Biophysical Society Bulletin | January 2020

Career Development

Options for Scientists with Hidden Disabilities Dear Molly Cule,

employees to provide reasonable accommodations to enable employees to perform essential job functions. Thus, disclo- sure can allow you to get accommodations that you need for optimal health, well-being, and job performance. It should be noted that the accommodations for a disability do not change the productivity requirements of the job. They only require the employer to provide alternative ways, location, or equipment to enable the individual to do their job. Employees who have disclosed their disabilities report feeling happier and less stressed, owing both to these structural accommodations and because they do not have to expend energy hiding their disability. But there are costs to disclosure too. Although it is illegal, discrimination exists in many forms. Stigma and prejudice exist. Many people with hidden disabilities fear ramifications and negative career consequences. They worry about being seen as less capable. The very nature of invisible disabilities means a disabled individual might be accused of “faking it” in order to obtain accommodations, such as a special park- ing place or a flexible work schedule that makes it easier for them to do their job. In addition, requesting accommodations for a disability can entail a loss of confidentiality and privacy because you may be required to provide medical documen- tation of your disability in order to get accommodations from your employer. For these reasons, many people with hidden disabilities choose not to disclose their diagnosis. In the end, it becomes a matter of weighing the benefits of specific accommodations you need versus the stigma and loss of privacy associated with disclosure. — Molly Cule

Like about 10% of Americans, I have a “hidden disability.” What are the advantages and disadvantages of disclosing my disability at work? Signed, Invisible

Dear Invisible, Hidden, or invisible, disabilities are chronic conditions that have subtle or no outward signs but that, nonetheless, signifi- cantly impair the activities of daily life. Indeed, 74 percent of individuals with disabilities do not use assistance devices, like wheelchairs, that visually portray their disability. Invisible dis- abilities are wide ranging, including conditions such as hearing loss, depression, joint disorders, fibromyalgia, autoimmune disease, diabetes, endocrine conditions, arthritis, and HIV. Because outward signs are subtle or not detectable, people with hidden disabilities can be labelled as lazy or irrespon- sible. At face value, this would seem to be an argument for letting others know about your disability. After all, employers are legally required to accommodate those with disabilities. The Americans with Disabilities Act (ADA) of 1990 and ADA Amendment Act of 2009 prevent discrimination against individuals with disabilities in all areas of public life, includ- ing jobs, schools, transportation, and places that are open to the public. The ADA requires employers with 15 or more Grants & Opportunities 2020 Lasker Awards The Lasker Awards are offered in three categories. The Albert Lasker Basic Research Award is for a fundamental discovery that opens up a new area of biomedical science. The Lasker-DeBakey Clinical Medical Research Award is for a major advance that improves the lives of many thou- sands of people. The Lasker-Koshland Special Achievement Award in Medical Science is for research accomplishments and scientific statesmanship that engender the deepest feelings of awe and respect.

Who can apply: Anyone who has made an original and sig- nificant contribution in basic or clinical medical research, or in public service, is eligible for nomination. They may reside in any country. Self-nominations will not be considered. Deadline: February 3, 2020 Website: http:/www.laskerfoundation.org/new-note- worthy/articles/now-accepting-nominations-2020-lask- er-awards/

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