Does checking have or had a disability impact you negatively?

29 Comments

1. AnonymousFebruary 22,2024 at 3:42PM UTC

   The information is not linked to your individual application, so they theoretically cannot and should not use that information about you. I also click that I have a disability because I do and I have never had any one who called me aware of it during the recruiting process.

   But, if you are looking for companies that want to hire persons with disabilities check out Inclusively. They actually advocate for you as a disabled person to get a job.

2. AnonymousFebruary 22,2024 at 4:02PM UTC

   By law, the information cannot be shared with anyone in the hiring decision process and, as you said, is only used for compliance reporting purposes. Some companies get special tax breaks or grants when they hire people from certain protected classes. Therefore, "opting out" or "prefer not to answer" can be detrimental to a company working hard to have a diverse workforce. I have never had it mentioned in an interview.

3. AnonymousFebruary 22,2024 at 4:14PM UTC

   Are you listing your history of cancer, even though you're now cancer free, to increase your chances of getting hired as someone with a disability?

4. Rosanna Raffaela PizzaFebruary 23,2024 at 4:11AM UTC

   The criteria on every job posting nowadays indicates cancer and other illnesses as a disability. It's crazy and daunting. Using a cane, alcohlism, I wish I had the list..It's crazy. and scary that every job posting is requiring this info.

5. Rosanna Raffaela PizzaFebruary 23,2024 at 4:43AM UTC

   Found one: How do you know if you have a disability?A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

   Alcohol or other substance use disorder (not currently using drugs illegally)

   Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS

   Blind or low vision

   Cancer (past or present)

   Cardiovascular or heart disease

   Celiac disease

   Cerebral palsy

   Deaf or serious difficulty hearing

   Diabetes

   Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders

   Epilepsy or other seizure disorder

   Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome

   Intellectual or developmental disability

   Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD

   Missing limbs or partially missing limbs

   Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports

   Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)

   Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities

   Partial or complete paralysis (any cause)

   Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema

   Short stature (dwarfism)

   Traumatic brain injury

6. AnonymousFebruary 22,2024 at 4:33PM UTC

   I have had cancer, but would never list it as a disability. Hearing loss is a disability, certain chronic diseases like MS, but I have never heard of cancer as being a disability.

   Not sure why you would list that? Just curious.

7. AnonymousFebruary 22,2024 at 5:28PM UTC

   I 100% agree with this! I'm not sure why anyone would list a previous cancer diagnosis, either.

8. Cindy GrossFebruary 22,2024 at 5:32PM UTC

   Cancer can qualify as a disability under ADA. It depends on whether you need accommodations or if someone uses it against you in some way.

9. Shannon KunkleFebruary 22,2024 at 8:05PM UTC

   I also had cancer and did not list as a disability for my current job as I needed no accommodations. This organization may help: https://www.cancerandcareers.org/en/looking-for-work/job-search-disclosure/managing-disclosure-when-looking-for-a-job

10. AnonymousFebruary 23,2024 at 4:10AM UTC

    The poster is correct: Every job posting is including a long list including weird things like alcoholism, using a cane, etc. I was checking off YES (because i have mobility issues) and now I'm not. I think it makes it easier to conveniently find another candidate. And it will never be discrimination because hey, they simply found a better candidate whose experience better aligns.

11. AnonymousFebruary 24,2024 at 2:42AM UTC

    I believe that it has been moved to the disability category because it often requires up to three years of disrupted ability to work, which is longer than most private STD or even LTD insurance covers. By classifying it as a disability, it allows the person to apply for disability benefits through Social Security.I have known people who became homeless because they could not work and their cancer wasn't terminal, so SSA denied their disability claim. I believe that cancer's inclusion under ADA (where the form the OP references in the post derives its list) helps people with chronic, long-term, and curable conditions (but disrupting their ability to work) qualify for disability benefits.

12. AnonymousFebruary 24,2024 at 12:04AM UTC

    I have had cancer twice. Never list it or any medication, et al. If it doesn't affect work, I leave out: TMI

13. AnonymousFebruary 22,2024 at 7:16PM UTC

    OP here-adding another comment to address the questions on why I would list cancer as a disability. So, normally, I would not. However, I am finding in my current job search, every application is asking if you "currently or have ever had" and then provide an extensive list of conditions that include cancer. So, I have been checking "yes, I have or have had" because it seemed that it would be helping the business overall if I were a future employee. However, my curiosity got the better of me so I thought I'd ask and see if there was anyone on here that could provide some additional insight about that clause, which a commenter wrote below that it could help companies qualify for grants, etc so that information helped-appreciate the feedback.

14. AnonymousFebruary 25,2024 at 5:22PM UTC

    i would never consider working for a company that asked my past health history. Red Flag! None of their business!

