Understanding the difference between workplace accommodations and adjustments is crucial for both employees and employers. Accommodations are modifications that enable individuals with disabilities to perform their job duties, protected under the Americans with Disabilities Act (ADA). In contrast, workplace adjustments are informal modifications to make a non-disabled (ND) employee's work environment more sustainable. While accommodations require medical documentation and proof of disability, adjustments can be requested by anyone without the same formal process. Some examples of adjustments would include things like blue screen filters for computers, noise-canceling headphones, closed captions or transcripts for virtual meetings, assistive technology like dictation software, and/or the use of fidget devices during meetings.
The Job Accommodation Network (JAN) provides extensive resources and suggestions for both accommodations and adjustments.
Self-Disclosure and Requesting Accommodations:
People are often unsure whether to disclose their disability, as this decision can significantly impact their employment journey. Disclosure can occur at different stages of the employment process. You will need to assess the pros and cons for you at each stage.
1. Application Stage:
- Apply for roles that can be performed with or without accommodations.
- View accommodations as productivity enhancers, not compensations for a lack of skills.
2. Initial Online Application:
- The Voluntary Self-Identification of Disability Form is for statistical purposes only; there is no obligation to disclose at this stage.
3. Interview Process:
- Disclosure might be necessary if accommodations are needed during the interview, such as extended time for tests or alternative formats.
4. Offer Stage:
- Post-offer disclosures are protected, and the job offer cannot be rescinded unless the individual cannot perform essential job functions, even with accommodations.
5. In the Workplace:
- It’s advisable to disclose a disability before it affects job performance to ensure necessary accommodations are in place.
Disclosing a disability has its pros and cons. It can be daunting due to potential negative biases from employers. However, it provides legal protection against discrimination under the ADA and facilitates open conversations about necessary accommodations. Some factors to consider regarding disclosure include your comfort level in disclosing, knowledge and clarity about one’s disability and the necessary accommodations in order to perform the essential job functions. Educating yourself about your disability, potential job accommodations, and legal protections under the ADA are important preparatory steps. Seek advice from your network and professionals who have successfully navigated workplace disclosures.
RESOURCES
The Job Accommodation Network (JAN)’s A to Z of Disabilities and Accommodations (n.d.-a) offers additional accommodation and adjustment suggestions.
This Disclosing Disability for Employment Handout (UNC Carolina Institute for Developmental Disabilities, 2018) provides an overview of opportunities for a job candidate to self-disclose, as well as a list of questions the candidate should deliberate.
** If you are a trainee at the NIH and you want to talk about accommodations needed in the workplace, you should connect with an OITE career counselor and the Director of OITE, Dr. Sharon Milgram. You can also reach out to an EDI Reasonable Accommodation Consultant to initiate a request.