, and on the job Increases confidence in taking proactive stance with employers Legal options if you have been discriminated against � this is a last step.

26. � 2004 McCreedy, McAdam All rights reserved SLIDE 26 BEYOND THE ADA� Proactive positioning and disclosure strategy is all about getting the job you want and are qualified to do.� Accommodations are cost-effective, saving money, time, production, and promoting talent and leadership. The ADA protects your rights and provides a legal option to address discrimination that you can prove, but it is a last step and might be a �long shot� for protection.

27. � 2004 McCreedy, McAdam All rights reserved SLIDE 27 DiverseAbility www.diverseability.com Kathy McCreedy 989-631-8867 kmmccreedy@chartermi.net kathy@diverseability.com Cathy McAdam and Ginger 313-563-1412 mcmcadam@comcast.net cathyandginger@diverseability.com �