Exclusive Content

I never thought I’d be questioning whether to check a box on a job application. But as I navigate a shifting job market, layoffs, and the rollback of Diversity, Equity, and Inclusion initiatives, I find myself hesitating at a simple yes-or-no question: "Do you have a disability?"

I work as a writer, but my day job is in the medical software industry. Recently, my company was acquired by a larger organization. That acquisition came with a major rift, and more than 100 employees were shown the door. I get sad scrolling through LinkedIn, seeing former coworkers applying for jobs and not getting callbacks. My heart goes out to them because this is a tough time to be laid off.

Luckily, I survived the rift, but that didn’t mean I wasn’t looking to hedge my bets against another possible layoff. And that’s when I started filling out job applications again – something I hadn’t done in a long time.

Then came the screening questions: race, gender, veteran status, disability. I stared at the screen, unsure what to do. Disclosing a disability is a deeply personal decision, and in a perfect world, it shouldn’t affect a hiring manager’s perception of a candidate. But with DEI initiatives being rolled back across industries, I found myself wondering if checking that box would hurt my chances. Would it make my resume easier to dismiss? Would hiring managers see me as an asset or a liability?

I wanted to find out, so I put on my research hat.

What HR professionals say about disability disclosure

HR professionals often emphasize that disclosure is voluntary and protected under the Americans with Disabilities Act. You don’t have to disclose a disability unless you need an accommodation during the hiring

What can job seekers with disabilities do?
I don’t have all the answers, but here’s how I’m approaching this challenge: Research the company: Before applying, I check if they have an active DEI program and employee resource groups for people with disabilities.   Assess the need for disclosure: If I don’t need accommodations in the hiring process, I consider waiting until I receive an offer to discuss it.   Network and seek referrals: Many jobs are secured through networking, where personal recommendations can help bypass biased hiring filters.   Advocate for change: While job seekers can’t control company policies, we can share our experiences and push for more inclusive hiring practices.

process or on the job. But, I also learned that companies with federal contracts are required to track disability hiring and aim for a 7 percent workforce representation. Theoretically, checking the disability box shouldn’t be a negative – it could even help companies meet their hiring goals.

Yet, reality is often different. Studies show that hiring managers, whether consciously or unconsciously, may harbor biases against applicants with disabilities. In a time when DEI programs are shrinking, that unconscious bias might be harder to counteract.

The effect of DEI rollbacks on disabled job seekers

The reduction of DEI programs doesn’t just affect race and gender diversity – it also sidelines workers with disabilities. Without structured inclusion efforts, there’s less accountability for companies to hire and retain disabled employees. With fewer resources and internal advocates pushing for accessibility and workplace accommodations, disabled workers may find it even harder to break into or advance within companies.

Every time I check that box, I’m making a decision not just for myself, but for the visibility of disabled workers everywhere. If we stop showing up in the hiring data, the problem won’t just be bias – it’ll be our erasure from the workforce altogether.