Choosing to Self-Identify as a Person with a Disability in a Changing Political Landscape
- Ashley Sims
- Apr 28
- 4 min read
Updated: Apr 30
“Should I self-identify as a person with a disability?”
It’s a question we hear often from both jobseekers and talent partners. And under any administration, it’s a deeply personal decision. But in the current political climate—particularly under the Trump administration, which has taken steps to scale back disability protections, threatened health care access, and undermined supports for individuals with disabilities—the question has become even more complicated, and in some cases, riskier.
This article aims to address concerns around self-identification and provide clarity on the benefits, myths, and potential consequences of identifying as a person with a disability in the job application process—especially under an administration that has shown ambivalence or even hostility toward the disability community.
Understanding the Three Avenues of Disclosure
There are three main ways individuals can communicate their disability status to an employer:
Self-Identification – This typically happens via forms included in job applications, onboarding paperwork, or internal HR systems.
Self-Disclosure – A more personal and voluntary act of telling a manager, supervisor, or colleague about your disability—often in the context of requesting accommodations.
Public Announcement – Openly discussing your disability with coworkers, friends, or on social media.
Each option means different things for different people, and all come with varying levels of visibility and personal comfort. Self-identification, in particular, is supposed to be anonymous and confidential—but under an administration that has deprioritized privacy, equity, and health protections, even confidential disclosures can feel vulnerable.
Why Are Employers Asking?
Federal contractors and subcontractors are legally required to take affirmative action and measure progress toward employing at least 7% of their workforce as people with disabilities. This is enforced by the Office of Federal Contract Compliance Programs (OFCCP). The OFCCP frames this process as a way to promote diversity and uphold civil rights, stating:
“Voluntarily self-identifying is a good thing – it's how things change.”
However, under the current administration, the broader federal approach to disability rights and enforcement has shifted. Proposed budget cuts to Medicaid, attempts to roll back parts of the Affordable Care Act, and the dismantling of key disability-focused advisory councils have left many in the disability community feeling unprotected and unheard.
This matters because trust in systems—especially those asking us to self-identify—relies on the integrity of the larger administrative framework. While employers may follow the law, a weakening of enforcement or commitment at the federal level can make self-identification feel like a greater risk.
As of Jan. 2025, federal contractors are still required to ask about disability status, but the context and enforcement mechanisms have changed.
Disability Status Reporting Remains Required
The Trump administration's executive orders, particularly Executive Order 14173 signed on January 21, 2025, cancelled Executive Order 11246, which President Lyndon B. Johnson signed in 1965, had mandated affirmative action programs for minorities and women. This reversal does not currently affect legal obligations under Section 503 of the Rehabilitation Act of 1973, which requires federal contractors to take affirmative action to employ and advance in employment qualified individuals with disabilities. These statutory requirements remain in effect as April 28, 2025.
Changes in Enforcement and Compliance
While the legal requirement to employ individuals with disabilities remains, the enforcement and compliance mechanisms have been altered. The Office of Federal Contract Compliance Programs (OFCCP), previously responsible for enforcing affirmative action obligations, has had its authority and staff reduced. The new executive order directs the OFCCP to cease promoting diversity and holding federal contractors responsible for taking affirmative action, including those related to individuals with disabilities. This shift may impact the enforcement of disability-related employment obligations.
Practical Implications for Contractors
Federal contractors should continue to collect and report data on disability status as required by Section 503. However, they should be aware that the reduced enforcement capacity of the OFCCP may affect the scrutiny of their compliance efforts. Contractors are advised to review their affirmative action plans and consult legal counsel to navigate the evolving regulatory landscape.
While the current administration has altered the enforcement of disability-related employment obligations for federal contractors, the statutory requirement to employ individuals with disabilities remains in place.
Will This Information Be Used Against Me?
Legally, the answer is no. Self-identification forms are confidential, protected, and separate from hiring decisions or personnel files. They are typically only accessible to diversity officers or federal compliance personnel.
But in practice, marginalized communities—including those with disabilities—have long histories of experiencing discrimination despite legal protections. Under an administration that has undermined equal rights protections and questioned the legitimacy of inclusion initiatives, concerns about confidentiality and retaliation are valid.
What If I Don’t Feel Safe?
You’re not alone. Many job seekers—especially those with invisible disabilities or chronic conditions—don’t feel comfortable identifying, particularly in uncertain political times. And that’s okay. The form gives you the option:“I Don’t Wish to Answer.”
Still, if you're in a position where it feels safe to do so, identifying as a person with a disability can send a powerful message. It helps hold employers accountable, flags potential gaps in their inclusion efforts, and contributes to a broader data picture that drives policy and hiring changes.
With that said, current efforts to collect disability-related employment data have been reduced under the guise of "ending illegal discrimination and restoring merit-based opportunity." While at the same time another government agency (HHS) announces a national autism registry and the aggregation of disability health data, raising concerns about privacy violations of sensitive medical information. As a result, individuals may want to consider their decisions to self-ID and/or disclose their disability status more carefully.
Am I Considered a Person with a Disability?
The Americans with Disabilities Act (ADA) defines disability broadly as:
“A physical or mental impairment that substantially limits one or more major life activities.”
This includes non-apparent and chronic conditions like cancer, diabetes, ADHD, depression, anxiety, and autism—even if you don’t currently experience limitations.
Your Voice, Your Choice
Self-identifying as a person with a disability has always been a personal decision, but it’s now also a political one. Under a Trump administration that has deprioritized disability rights and challenged the very frameworks that protect health care access, privacy, and equity, individuals must navigate disclosure with both caution and intention.
If you do choose to check “Yes, I Have A Disability Or Have A History/Record Of Having A Disability,” you are making a statement—not just about yourself, but about the world you want to build. But if you choose to withhold that information for your safety or peace of mind, that is equally valid. The right choice is the one that protects your dignity and your future.
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