Disabilities: Tout Them, or Hide Them?

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Should a person with a disability include that on his/her resume (CV)?

I need some feedback on that question from the world’s best community of recruiters, please. It’s for some volunteer career counseling work I’m doing with a group of disabled (high-functioning) adults.

Here are the arguments in favor of “yes,” (as I see them):

  • Some companies actively recruit for people with disabilities, and federal contractors basically need to.
  • Some tax breaks may be available to the companies if they hire someone with disabilities.
  • The disability will be clear or will have to be disclosed in an interview anyway.

The argument against:

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  • Why disclose it until necessary? Let the company find out if/when it calls the person for an interview. The recruiter may consider a person who might otherwise have been rejected out of hand.

If you have some advice based on your preference as a HR executive or recruiter, and your company’s preference or requirements, can you provide some feedback below? Especially as to “why.” Thanks!

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Peter M. Zollman is founding principal of the AIM Group, which publishes Classified Intelligence Report, considered "the bible of the classified advertising industry.” CIR covers recruitment advertising companies worldwide, with clients including Monster Worldwide, Seek, StepStone, and many of the world’s leading recruitment ad businesses.