Disclosing your disability is a personal choice. You are not required to disclose that you have a disability (including mental health issues) unless it interferes with your ability to carry out the essential functions of the job you’re applying for.

You may choose to disclose your disability:

• to ensure your legal right to reasonable accommodation from your employer
• if your potential employer has a commitment to hiring members of equity groups, including people with disabilities
• if your disability has implications for your health and safety or that of your colleagues
• to reduce the stress of hiding your disability

 You may choose not to disclose your disability:

• because of the possibility that even enlightened companies with progressive policies may inadvertently discriminate

 Adapted from Mental Health Works

You can choose to disclose your disability at any time: before the interview, during the interview, at the job offer or any time after you start the job. However, if your disability will affect your ability to do essential requirements of a job, it’s recommended that you disclose it to your potential employer before accepting the job offer. This is an opportunity to discuss the strategies you have found most useful.

As with any information on your résumé, ensure that the skills and experience you are listing is relevant to the job you’re applying for. You can look at the How to deconstruct a job posting resource in the tool kit to help determine whether your volunteer experience is relevant to the job description.

Your employer cannot bring up the topic of accommodation until after the job offer. However, you can choose to bring up accommodation at any time, even before the job offer, and the employer can then discuss it with you.

If you choose to disclose your disability, it’s important to let your employer know of any strategies you have in place to help you and if you require any workplace accommodations.

Your employer has a responsibility to provide reasonable accommodation for your disability. You have a responsibility for “work-readiness” – to know what you require for accommodation as an employee and to provide appropriate notice to your employer.

If you will require accommodation right away on your first day of work, you may wish to bring up accommodation during the interview. Otherwise, you may wish to discuss it during your first few weeks at work. It’s never too late to ask for accommodation; you can bring it up whenever it seems appropriate for you.

If you’re unsure about what sort of accommodation might be helpful to you, consider discussing this with your co-op coordinator or career educator. We can help you articulate workplace-related accommodations.

As an employee, you have a responsibility to be a productive worker. When you are experiencing a mental health issue, you also have the right to reasonable accommodation. If you approach your conversation with your employer as a way to find the balance between your responsibilities and your rights, you can work together to find a solution. You don’t need to disclose the specifics of your diagnosis if you do not wish to.

Find out what resources and support are available to you through your employer, such as Employment Assistance programs and counselling. You should also find someone you can speak to in confidence. If your workplace has a work-life balance coordinator (usually located in the Human Resources office), he or she would be an appropriate person to contact.

If you are uncertain about how to approach this, you can speak with a UVic career educator.

Related resources:

• Mental Health Works: Talking to your employer
• Work Life Support
• Workplace strategies for mental health
• Mental Health Commission
• Mental Health Works: Why it matter
  

The Employment Standards Act requires that your employer take reasonable measures to accommodate your needs for time off for religious, cultural, health or related reasons. When you start a new job, it’s a good idea to review the organization’s policies around holidays and entitlements for time off and sick leave. In a unionized environment, the first place to look is your Collective Agreement. Most importantly, talk to your supervisor and give them plenty of notice so they can cover the work you will miss.

If you are taking sick leave for a mental health issue, you are not required to disclose your diagnosis—sick leave includes both physical and mental illness.

Related resources:

• Time off for observances
• Labour guide
• How to request religious accommodation at work
• Diversity in the workplace
• Work Rights Canada

When talking about equity or diversity involvement in the workplace, it’s important to be considerate and inclusive of the diversity that already exists within your workplace. Also, be mindful of your workplace culture and whether these discussions are appropriate. If your employer has policies around equity and diversity, find out what they are before discussing or promoting your own perspective.

Related resources:

• Equity and employment FAQ
• The Canadian workplace
• http://web.uvic.ca/eqhr/

If you’re experiencing language barriers or feelings of isolation, you can discuss this with someone at work, such as your supervisor, a counsellor, HR specialist or union or employee representative.

The ability to build relationships and communicate your ideas clearly is valued in all work environments and will support you in all aspects of your life. Be proactive and seek out opportunities to positively interact with your coworkers in a variety of settings.  You can use this as an opportunity to practice your communication skills, increase social confidence and build your network of contacts.

Related resources (these are Victoria resources; look for similar ones in your city):

• Intercultural Society of Greater Victoria – Administers the Government of Canada’s English Language Services for Adults (ELSA), which are free English classes for immigrants from beginner to intermediate. 
• Toastmasters International – There are Toastmasters clubs in 116 countries around the world, including 34 active clubs in Victoria alone. Toastmasters can help you build public speaking skills and meet new people. 
• Conversation Cafés – This weekly event is run through the UVic International and Exchange Student Services office. A trained ESL instructor, two teachers in training and native English speaking volunteers are available to help international students improve their English language skills. 
• International Commons – Offers a variety of programming and events, from effective listening to presentation skills in English.
• Victoria Immigrant and Refugee Centre Society – This resource provides support to newcomers’ adjustment to life in Canada. 

Under the Canadian Human Rights Act, no-one has the right to discriminate or harass you on the grounds of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and unrelated or pardoned criminal convictions.

If you are experiencing discrimination or harassment, speak to someone you can trust who is not involved in the conflict. If you feel that you have a case, you have a number of options. You can bring your concerns to your manager, human resources department, shop steward, Employment Standards office or provincial or federal tribunals.

Related resources:

• WorkSafeBC Bullying and Harrassment information
• Canadian Human Rights Act
• UVic Equity and Human Rights
• BC Human Rights Coalition – Provides an overview of Human Rights Law in Canada and information on when to approach the Federal Tribunal or the Provincial Tribunal: 
• BC Human Rights Tribunal – Provides information and support on filing a claim under provincial jurisdiction
• Canadian Human Rights Tribunal - Provides information and support on filing a claim under federal jurisdiction 
• Employment Standards Act BC
• Employment Standards Self Help Kit: Can help to solve workplace problems

Canada is a very multicultural society and every workplace has its own culture with spoken and unspoken guidelines on appropriate behaviour. To navigate cultural differences at work, understand why there may be conflicting values, keep an open mind and look for opportunities to build positive relationships.

Related resources:

• UVic Co-op and Career – Build and assess your cross-cultural competencies (competency kit)
• UVic Equity and Human Rights – Information sheets on understanding cultures other than your own and on components of culture

As an employee, you have a responsibility to be a productive worker. When you are experiencing a mental health issue, you also have the right to reasonable accommodation. If you approach your conversation with your employer as a way to find the balance between your responsibilities and your rights, you can work together to find a solution. You don’t need to disclose the specifics of your diagnosis if you do not wish to.

Find out what resources and support are available to you through your employer, such as Employment Assistance programs and counselling. You should also find someone you can speak to in confidence. If your workplace has a work-life balance coordinator (usually located in the Human Resources office), he or she would be an appropriate person to contact.

If you are uncertain about how to approach this, you can speak with a UVic career educator.

Related resources:

• Mental Health Works: Talking to your employer
• Work Life Support
• Workplace strategies for mental health
• Mental Health Commission
• Mental Health Works: Why it matter