By Marco Pasqua
Self-disclosure of a disability is a personal choice, one that can be fraught with uncertainty and fear of discrimination. As someone whose disability is immediately visible, I've grappled with this firsthand. When I roll into a room, my cerebral palsy is pretty much front and center — there's no hiding it. But for many people with invisible disabilities, the decision to disclose is complex. Will it impact how employers perceive them? Affect their chances of getting hired or advancing in their career?
The truth is, disclosing a disability should be seen as a strength, not a weakness. It's an opportunity to showcase resilience, adaptability, and unique problem-solving skills. But creating a culture where employees feel safe and empowered to self-disclose starts with employers — particularly those in the financial industry, where representation of people with disabilities has traditionally been low.
So, how can financial institutions encourage self-disclosure without being heavy-handed? It starts with the messaging.
Crafting Inclusive Job Postings
The language used in job postings can make a world of difference. Instead of generic equal opportunity statements, get specific about your commitment to accessibility and inclusion. Highlight any accommodations or flexible work arrangements you offer. Use phrases like "we welcome applicants of all abilities" or "if you require any accommodations during the hiring process, please let us know." A great example of this is in the Recruitment Accommodations tool1 I wrote for HireforTalent.ca that says:
But don't stop there. Ensure that your entire careers site is accessible, with clear navigation, alt text2 for images, and the ability to adjust font sizes or contrast. Include stories and testimonials from employees with disabilities thriving at your organization. Show, don't just tell.
Walking the Talk on Social Media
Your social media presence is a window into your company culture. Are you regularly sharing content that showcases the diversity of your organization, or any initiatives that you are involved in? (e.g. Is your organization a member of theCommunity of Accessible Employers3 across our country?)
Are you highlighting the accomplishments of employees with disabilities? Partnering with organizations that support accessibility initiatives?
When candidates see that inclusion is woven into the fabric of who you are, not just a box to check, they'll feel more confident bringing their whole selves to work.
Tips for Candidates
If you're a job seeker with a disability, remember that your lived experience brings immense value to the table. When deciding whether to disclose, consider the following:
- How has your disability shaped your skills and perspectives?
- Has it made you a creative problem solver? An empathetic communicator? Resilient in the face of challenges?
In your resume or cover letter, don't just mention your disability in passing. Connect the dots for the employer. For example, "As someone with vision-loss, I've honed my ability to think outside the box and find innovative solutions. In my last role, I developed a new system for categorizing financial data that increased efficiency by 20%."
By framing your disability as an asset, you'll help shift perceptions and stand out for all the right reasons and be hired for your merit and aptitude in doing the job, not because you meet a particular quota.
Challenging Assumptions, Unleashing Potential
Early in my career, I faced my share of skepticism and low expectations. When I first started working at a computer store in high school, my manager made assumptions about what I could handle based on my disability and the fact that I used a wheelchair. He relegated me to simple tasks, modifying my duties without even asking what I was capable of.
But I wasn't about to be underestimated. I proposed a deal — give me a chance to do the job like any other employee, no modifications. If I couldn't cut it, I'd step aside. But if I could? I would keep the job like any well-deserving employee.
Well, let's just say I rose to the occasion. When a customer asked to see an item on the top shelf, far too heigh for me to reach in my wheelchair, I got creative. Using my interpersonal skills and a little humor to guide them, I utilized their height to my advantage and got them to hand me the product so I could sell it to them, and without a second thought, they did just that. My manager's jaw nearly hit the floor. From that day on, he never again questioned my abilities.
The lesson? Although this manager thought he was being helpful by making accommodations for me, he was only assuming what I needed, as opposed to asking me what might be helpful. Never make assumptions about what someone can or can't do based on their disability. With the right accommodations and a willingness to think outside the box, people of all abilities can thrive.
A Call to Action
To my friends in the financial industry — it's time to put inclusion into action. Start by examining your hiring practices, your physical and digital spaces, your company culture. If you’re serious about inclusion, start by looking at your hiring practices, workplace culture, and leadership approach. Are you fostering an environment where employees of all abilities feel valued—or are you unknowingly discouraging disclosure? Employers who are looking for additional resources on self-disclosure, can also check out “How to Ask Candidates and New Hires to Self-Disclose Disability4” on the Banking on Inclusion website.
To any job seekers with disabilities out there — know your worth. Your disability is just one part of the rich tapestry of who you are. Embrace it, lead with it when you feel it’s appropriate, and watch as you shatter expectations.
Together, let's build a world where self-disclosure isn't a risk, but an opportunity — to be seen, heard, and celebrated for all that we are and all that we have to offer.
Sources:
1 4.4 Recruitment Accommodations. Retrieved from https://hirefortalent.ca/toolkit/recruitment/item/4-4-recruitment-accommodations
2 How to Write Alt Text and Image Descriptions for the visually impaired. Retrieved from https://www.perkins.org/resource/how-write-alt-text-and-image-descriptions-visually-impaired/
3 Join the Movement. Retrieved from https://accessibleemployers.ca/join-us/
4 Tool #2: Self-Disclosure - How to Ask Candidates and New Hires to Self-Disclose Disability. Retrieved from https://boi.vox-dev.com/en/tools/toolkit/tool-2-self-disclosure
- This blog was developed by
