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| Taking advantage of differences
by Jessica Calleja & Ileana Brito
Sep 01,2007
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By Jessica Calleja & Ileana Brito
When discussing disabilities in the workplace the general opinion is they tend to be perceived negatively. What most people don’t take into consideration is that persons with disabilities present a unique view to situations that often would not be considered by others. jobpostings spoke with Debra Brooks, a licensed clinical social worker, national speaker and author on the subject. Brooks was diagnosed with Dyslexia as a child and Attention Deficit Disorder as an adult and now works to develop specific strengths and strategies for success with businesses and individuals with invisible disabilities.
Disclosing Your Disability
Disclosing a disability can sometimes create an uncertain situation and doing so often has to do with the level of comfort of the individual who is doing the disclosing. But as Brooks advises, “It’s going to come out somehow and if you’re working for an employer unfriendly to invisible disabilities you’d rather it come out at the beginning when you know what you’re dealing with rather than waiting and having to clean up later on.” She also mentions that disclosing upfront works to your advantage legally if there should be any problem with your job performance due to your disability down the road.
Being open from the beginning lets everyone know what you are dealing with. “The thing with invisible disabilities is that they can come and go so if you haven’t been open about it, people will argue that you’re just using it as an excuse,” says Brooks.
If you choose to disclose the issue of when is critical.Brooks suggests disclosing after you are offered the position but before you take the job. “That way it’s illegal for them to rescind their offer,” she says. If you feel this may be too soon within the process she generally recommends saying something within the first nine weeks. Brooks stresses each case should be examined individually because the decision to disclose or not to disclose really depends on the person and company. You ultimately must do what you are most comfortable with or it won’t work.
How Invisible Disabilities Can Benefit
When discussing the advantages a co-worker with an invisible disability can bring to the table Brooks mentions that in many cases, especially with dyslexia and ADD, individuals, while they may not be able to read well, are often extremely creative, hard working and determined. Many individuals with dyslexia and ADD also possess the gift of being able to think outside the box. Brooks speaks with many people who are not aware they have ADD and come to her saying ‘I can see the big picture and all the other people in my work can’t.’ She often recommends they be tested for ADD, “I’m not saying everyone who has dyslexia or ADD can see the big picture but from my experience the right side of their brain is turned up a little higher.”
This is usually the case because, as Brooks explains, people who have dyslexia or ADD have to figure out how to maneuver through life in a way that other people don’t. “The mere figuring it out is an exercise, then actually doing it is another exercise that most people don’t have to deal with on a daily basis,”she says. Out of all the clients Brooks consults with she points out that most are working in financial positions, an industry perfectly suited to their strengths. “They need to be able to see the big picture in order to advise their clients,” she says.
A Positive Shift
Progress is being made. Despite the shame and embarrassment that commonly surrounded invisible disabilities in the past there has been a more positive shift towards acceptance and understanding within the business community. Brooks sees this shift being communicated through the media. “There are more articles - New York Times, Time, Newsweek, Fortune. Doctors are beginning to feel comfortable treating people. There’s an increased public awareness and desire to understand these conditions. But, corporate America is very slow moving,” she comments. When it comes to entering the workforce having a strong support system is key. Suggests Brooks,“People with invisible disabilities tend to be very sensitive and want to do things on their own. The worst thing you can do is isolate yourself.You need someone to mirror back what you’re looking like because you can’t see yourself objectively. It should be someone you trust, it can be a mentor, a coach or a peer.”
Advice For People Who Haven’t Disclosed
If you are currently working but still haven’t disclosed your invisible disability to your employer Brooks recommends getting a coach. “People with ADD and Dyslexia are bad at knowing what’s going on. That’s part of the impairment. They have a hard time reading social interactions. I might not notice that every time my boss talks to me he cringes. I am too distracted to notice that. And that’s something you really need to pay attention to. The next step might be that he doesn’t want to take my calls. It’s imperative you have somebody who can mirror this stuff to you.” |
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