Should I divulge my psychiatric disorder when applying for a job?
June 20, 2013 11:11 AM Subscribe
I don't intend to volunteer this information but some job applications include mandatory questions specifically relating to 'disabilities', which include psychiatric disorders/mental illness. When a job application specifically asks, what's the best course of action?
Long story short, I have bipolar disorder. I like to think the symptoms are generally pretty mild but I'm concerned (given the course of the last few months) that this might not be the case in the future, and given the severity of them in the past I don't think that's entirely unfounded. For the record, I am medicated, but god knows how reliable that is. So, this could potentially be an issue, but I don't think it will be. But this is why I'm asking...
When applying for jobs in certain areas I am asked if I am eligible for a variety of things including the Federal Employment Program for Persons with Disabilities and/or a 'noncompetitive appointment under a Special Appointing Authority'. A lot of these are federal jobs which ha ha makes me even more nervous about whether or not I should answer, like if I'm 'lying' or not.
Technically, the answer to these questions is 'yes'. But I can't find anywhere if this information goes to the employer either a) with the application, b) during the review process, or c) once hired. I assume it eventually gets to the employer considering that I'd have to provide proof that I actually have a disability.
I know the whole point of checking 'yes' on these boxes is to protect you from discrimination, but if my disorder is 'invisible' is there any real benefit to giving them that information? If my mental issues do cause me problems on the job, does having this 'yes' on file protect me at all? Because as far as I can tell, if my disorder kicks me in the ass and makes me incapable of performing my duties, I'd be out the door anyway.
I'd offer more information but half of their websites appear to be broken so yeah... hence me asking you guys for help. There is this one that works.
I like trying to fight the social stigma of mental illnesses and generally don't hesitate to talk to people I know about it, but it's kind of personal information that I'm not sure I want my employer knowing beforehand anyway. Would it be a problem if they found out later? How do you think it would affect my application (if at all)? Is there any real benefit to me checking the 'yes I have a verifiable disorder' box when it's something that people might otherwise have no idea that I have it?
I made a throwaway email at PANICKEDBREATHING@gmail.com so you can hit me up there if you want more info.
I don't generally like being anonymous about this sort of thing but I need a job bad and on the off-chance this might pop up somewhere I think I'll pass on the risk. Thanks for any advice you might have.
Long story short, I have bipolar disorder. I like to think the symptoms are generally pretty mild but I'm concerned (given the course of the last few months) that this might not be the case in the future, and given the severity of them in the past I don't think that's entirely unfounded. For the record, I am medicated, but god knows how reliable that is. So, this could potentially be an issue, but I don't think it will be. But this is why I'm asking...
When applying for jobs in certain areas I am asked if I am eligible for a variety of things including the Federal Employment Program for Persons with Disabilities and/or a 'noncompetitive appointment under a Special Appointing Authority'. A lot of these are federal jobs which ha ha makes me even more nervous about whether or not I should answer, like if I'm 'lying' or not.
Technically, the answer to these questions is 'yes'. But I can't find anywhere if this information goes to the employer either a) with the application, b) during the review process, or c) once hired. I assume it eventually gets to the employer considering that I'd have to provide proof that I actually have a disability.
I know the whole point of checking 'yes' on these boxes is to protect you from discrimination, but if my disorder is 'invisible' is there any real benefit to giving them that information? If my mental issues do cause me problems on the job, does having this 'yes' on file protect me at all? Because as far as I can tell, if my disorder kicks me in the ass and makes me incapable of performing my duties, I'd be out the door anyway.
I'd offer more information but half of their websites appear to be broken so yeah... hence me asking you guys for help. There is this one that works.
I like trying to fight the social stigma of mental illnesses and generally don't hesitate to talk to people I know about it, but it's kind of personal information that I'm not sure I want my employer knowing beforehand anyway. Would it be a problem if they found out later? How do you think it would affect my application (if at all)? Is there any real benefit to me checking the 'yes I have a verifiable disorder' box when it's something that people might otherwise have no idea that I have it?
I made a throwaway email at PANICKEDBREATHING@gmail.com so you can hit me up there if you want more info.
I don't generally like being anonymous about this sort of thing but I need a job bad and on the off-chance this might pop up somewhere I think I'll pass on the risk. Thanks for any advice you might have.
The main reason folks I know have found it helpful is to have the employer provide accommodations. There may be some accommodations that would be helpful to you should you take a turn for the worse.
My understanding is that you can self-identify at any point without penalty. Therefore, if it were me, I would not self-identify during the interview process simply because some people would never discriminate, but might find some other reason to choose someone else for the job. Once you've been hired and settled in, it may be helpful to self-identify to prevent discrimination and protect yourself later.
posted by ldthomps at 11:22 AM on June 20, 2013 [3 favorites]
My understanding is that you can self-identify at any point without penalty. Therefore, if it were me, I would not self-identify during the interview process simply because some people would never discriminate, but might find some other reason to choose someone else for the job. Once you've been hired and settled in, it may be helpful to self-identify to prevent discrimination and protect yourself later.
posted by ldthomps at 11:22 AM on June 20, 2013 [3 favorites]
Unless your condition will require ("require" as in, it's the law) your employer make special accommodations or exceptions for you, I wouldn't mention anything.
posted by Thorzdad at 11:55 AM on June 20, 2013 [5 favorites]
posted by Thorzdad at 11:55 AM on June 20, 2013 [5 favorites]
Agreeing wholeheartedly with ldthomps. If you can get through the hiring process without accommodation, there's zero upside to revealing it beforehand -- the intent of those questions is to protect you, but if you don't need the protection, don't give some asshole in the hiring office the opportunity to discriminate (there are enough reasons not to hire anyone that a hiring manager can easily do so without raising any red flags in individual cases).
