When an individual with depression applies for a job, the question of whether HR (Human Resources) will consider this information a disadvantage arises. This article explores the complexities surrounding this issue, highlighting the legal, ethical, and practical challenges faced by employers and job seekers.
Understanding the Prejudice and Strategies
Informing a potential employer about a history of depression can be risky. Unfortunately, it is viewed more as a disadvantage rather than an advantage during the interview process. This perspective is often rooted in prejudice, categorized as a risk-reduction strategy to protect the employer from potential liabilities. However, it is important to note that most jobs, particularly those in the United States, do not require applicants to disclose medical histories proactively. Most state laws prohibit employers from asking about medical conditions or histories to prevent discrimination and promote privacy.
My advice is not to inform the prospective employer of your medical history, unless it is relevant to an employment gap. In such a case, it is advisable to discuss a general medical condition that is now under control rather than disclosing the specific condition of depression.
Physical Examination and Disclosure
If you are required to undergo a pre-employment physical examination, the matter of depression might come up. In such circumstances, the answer is typically no. Employers are generally not allowed to ask about health issues during the interview process, after which point individuals with illnesses have legal protections.
Legal Protections and ADA Considerations
According to the Americans with Disabilities Act (ADA), a disability is defined as any physical or mental impairment that limits a major life activity. Clinical depression is considered a disability underADA, but not every individual suffering from it is protected. The ADA protects individuals who can perform their job duties with reasonable accommodation.
Individuals with depression can certainly be hired if they are properly diagnosed by a psychiatrist and, with or without reasonable accommodation, can carry out their job functions. Employers must provide a reasonable accommodation for those with disabilities unless it would cause an undue hardship.
Efficient Interview Practices
The approach to the interview process is crucial. If a candidate interviews well and demonstrates the ability to perform the job, they stand a better chance of being hired. However, discussing personal health issues during the interview can be detrimental to one’s chances.
HR representatives, in their professional capacity, may not be informed about the individual’s health unless disclosed. Most HR professionals do not consider minor health issues significant unless they have personal experience with similar conditions. However, sharing challenges in life during an interview can often lead to unrealistic expectations from the interviewer, who may view it as an obstacle that cannot be overcome post-employment.
It is crucial to present oneself as a viable candidate who can handle the job responsibilities without compromising on performance. The key to a successful job application is to focus on relevant skills and job qualifications rather than discussing personal health issues.
Conclusion
The hiring process for individuals with depression is complex and multifaceted. Legal protections under the ADA provide a foundation for hiring, but practical considerations like employer biases and interview dynamics also play a role. By approaching the interview process professionally and highlighting relevant skills, candidates can maximize their chances of securing employment.