Disclosure for Jobseekers
Disclosure: Quick Tips for Blind & Partially Sighted Jobseekers
Disclosure means sharing that you have a disability or health condition. You choose if, when, and how to share this information — and you never need to share a diagnosis. Disclosure becomes relevant when you need the employer to understand something in order to support you through hiring or on the job.
When Disclosure Matters
You are not required to disclose unless your disability affects:
- Your ability to take part in an interview (e.g., inaccessible materials, visual assessments)
- Your ability to perform the core parts of the job (e.g., needing specific AT or workspace setup)
- Health and safety — your own, or the safety of others (e.g., needing a safe path around your workstation, workstation orientation, or reduced glare)
If the employer needs to make a change so you can fully participate or work safely, they need to understand why — and that’s where disclosure helps.
How to Disclose (Simple, Low-Stress Steps)
- Share the basics: “I’m blind/partially sighted and use a screen reader.”
- Explain the barrier: “The assessment is in a format my screen reader can’t access.”
- Say what you need: “A Word or HTML version will let me complete it independently.”
This keeps the focus on the task — not on medical information.
Real Examples of When Disclosure Happens
Before an interview
“For the skills test, I’ll need it in an accessible format. I’m partially sighted and use ZoomText, so a Word or HTML version works best.”
After getting the job — planning Day 1
“I’m blind and use a screen reader and a larger monitor. I also navigate using landmarks, so an orientation to the workspace before I start would help.”
When your disability is visible
“I use a white cane. To work safely, I need a clear path around my workstation. If the layout changes, a quick orientation helps me stay up to date.”
Common Accommodations
These are common supports blind and partially sighted workers use:
- Accessible Word or PDF documents (instead of a scanned image which is inaccessible)
- Screen reader or magnifier compatibility
- Orientation to the space
- Adjusted lighting / reduced glare
- Alternative interview formats
- Clear pathways or consistent desk assignments
Note that most accommodations cost the employer little or nothing.
Making the Conversation Easier
- Keep it simple and focus on what helps you do the job.
- You don’t need to share medical or personal details.
- You’re not expected to know every possible solution — this is a two-way conversation.
- Ask for the accommodation plan in writing so you both know what to expect.
A Note About Your Online Presence
Your social media, advocacy work, or portfolio may reveal your disability.
Think about whether you prefer to keep things open, limited, or more private — it’s your choice, but remember that employers will often check a candidates online presence before hiring.
A Practical Reminder
You have the right to the tools and setup you need to do your job well. Disclosure is simply the step that connects your needs to the employer’s responsibility to support you. If an accommodation helps you work confidently, safely, and independently, it’s worth having that conversation.