Job Interviews: To Disclose or Not to Disclose?

Imagine sitting in the waiting room with your resume, unsure whether to mention your ostomy in the interview. You might feel nervous and wonder whether bringing it up will affect how they see you or your rights.

If you can relate, you're not alone. Many people have faced this decision, and there isn't a single right answer. However, there are some key points that can help you choose what feels best for you.

Here's What the Law Says

Let's start with what you need to know legally. Under the Americans with Disabilities Act (ADA) and the Accessible Canada Act (ACA), you are absolutely not required to disclose your ostomy during the interview process. In fact, employers legally cannot ask you about it.

What Employers Can't Ask

• Do you have any medical conditions or disabilities?
• Have you had any surgeries?
• Do you take any medications?
• How many sick days did you use at your last job?
• Can you lift 50 pounds? (unless it's a genuine job requirement)

What They Can Ask

• Can you perform the essential functions of this job?
• Do you need any accommodations to perform the job? (but only after making a job offer)
• Can you work the required schedule?

Here's something important: you don't have to share anything you don't want to. This decision is completely yours to make.

Pros and Cons of Disclosure

While you're not legally required to disclose, there are practical considerations for both approaches:

Benefits of Disclosing During Interviews

• No surprises later: You know they're okay with it from day one.
• Accommodation discussions: You can address any needs upfront.
• Company culture test: Their reaction tells you about the workplace environment.
• Reduced anxiety: No stress about "when to tell them."
• Share your story: You can talk about how your experiences have made you more resilient and improved your problem-solving skills.

Reasons to Wait

• Lead with qualifications: Let your skills and experience be the focus.
• Connect first: Let them get to know you before sharing medical details.
• Reduce bias: Some people might have hidden misconceptions without realizing it.
• Stay in control: You decide when and how to share your story.
• Value your privacy: It's okay to keep medical information to yourself if that's what you prefer.

When Disclosure Makes Sense

Here are some situations where mentioning your ostomy during the interview process might be beneficial:

You Need Specific Accommodations

If the job requires accommodations like flexible bathroom breaks, adjusted travel schedules, or modified physical requirements, it's often easier to discuss this upfront.

Your Experience Adds Value

If you've developed skills through your medical journey that are relevant to the role (like crisis management, adaptability, or empathy), you might choose to share your story as part of your qualifications.

It's a Healthcare or Disability-Related Field

Working in healthcare, disability advocacy, or related fields might make your lived experience an asset worth mentioning.

Company Culture Seems Inclusive

If the company actively promotes diversity, inclusion, and employee wellbeing, they're more likely to respond positively to disclosure.

How to Disclose (If You Choose To)

If you decide to mention your ostomy, here are some approaches that work well:

Focus on Capabilities

"I have a medical condition that's well-managed and doesn't impact my ability to do this job. I might occasionally need a few extra minutes for restroom breaks, but I'm fully capable of meeting all the job requirements."

Emphasize Stability

"I had surgery that resulted in an ostomy, which has actually improved my overall health significantly. I'm stable, healthy, and ready to contribute to your team."

Turn It Into a Strength

"My health journey has taught me incredible resilience and problem-solving skills. I've learned to stay calm under pressure and find creative solutions. These are skills that I think would be valuable in this role."

Keep in mind, you don't have to share detailed medical information. A short, straightforward explanation is enough.

Strategies for Waiting to Disclose

If you choose not to disclose during interviews, here's how to handle it:

Focus on Your Qualifications

Let your skills, experience, and personality shine. Answer questions about your ability to do the job confidently and honestly.

Plan for Later Disclosure

Think about when and how you'll tell your employer later. Many people choose to disclose after starting, during onboarding, or when requesting accommodations.

Know Your Accommodation Needs

Even if you don't disclose initially, understand what accommodations you might need so you can request them later if necessary.

Red Flags in Interview Responses

Whether you disclose or not, watch for these warning signs about company culture:

• Negative comments about employee sick leave usage.
• Emphasis on "we need someone who never gets sick."
• Dismissive attitudes toward work-life balance.
• Lack of clear policies around accommodations.
• Comments that suggest inflexibility around schedules.

Handling Discriminatory Questions

If an interviewer asks inappropriate questions about your health, here are some professional responses:

Redirect to Qualifications

"I'm fully capable of performing all the essential functions of this job. Is there a specific aspect of the role you'd like me to address?"

Politely Decline

"I prefer to keep my medical information private, but I can assure you that I have no limitations that would prevent me from excelling in this position."

Know When to Walk Away

If an interviewer keeps asking inappropriate questions or doesn't respect your boundaries, think about whether this is a place you'd want to work.

After You've Been Hired

After you're hired, you have more protection and flexibility about when to disclose. It's important to know your rights if you face workplace discrimination. If you experience unfair treatment or think your rights are being violated, start by contacting your Human Resources department. You can also get help from organizations like the U.S. Equal Employment Opportunity Commission (EEOC) or the Canadian Human Rights Commission (CHRC).

Timing Your Disclosure

• During onboarding with HR.
• When requesting specific accommodations.
• After building relationships with your team.
• When it becomes relevant to your work.

Requesting Accommodations

When you're employed, you have the right to reasonable accommodations. These can include:

• Flexible restroom breaks.
• Adjustments to travel schedules.
• Modified physical requirements.
• Flexible work hours if needed.

Building Confidence

No matter when or how you decide to disclose, building your confidence is important:

• Remember your value: Your skills and experience are more important than your medical history.
• Practice your story: If you choose to share, try explaining it clearly and with confidence. You can role-play with a friend or mentor to get feedback and feel more at ease. Practicing with sample answers can also help you feel less anxious and more prepared.
• Research the company: Understanding their values can guide your decision.
• Build a support system: Talk about your concerns with friends or mentors you trust. You can also join peer groups or online communities to connect with people who understand what you're going through. These groups can give you advice, encouragement, and useful resources.
• Trust your instincts: If something about their response doesn't feel right, listen to that feeling.

The right employer will see your ostomy and think, "Okay, tell me about your other skills and experience."

My Experience

When I got a job, I disclosed my medical condition after I was hired. I waited until I had started and felt comfortable with my team before sharing. It worked out well for me, and I was able to get the accommodations I needed without any issues.

I know people who disclosed during interviews and found incredibly supportive teams. I also know people who waited months before mentioning it and had equally positive experiences. Both paths can work.

The most important thing is to choose the approach that feels right and comfortable for you. There's no wrong answer, just what works best for your situation, comfort, and career goals.

Final Thoughts

Deciding whether to talk about your ostomy in job interviews is a personal choice. Some days you may feel ready to share, while other days you might want to keep it private. Both options are valid.

Remember, you bring valuable skills, perspectives, and experiences to any job. Your ostomy doesn't define what you can do, and the right employer will see that.

Give yourself time to decide what feels right for you. Know your rights, and remember that you have the skills and experience to succeed, no matter when or how you choose to share your story.