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Chapter 2 · Tell Your Story · 25 XP · Badge: Out-Loud
Disclosure is a decision first, wording second. Walk the timing map, then build a two-sentence disclosure plus a one-sentence accommodation request — and rehearse it, including the confused-manager branch.
There are no wrong answers. Jot your thoughts anywhere you like - nothing here is saved or sent unless you choose to share it.
This lesson helps workers who are deciding whether to share disability related needs with an employer and how to ask for changes that make the job doable. It fits people who never disclosed before, people returning after a health change, and anyone nervous about saying the wrong thing. Counselors can use it to separate the timing decision from the wording task. You start from your own situation, not from a rule that fits everyone.
After finishing, you will carry a short script you wrote yourself, two sentences of disclosure plus one sentence naming the accommodation and how it helps your work. The linked disclosure builder guides the wording, then the practice room rehearses it, including a branch where the manager sounds confused so you can practice staying calm and clear. Because the script uses your own words and an ending you chose, it sounds like you on a steady day.
A common mistake is sharing a full diagnosis or medical history when only a functional need matters, which invites questions you never wanted. Another is asking vaguely for understanding instead of naming one concrete change. Keep the request specific, brief, and tied to job tasks, and remember that not disclosing now is always a valid choice. Counselor note: review the timing map with your client first, then check that the accommodation wording matches their documented support needs.
No, and this course never pressures you to share. Disclosure is a personal decision you can revisit at any stage, and many workers wait until after an offer or until a need arises on the job. The lesson gives you wording for each timing plus a respectful closing line for not sharing now. Talk through the tradeoffs with a counselor you trust.
Specific requests tied to tasks work best, such as a schedule tweak, a seating change, or written instructions, plus one line on how it improves your work. Vague asks for patience leave managers guessing, while concrete asks give them something they can say yes to. Keep it to one need at a time. If you are unsure what to request, review old jobs and note which change would have helped.