Except if we're talking about federal jobs that require some kind of security clearance, and even then, wait until the security clearance brings it up, at which point you'll most likely have a conditional offer anyway. Revelation of otherwise non-disqualifying information (that is, if the job cannot be performed by someone in your situation, which I don't see as being an issue) on a security clearance shouldn't be grounds for revoking a conditional offer.
posted by Etrigan at 11:59 AM on June 20, 2013
Except if we're talking about federal jobs that require some kind of security clearance, and even then, wait until the security clearance brings it up, at which point you'll most likely have a conditional offer anyway. Revelation of otherwise non-disqualifying information (that is, if the job cannot be performed by someone in your situation, which I don't see as being an issue) on a security clearance shouldn't be grounds for revoking a conditional offer.
posted by Etrigan at 11:59 AM on June 20, 2013
Here is the Office of Personnel Management's page on Schedule A disabilities, and here is the Standard Form 256, which is what you would use to self-disclose your disability. Psychiatric disability is under 'other impairments,' #91.
SF256 notes that "(p)articipation in the disability reporting system is entirely voluntary, with the exception of employees appointed under Schedule A, 5 U.S.C. ยง 213.3102(u)." It defines an individual with a disability as "(a) person who (1) has a physical impairment or mental impairment (psychiatric disability) that substantially limits one or more of such person's major life activities; (2) has a record of such impairment; or (3) is regarded as haing such an impairment." It further states that "(t)his definition is provided by the Rehabilitation Act of 1973, as amended (29 U.S.C. 701 et. seq.)," which you can read here.
When you write, "Technically, the answer to these questions is 'yes,'" does that mean one or more of your major life activities are substantially limited by your bipolar disorder? If so, you will have to disclose at the application stage. Section 504 of the Rehabilitation Act [PDF] expressly prohibits qualified individuals from being discriminated against based on their disability. Here is the OPM's program on applying for jobs using Schedule A, which states that "(h)iring officials are prohibited from asking questions about an applicant's disability unless the questions are related to functioning on the job and consistent with the business needs of the position," and here is the ADA's guide to disability rights laws.
On the other hand, I am in the same boat, and the most important task in my life is ensuring that my symptoms are managed adequately enough that they never substantially limit any of my major life activities, least of all my job. Aside from my facility security officer, with whom I had to review my clearance application, no one at my job has ever known and/or will ever know about my symptoms because I bust my ass to make sure they never leak out, particularly while I am on the clock. So in my position, I would recommend against disclosing unless you are required to do so. FWIW, I have had the same job and a security clearance for over a decade.
If you are not technically disabled but still feel the need to disclose your illness at work, I would recommend that the disclosure should be to a supervisor or co-worker with whom you have already built a modicum of trust over time, rather than in an interview setting.
Good luck!
posted by divined by radio at 12:12 PM on June 20, 2013 [3 favorites]
SF256 notes that "(p)articipation in the disability reporting system is entirely voluntary, with the exception of employees appointed under Schedule A, 5 U.S.C. ยง 213.3102(u)." It defines an individual with a disability as "(a) person who (1) has a physical impairment or mental impairment (psychiatric disability) that substantially limits one or more of such person's major life activities; (2) has a record of such impairment; or (3) is regarded as haing such an impairment." It further states that "(t)his definition is provided by the Rehabilitation Act of 1973, as amended (29 U.S.C. 701 et. seq.)," which you can read here.
When you write, "Technically, the answer to these questions is 'yes,'" does that mean one or more of your major life activities are substantially limited by your bipolar disorder? If so, you will have to disclose at the application stage. Section 504 of the Rehabilitation Act [PDF] expressly prohibits qualified individuals from being discriminated against based on their disability. Here is the OPM's program on applying for jobs using Schedule A, which states that "(h)iring officials are prohibited from asking questions about an applicant's disability unless the questions are related to functioning on the job and consistent with the business needs of the position," and here is the ADA's guide to disability rights laws.
On the other hand, I am in the same boat, and the most important task in my life is ensuring that my symptoms are managed adequately enough that they never substantially limit any of my major life activities, least of all my job. Aside from my facility security officer, with whom I had to review my clearance application, no one at my job has ever known and/or will ever know about my symptoms because I bust my ass to make sure they never leak out, particularly while I am on the clock. So in my position, I would recommend against disclosing unless you are required to do so. FWIW, I have had the same job and a security clearance for over a decade.
If you are not technically disabled but still feel the need to disclose your illness at work, I would recommend that the disclosure should be to a supervisor or co-worker with whom you have already built a modicum of trust over time, rather than in an interview setting.
Good luck!
posted by divined by radio at 12:12 PM on June 20, 2013 [3 favorites]
There is an off chance they can get some kind of budgetary credit for hiring individuals with disabilities.
Because as far as I can tell, if my disorder kicks me in the ass and makes me incapable of performing my duties, I'd be out the door anyway.
Disclosing ahead of time is what prevents this from happening.
posted by gjc at 7:21 PM on June 20, 2013
Because as far as I can tell, if my disorder kicks me in the ass and makes me incapable of performing my duties, I'd be out the door anyway.
Disclosing ahead of time is what prevents this from happening.
posted by gjc at 7:21 PM on June 20, 2013
This thread is closed to new comments.
posted by wrok at 11:19 AM on June 20, 2013