15. AnonymousFebruary 22,2024 at 7:34PM UTC

    If you are not disabled and do not need special accommodations in order to perform the job that is posted, there is no reason to provide details of past health events. That's you own personal business that will not interfere with your performance.

16. Shannon KunkleFebruary 22,2024 at 8:05PM UTC

    Check out this website for guidance, I found it helpful when I was looking: https://www.cancerandcareers.org/en/looking-for-work/job-search-disclosure/managing-disclosure-when-looking-for-a-job

17. Sable TaylorFebruary 23,2024 at 4:42PM UTC

    I am not sure what state you are in, but by law in Georgia, you are not allowed to ask about disabilities on job applications. This is considered discrimination and the EEOC can sue the company.

    You're also not allowed to ask birthday, age, sex, race, SSN, etc. . . basically anything where the employer can identify your sex, age, disability, etc. BEFORE the interview process.

18. AnonymousFebruary 24,2024 at 4:07AM UTC

    Well Linked In and other job boards have many many postings asking all that. Some have the nerve to ask for your DL! I just cancel those ones right off the bat or report them.

19. AnonymousFebruary 24,2024 at 3:27PM UTC

    Every application I have filled out in the past several years has a final EEOC form to fill out that asks you to identify your demographic (race, gender, etc., and if you have or have ever had a disability [yes/no answer]). This form is NOT part of the application, although most require it to be filled out, and you can opt out of every question. The form allows employers to receive specific grants and tax breaks because they adhere to a diverse workforce. It is only used after you are hired (unless they also use it to compare the numbers of applicants to the workforce later), and it is not seen by anyone responsible for hiring the applicant. It is only used for statistical analysis of the [potential] workforce.

    This is the feedback I have been given, so I would like an employer that recognizes the need for a diverse group of employees to benefit from it. For this reason, I fill out the details. You can always choose "prefer not to answer" on each question if it bothers you. IMO, if this is not used in the hiring decision and only used to evaluate the workforce, why not make this part of the onboarding paperwork rather than the application? I would understand if a company is trying to identify bias in the hiring process, but I am skeptical.

20. AmandaFebruary 29,2024 at 3:09PM UTC

    That’s how we use it. It’s not included as part of an application but once we hire someone we send them another 1 pager that includes if they end up ever needed an ADA accommodation or any other sort of accommodation how to request it and are given the option to disclose at any time. As someone who screens resumes, we don’t ever pay attention to these answers until it’s time for us to pull required reporting at the end of the year.

21. AnonymousFebruary 25,2024 at 5:20PM UTC

    I think it's also expected that the applicant not "lie" about having a disability when...they don't have a true disability. Yikes.

22. AnonymousFebruary 29,2024 at 3:53PM UTC

    Most company websites where I have filled out an application DO ask that but it’s at the end of everything as a voluntary survey that asks for all that information you mentioned (except for age however I’ve had a few ask for an age range instead) I always choose to opt out or if I can’t, I’ll just check that I don’t wish to disclose for everything. I don’t know who ends up seeing it so it’s best imho to not take that chance and answer anything.

23. AnonymousFebruary 24,2024 at 3:41PM UTC

    I know exactly what question you are referring to and I've wondered the same thing. I have anxiety (which is one of the disorders listed) but I always answer "No". I'm not sure if it would help me to get the job or hurt me. If I was certain it was just data collection (or that it would help me) I would answer "Yes".

24. AnonymousFebruary 24,2024 at 5:48PM UTC

    Why are you checking yes? Your personal medical history is none of your employers business unless you need an accommodation to do your work. Stop checking that box! And focus on the work and getting the job.

25. AnonymousFebruary 25,2024 at 5:19PM UTC

    Cancer is not a disability. It's an illness. I don't understand why you are checking yes?? Also, your personal health history is not the company's business whatsoever. Are you checking "yes" because you think this will work to your ADVANTAGE in job seeking? Either way, you are extremely incorrect in checking "yes". For a multitude of reasons.

26. Lynne GuraFebruary 25,2024 at 7:02PM UTC

    They list all possible medical issues including cancer. That's probably why they checked the box.

27. Suzanna LouisaFebruary 26,2024 at 10:11PM UTC

    Actually people with cancer can receive benefits from Social Security.
    The recipient may or may not receive SS benefits for the rest of their life depending on their illness. Some go into remission and go off their benefits and return to work.

28. AnonymousFebruary 27,2024 at 2:29PM UTC

    I would personally not check "yes" for disability as a cancer survivor, unless I still had lingering effects that impacted the ability to do my job (impaired vision, immune system, or mobility, for example).

29. AnonymousMarch 3,2024 at 2:01PM UTC

    I have a condition that’s on the list and ALWAYS check “decline to answer”. It could very well be anonymous but you never know where the info could end up, and when it comes to health issues companies can be sneaky in holding it against you.

    Kind of ironic because the list of disabilities is so long that I bet at least 75% of candidates would qualify as having a disability.