Embracing Strength: Navigating Disability Disclosure in the Workplace During Breast Cancer Awareness Month

October is Breast Cancer Awareness Month, a time dedicated to raising awareness about the disease that affects millions. While we shine a light on early detection and treatment, it’s also crucial to address a significant yet often overlooked aspect: the ongoing challenges faced by cancer survivors, particularly regarding disability disclosure in the workplace.

Breast cancer is not just a physical battle; it can also lead to long-term health implications that qualify as disabilities. Yet many individuals, including those who have survived breast cancer, often hesitate to disclose their conditions when applying for jobs. This reluctance stems from a fear of stigma and discrimination, ultimately leading to missed opportunities for support and understanding. After all, nobody wants to feel like they’re auditioning for the role of “the disabled person” in the next episode of “Law & Order, SVU”.

Disability encompasses a wide range of conditions, from chronic illnesses to temporary health issues. For breast cancer survivors, the journey does not end with treatment; many face ongoing health challenges that can impact their daily lives and work. Recognizing these challenges is vital—not only for the individuals experiencing them but also for potential employers who may not fully understand the complexities of what it means to live with a disability. It’s a bit like trying to explain the rules of cricket to someone who only knows about baseball. There’s a lot of nuance, and you’ll probably lose them after the first “run out”!

Legal protections, such as the Americans with Disabilities Act (ADA) in the US, ensure that individuals with disabilities are afforded certain rights in the workplace. However, the fear of disclosing a disability can often overshadow these protections, leaving many to grapple with the question: "Should I disclose my condition?" Spoiler alert: the answer isn’t always as clear as your favorite Netflix series’ plot twist.

The Fear of Disclosure - the Conflict

The reluctance to disclose disabilities during job applications is prevalent and understandable. Many fear that revealing their condition will lead to discrimination or that they will be overlooked for opportunities in favor of other candidates. According to a recent study, nearly 70% of individuals with disabilities do not disclose their condition during the hiring process, fearing negative repercussions. That’s a lot of people keeping their “disability cards” close to the vest!

This fear is compounded for cancer survivors, who may feel that their history will be viewed as a liability rather than a testament to their resilience and strength. Here’s a thought: wouldn’t it be great if employers were just as enthusiastic about hiring someone who’s faced adversity as they are about hiring the next “rock star” with a flawless résumé?

A Word of Wisdom on this Wednesday: It’s important to remember that if you choose to disclose a disability on a job application, the recruiter and hiring manager won’t even see that information. Only a few individuals in the organization may view it to submit for reporting purposes under the ADA as part of their job. So, if you’re concerned about this aspect, take solace in knowing that your fears are often unfounded. Once you have the job, the choice to disclose becomes entirely yours, especially for non-visible disabilities.

The Power of Disclosure - the Plot Twist

Despite these fears, there is a powerful case to be made for disclosure. When individuals choose to share their experiences, they foster an inclusive workplace culture where understanding and support thrive. Disclosing a disability can encourage accommodations that enhance job performance, ultimately benefiting both the employee and the employer.

Take, for example, a survivor of breast cancer who chose to disclose her condition during a job interview. She shared her journey, emphasizing her resilience and adaptability. Instead of facing discrimination, she found an employer who valued her openness and provided her with the necessary accommodations to excel in her role. Her story serves as a reminder that disclosure can lead to empowerment and support rather than exclusion. It’s like finding out your boss is actually a secret superhero—who wouldn’t want to work for someone like that?

Honoring Joy Robbins

The wall in her classroom said “Training Youth for Leadership”.

She was really training us for life. My life and my leadership are a direct product of her and her husband Jim’s leadership, influence and love. They never had children of their own, but the raised 1,000s of kids to grow up to be more than we ever could have known ourselves to be. They saved the misfits, the nerds and the lost souls. They were my 2nd parents.

She had a fierce spirit and the audacity to call out bullshit. Growing up gay in rural Indiana during the 80’s and 90’s wasn’t really where you could be yourself or have any of the inclusion conversations we have today. She was my solace, harbor, and loving confidant. She also got breast cancer when I was a sophomore in High School. I shuddered to think what life would be like without her. Thankfully, she got the treatment needed and stayed in remission for 20+ years.  When breast cancer arrived the second time, things didn’t turn out as smoothly. Sadly, we lost her on January 23, 2010 at the age of 62. Too soon. Jim passed away October 26, 2022.

The picture included has been by my side in every home I’ve lived in since high school. It is a treasure that I always hold close. They are a treasure that I will always hold close. Joy’s journey reminds us that even in the face of adversity, we can create a positive impact on those around us.

Inspiring Hope and Change - the Resolution

For those contemplating disclosure, it’s essential to approach the topic thoughtfully. Here are a few tactics you might want to consider:

• Be Prepared: Anticipate potential questions about your condition and frame your experiences positively. Think of it as preparing for a first date—confidence is key!

• Focus on Strengths: Emphasize the skills and strengths you've developed through your journey. Remember, every superhero has a backstory that powers their abilities!

• Seek Support: Consider reaching out to organizations that specialize in disability rights and employment support to guide you through the process. Think of them as your personal trainers in the gym of job hunting. They push you to lift the weights of self-advocacy while ensuring you don’t pull a muscle along the way!

Employers also play a crucial role in fostering an inclusive environment. By creating a culture that encourages openness and understanding, they can help dismantle the stigma surrounding disability disclosure. After all, wouldn’t it be nice if workplaces were more like a supportive family sitcom rather than a cutthroat reality show?

Though admittedly, my favorite witty quote that tends to be on socials during October to raise awareness is “Cancer Touched my Boob, so I kicked its Ass”!

As we honor Breast Cancer Awareness Month, let us also recognize the strength and resilience of those living with disabilities. Embracing one’s identity and experiences is a powerful step toward creating a more inclusive and understanding workplace.

Let us advocate for ourselves and others, encouraging a future where every individual feels safe to disclose their experiences, paving the way for support and empowerment. Together, we can inspire hope and change, transforming the workplace into a space where everyone can thrive—preferably with a little laughter along the way!

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