The Impact of Response Options On Formal Disclosure Rates for Disabilities in Organizations

Abstract

Organizations collect disability-related information from employees to meet legislative requirements, foster inclusion, and respond to employee needs. However, there are likely more employees with disabilities than those who disclose at work. We tested whether altering the response option language on a disclosure form would increase disability disclosures, and whether increases differed by disability type and visibility. Employed adults were asked to identify as having a “disability,” “qualifying impairment,” “qualifying condition,” or “qualifying disability.” Results showed more disclosures when reporting a “qualifying condition” compared to a “disability,” especially among employees with a psychological or invisible disability. The manipulation of a single term on the disclosure form can increase reporting of disabilities, providing an evidence-based step to support inclusive organizational practices.