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Invisible Disability Disclosure in an Employment Interview

Impact on Employers' Hiring Decisions and Views of Employability

University of Scranton, Pennsylvania, dalginr2{at}scranton.edu

James Bellini

Syracuse University, New York

This study investigated the impact of disclosure of invisible disabilities (physical and psychiatric) within the employment interview process. Both the type of disability and the extent of disclosure were manipulated in an analogue experimental design. Employers (N = 60) were exposed to a short interview vignette of a potential candidate and were then asked to make a hiring decision and rate the candidate's employability. The results indicate a significant effect for disability type, with employers rating the candidate with a physical disability significantly higher than the candidate with a psychiatric disability. The findings indicate no significant effects for extent of disclosure; for the interaction of disability and extent of disclosure on employability; and for type of disability, extent of disclosure, and the interaction of disability and extent of disclosure on hiring decision. Implications of the study findings for persons with disabilities and rehabilitation counselors are discussed.

Key Words: psychiatric disability • physical disability • disability discrimination in employment • career/vocational employers • career/vocational counseling

This version was published on October 1, 2008

Rehabilitation Counseling Bulletin, Vol. 52, No. 1, 6-15 (2008)
DOI: 10.1177/0034355207311311


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