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Abstract

The following commentary offered an overview of the article “Impact of Response Options on Formal Disclosure Rates for Disabilities in Organizations”, noting that the authors identified several workplace opportunities for inclusion related to disabled workers, yet more remains to be explored. Namely, there is no standard metric for disability identification. As noted in other current works, individuals choose to identify or not as disabled, based on their definition or experiences of opportunity and challenge as related to their “disability”. The commentary identified the AMO framework and asset model as areas still to be studied as they relate to self-reporting of disability in the workplace. Additionally, the article inspires further conversation regarding neuroatypicality in the workplace and how the broad population of diagnosed and undiagnosed neurodivergent individuals are also influenced by disclosure in the workplace.

Keywords

human resource management organizational climate or culture identity or identification

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A Commentary on Santuzzi et al. (2024): Impact of Response Options on Formal Disclosure Rates for Disabilities in Organizations

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