I’m a manager with a disability, should I tell my direct reports?

The decision as to whether to share your disability with your colleagues – whether they are your direct reports, peers or otherwise – is a completely personal one. There is no ‘right’ or ‘wrong’ answer to this question. However, telling others about our disabilities not only normalizes the conversation and makes it easier for others, it also makes it easier for others to understand you, and to work with you in the most helpful way possible. It may also help your direct reports understand your working style, if there are things you do differently from most people as a result of your disability. As a manager, you will have your own style, and how open you are generally with your direct reports about yourself will no doubt influence your decision regarding sharing information about your disability, too.

If you do decide to share, it’s worth giving consideration as to how to go about it. Again, you will decide on what the right method is for you – whether it’s in a team meeting, 1:1 conversations or even in an email – but it’s important that everybody in the team has the same information. This is not only because you want to ensure everyone has accurate information, but also because your team members may wish to discuss any adjustments that they feel they want to make between themselves, and that would quickly get awkward if everyone has different information or not everybody has been told. 

It’s important to focus on the impact the disability has on your daily work, as opposed to focusing on the disability itself. Your reports will want to understand ‘what does this mean for me?’ or ‘what do I need to do differently?’ Due to ongoing social stigmas around disability, they may want to feel reassured that your disability will not stop you from being a great manager for them or from continuing to go about your daily work. Therefore, the more you can be specific about what your disability means for your daily work, the adjustments you have in place and any expectations you have for your team, the better. If possible, it may also be helpful to emphasize positive consequences of your disability as you see them. If you can do this in a way that encourages them to ask questions and start an open conversation, then all the better – this removes any stigma or nervousness your reports may have around discussing disability and also potentially makes you a role model for others. This could help them be more open about their disabilities and get the help they need to fulfill their potential at work, too.