Should You Disclose a Disability During a Job Search?

By Dia Kline, PTCS Writer, Career Coach, and full-time congenital anosmic

Here's the Truth

The set has changed. In 2025, DEI didn’t just hide; it got dismantled. Federal programs are gone, protections are gone, and the disability landscape feels like a maze. But here’s the thing: your disclosure strategy is still yours to own.

If you’ve ever stared at the “Do you have a disability?” checkbox like it was a trap door to career doom, you’re not alone. Let’s unpack why it’s there, who sees it, when it helps, and when you might want to check that check box.

First things First…Why Employers Ask

That little box isn’t an evil HR trick. It’s an HR formality under the EEOC and Section 503 of the Rehabilitation Act. This info is voluntary, and employers separate it from your application. Employers collect this data to track diversity, qualify for subsidies, and meet inclusion goals.

The real plot twist? The hiring manager doesn’t see it. By law, the HRIS system must keep demographic information saved in a different part of its database than the rest of your application.

They do ask for reporting purposes and compliance. Additionally, if someone takes a case to the EEOC about unfair hiring practices, they use the reports to show that they receive diverse candidates for their roles.

Your Rights vs. Real-World Bias

The Americans with Disabilities Act (ADA) says, “Don’t discriminate.” But unconscious bias? That’s a different story. Your disability is a protected characteristic. Still, knowing the difference between legal safeguards and real-world bias helps you navigate your disclosure timeline.

That’s why many job seekers choose to wait before disclosing.

Want the unfiltered truth about what happens to your info (and how to spot sketchy hiring practices)? Listen to Donna Shannon’s “Tattooed Freaks in Business Suits” podcast episode “Possibly Illegal Hiring Practices” with EEOC’s Patricia McMahon. She spills the tea on where your data goes, who can see it, and how to take action if necessary (listen here).

When Disclosure Can Actually Help

Sometimes, ticking that box is the right move. Under the ADA, disclosing a disability can help you access interview accommodation tools like assistive tech, extra testing time, or a format that works best for you. Tools like JAN (Job Accommodation Network) can provide guidance.

Here’s an interesting case: In spring 2024, a candidate identified a “D.K.” was encouraged by her supervisor to apply for a seasonal manager position at Intuit, but was forced to use HireVue’s video interview platform, which features automated speech recognition systems to generate transcripts of applicants’ spoken responses from video interviews. These types of systems are known to perform worse for non-white and deaf or hard-of-hearing speakers who may have different speech patterns, word choices, and accents. D.K. requested and did not receive an accommodation. In 2025, the case was filed, citing violation of the Colorado Anti-Discrimination Act, the ADA, and Title VII.  [ACLU: Complaint Filed Against Intuit and HireVue Over Biased AI Hiring Technology That Works Worse for Deaf and Non-White Applicants https://www.aclu.org/press-releases/complaint-filed-against-intuit-and-hirevue-over-biased-ai-hiring-technology-that-works-worse-for-deaf-and-non-white-applicants ]

While no one wants to file a lawsuit over a hiring issue, knowing your rights and asking for reasonable accommodations is a smart move, especially as the use of AI and generative technologies in hiring will increase.

Application vs. Post-Hire: Pick Your Adventure

On the Application

• Pros: You’re finding genuinely inclusive employers and can request help upfront.
• Cons: You risk triggering hidden bias, even if it’s technically illegal.

After You’re Hired

• Pros: They already know you’re awesome.
• Cons: You may need to negotiate accommodations post-hire, which can create short-term hurdles.

Pro Tip: Whenever accommodations are requested, documentation will probably be required. That is reasonable on the part of the employer. Usually, a letter from your doctor will suffice, rather than giving your entire medical record.

Bona fide job requirements

In some cases, the employer can require certain abilities to perform a job, known as the bona fide job requirements. For example, a construction job that requires someone to lift 50 lbs while they walk along a 4-story scaffolding. In that case, an employer can reject a candidate who uses a wheelchair, as they cannot meet the physical requirements of the job.

Looking for Inclusive Company Cultures

Intersectionality is real. Disclosing a disability can feel like adding another line to the “stuff they might judge me for” list, but the right workplace will see it as a multifaceted strength. Look for employers who walk the walk (resource groups, public equity statements, disability networks) and public recognition from bodies like Disability:IN or Human Rights Campaign.

Meet Dia Kline: Unapologetically Congenitally Anosmic

I’m personally invested in the disability conversation. As a proud congenital anosmic (born without a sense of smell), I can’t smell fresh-baked cookies, but I can taste them. I can’t smell your bad breath, yet you can smell mine. I can’t smell a gas leak, but a gas leak can still kill me.

When I talk about my invisible disability, I not only advocate for support, but I also make congenital anosmia central in my story of who I am.

As a global disability advocate, I work to include congenital anosmia, a disability, in the public discourse. I’ve spoken at the NIH during their inaugural symposium for the opening of the National Smell and Taste Clinic. I’ve made documentary videos about qualifying for and receiving an Access Pass to our national parks (which, ironically, were closed when I received it). I’ve taken a part of me, long ignored and unsupported, and made it impossible to dismiss, showing that disability can be a headline, not a footnote.

So, when I face that checkbox, I don’t ask “Will it hurt me?” I ask, “How will it help me?”

In conclusion

Your disability disclosure is your narrative. Choose your timing and know your rights. If you’re not sure when to make your “big reveal,” let’s chat. Let us help you build your disclosure strategy, prepare accommodation requests, and identify employers who will see you as an asset, no asterisk required.