Work in Progress Podcast
Featuring Scott Hoesman
Estimated read time: March 27, 2024
Scott Hoesman explores the topic of disability disclosure alongside Ramona Schindelheim, Editor-in-Chief of WorkingNation and host of the Work in Progress podcast, in Episode 308. We are delighted to provide Scott’s perspective and insights to you here, lightly edited for clarity, along with a link to the podcast further below, for independent listening.
If you are new to the Work in Progress podcast, here is a brief description provided by WorkingNation.
“Work in Progress explores the rapidly changing workplace through conversations with innovators, educators and decision makers, people with solutions to today's workforce challenges. By fostering candid conversations, this podcast illuminates the multiple dimensions of disability disclosure, aiming to empower individuals and transform the workplace into a more inclusive space for everyone.” - WorkingNation
In this recent podcast entitled, “Disclosing a Disability is Deeply Personal", Scott Hoesman contributes his unique perspective, insights, and tips on the topic of disability disclosure at work.
Growing Employer Recognition: Shifting Perspectives Post-COVID
I think there's even a greater demand and employers see the power of opportunity by looking for candidates with disabilities, partly because of the unfortunate and awful COVID experience. We've proven that we can do work and conduct our work in a variety of ways, and it's not just in person, and that has greatly benefited the disability community at large.
The research is starting to bear that out, not in all cases, and I don't want to imply that COVID was good for the disability community by any stretch because there were a lot of really negative downsides with COVID, but in terms of variability in the way we work and engage in our workplaces, there do seem to be some silver linings.
Shifting the Onus: Redefining the Role of Disclosure in Interviews
I want to pause too, because we try to make this really clear with our clients that we consult with. The onus of disclosure should not be solely and initially only placed on the candidate's shoulders.
If I had my wishes, every interview would begin when the scheduling happened of that interview, whether it's virtual, whether it's in person, whether I'm flying someplace, whether I'm doing it at a coffee shop, every scheduled interview would begin with a question,
"Are there any accommodations that would make this interview more successful for you?"
Advising Job Seekers & Employees Considering Disclosure
My advice for job seekers and employees considering disclosure is to recognize that no one understands what is really important to you, and what do I mean by that?
If you know that your ability to thrive and succeed in this job or this work environment relies heavily on your ability to be out and disability proud, then lean into that, and that would mean to me, it'd be a signal that earlier in the process, disclosure may be most appropriate for you because why would you want to go through the process and not disclose and uncover that the environment really isn't going to be that place for you?
If you know that your ability to thrive and succeed in this job or this work environment relies heavily on your ability to be out and disability proud, then lean into that…
Testing the Waters with Predisclosure Questions
And then the last tip I'll offer on this is, don't be afraid to test the waters. I mean, with that, you can ask predisclosure some seemingly benign questions of the interviewer or the HR representative or the recruiter. There are things like,
Does this organization have a disability inclusion employee resource group? How active are they?
How do they engage with employees and team members?
How does one become a member of these groups?
You can kind of get a sense from some of those answers on how comfortable with disability inclusion or disability as a topic the interviewer is, and they may not speak for the whole company, but at least you'll get a sense on what their perspective is.
Rising Tides: The Growing Recognition of Disability Talent
Candidates with disabilities are increasingly sought out in the corporate landscape. I've been doing DEI work for over 28 years. We're at a place now where the outward and overt need, want, searching for candidates with disabilities is higher than I've ever seen it.
We’re at a place now where the need, want, searching for candidates with disabilities is higher than I've ever seen it.
Many employers, not all, not all by any stretch, but many employers are actively seeking candidates with disabilities, and so they are signaling in some ways, you can look for those signals that this is a place that wants me and lean into that earlier in the disclosure or in the interview process as you feel comfortable. Again, that aligns with what your personal needs are in the workplace.
Building Support: The Value of Allies for Disabled Employees
It’s important for all employees to have allies in a company, and that's especially true for disabled employees. Larger and even mid-sized companies are increasingly likely to have resources and advocates for those employees with disabilities.
Many organizations have employer business resource groups. These are groups where employees gather around a dimension of diversity or difference that they may have or have an affinity towards. There are women's groups or LGBTQIA groups, racial or ethnic employee groups and disability inclusion groups or caregiver groups. When an employer has those groups, those important EBRGs (Employee Business Resource Groups), as a job seeker, you can ask,
“What sort of access will I have to these EBRGs?” Or, "How do I contact somebody from that group to be a mentor or buddy should I be employed at your organization?"
It can be a great signal that you're willing to engage beyond just the work and companies invest heavily in these groups and the DEI efforts, so that may be a good way for you to engage.
Honoring Fellow Contributors
A shoutout to my fellow expert contributors, including Kirk Adams, Everette Bacon, Deb Dagit, Sam Estoesta, Becky Kekula, and Wendi Safstrom, for sharing your unique perspectives. Your insights are invaluable.
Tuning Into the Podcast
You can find the podcast here: https://workingnation.com/disclosing-a-disability-at-work-is-a-personal-decision-but-one-that-can-benefit-the-worker-and-employer/