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While some companies (often smaller organizations and startups) have had positive experience with personal 1-1 discussions, many employees do not feel this way about disclosing. According to our survey research, it’s about a 50/50 split for those that have had positive experiences disclosing and those that have not. Not to mention that personal conversations do not hold up in court.
Despite efforts to include people with disabilities in the workplace, currently only about 3.2% of employees with disabilities disclose this to their employer. The main reasons we’ve learned employees aren’t disclosing are:
😓 Denial / lack of awareness: Employees may not detect or accept their own disabilities
😓 Burden of proof: To receive a reasonable accommodation for a non-apparent disability, you need an official diagnosis, which requires trips to the doctor, and possible tests
😓 Social stigma: Employees might choose not to disclose their disability status to avoid awkwardness at work over being treated differently, which could be potentially viewed as unfair or inequitable by co-workers
😓 The mistaken belief that temporary disabilities aren’t “real” disabilities: Some people who have a temporary disability (such as recovering from a surgery) don’t realize they are covered under the AD
We are here to change the paradigm of employees having to shy away from disclosing either because of fear or stigma to nurture a healthier and more open workplace. Disclo helps employees secure the accommodations and protections they need to succeed at work in a safe and private way. On the platform, employees have the ability to ask for accommodations from their employer without having to disclose their underlying chronic illness or disability. This is possible because we act as a third-party to help verify the need. It’s a win for employees who don’t want to share their illness to their employer (and most times don’t know the right process to ask for accommodations).
That said, privacy is at the heart of our product:
✅ HIPAA & SOC2 compliant platform
✅ Military-grade data encryption for maximum security
✅ Sensitive & medical information kept private
TLDR; Disclosure is incredibly personal and private. Many employees don’t trust their managers or HR departments to not act with bias or judgment following self-ID.
While some companies (often smaller organizations and startups) have had positive experience with personal 1-1 discussions, many employees do not feel this way about disclosing. According to our survey research, it’s about a 50/50 split for those that have had positive experiences disclosing and those that have not. Not to mention that personal conversations do not hold up in court.
Despite efforts to include people with disabilities in the workplace, currently only about 3.2% of employees with disabilities disclose this to their employer. The main reasons we’ve learned employees aren’t disclosing are:
😓 Denial / lack of awareness: Employees may not detect or accept their own disabilities
😓 Burden of proof: To receive a reasonable accommodation for a non-apparent disability, you need an official diagnosis, which requires trips to the doctor, and possible tests
😓 Social stigma: Employees might choose not to disclose their disability status to avoid awkwardness at work over being treated differently, which could be potentially viewed as unfair or inequitable by co-workers
😓 The mistaken belief that temporary disabilities aren’t “real” disabilities: Some people who have a temporary disability (such as recovering from a surgery) don’t realize they are covered under the AD
We are here to change the paradigm of employees having to shy away from disclosing either because of fear or stigma to nurture a healthier and more open workplace. Disclo helps employees secure the accommodations and protections they need to succeed at work in a safe and private way. On the platform, employees have the ability to ask for accommodations from their employer without having to disclose their underlying chronic illness or disability. This is possible because we act as a third-party to help verify the need. It’s a win for employees who don’t want to share their illness to their employer (and most times don’t know the right process to ask for accommodations).
That said, privacy is at the heart of our product:
✅ HIPAA & SOC2 compliant platform
✅ Military-grade data encryption for maximum security
✅ Sensitive & medical information kept private
