7 Myths About the Americans With Disabilities Act

Today is the 25th anniversary of the passing of the Americans with Disabilities Act (ADA). That long time means that for many people in the workforce, it’s always been in effect, yet there are still problems with implementation. Many people–with and without disabilities–misunderstand the meaning and implementation of the law. Here are some myths and realities about it.

To keep reading, click here: 7 Myths About the Americans With Disabilities Act

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3 thoughts on “7 Myths About the Americans With Disabilities Act

  1. I have a disability, but I’d NEVER tell an employer about it. I live with Bipolar 2, and although I’ve never had to take time off because of it, I do need a quiet office space to work in so I can concentrate on my work as a writer/editor. As I understand it, I do have the right to request this, and if it’s not possible, the employer could allow me to wear headphones to cancel out noise or listen to music. But I’ve never let anyone know about it because it’s classified as a “mental illness.” I do my job quite well, and have not had an episode since 1986. I take meds religiously. If the noise bothers me, I take a walk around the office for a few minutes, or go outside for a break. If I have a bad day, I just have to suck it up. The way people think of mental illness today, I’d be branded “crazy” as soon as word got out. And I’d certainly never tell an employer while job-hunting, because that would be a sure way to NOT get hired. Sad to say, this is the reality. I’m probably more mentally healthy than a lot of the manic, obsessive, narcissistic people I’ve worked with, but I must always hide my illness.

  2. Me too, I have a mental illness that qualifies as a disability, as well as another hidden developmental disability. I don’t dare tell anyone at work because they already make fun of me and I don’t want to give them more fodder.

  3. I had a case where some one in a wheel chair applied for a job in my department. A fun complication was his wife was a faculty member, and she was trying to use a clause in her contract that said my university would provide work to her husband. We interviewed him, but it turned out he didn’t have the right back ground in hardware for our role. Just goes to show you need to have a good recruiting process to make sure you hire someone who’s a good fit for the role. If someone is a good fit you’ll recurring process will show that regardless of their disability.

    Hidden disabilities like a mental illness, or a brain injury are also really common, so screening out people with a visible disability is a fool’s game on so many levels.

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