The Count Me In Campaign is meant to encourage more Notre Dame employees to voluntarily self-identify their disability status. Only an estimated 25 percent of employees who could voluntarily self-identify actually do so. Currently, the Office of Human Resources reports that fewer than 300 faculty and staff members have voluntarily self-identified as having a disability, but more might have a disability that would qualify. This information is critical to assessing current policies and practices, in addition to understanding how to better provide all employees with the tools and resources they need to succeed. More information about self-identifying can be found below.
Support available to people with disabilities
Employee Resource Group
ND Ability, the Employee Resource Group (ERG) for staff members with disabilities, allies, and those who have family members with disabilities, relaunched in March. If you are interested in learning more about ND Ability, you can do so here.
If you would like background on ND Ability, read this previous NDWorks article from its initial launch.
While voluntarily self-identifying a disability does not require an employee to request a workplace accommodation, an employee who believes they have a disability that requires accommodation should initiate a request with their supervisor/manager, department head or Human Resources Consultant. Learn more about requesting an accommodation.
For more information, refer to these frequently asked questions:
Why should I voluntarily self-identify as having a disability?
There are two principal reasons why Human Resources encourages employees to self-ID as having a disability. As a government contractor, the University is subject to federal regulations that require the documentation of employees with a disability. However, the priority in this initiative is to enhance programs and resources that make Notre Dame even more welcoming and inclusive. In addition to connecting current colleagues with additional support, the University wants prospective faculty, staff and students who have a disability to know they will be welcomed, valued and respected here.
My disability does not affect my work. Do I need to self-identify?
One of the biggest misconceptions regarding the Americans with Disabilities Act (ADA) is that many people think having a disability means you cannot work or perform your job duties. While that may be true of employees applying for state disability programs or disability coverage under Social Security, that is not the case with ADA. Having a disability under ADA means you have a health condition that has the ability to significantly impact your life, even if you take medication or receive other treatments to mitigate your condition.
The Office of Human Resources encourages you to self-ID even if you have a health condition that does not require an accommodation. Under ADA, any ongoing health condition that is managed by a medical doctor qualifies you to self-identify as having a disability. By self-identifying, you are not necessarily requesting an accommodation.
If I self-identify, who will see that information, and will that be detrimental to my career?
Employees who self-ID as having a disability can be assured their information is kept strictly confidential and protected. Even in situations where human resources professionals meet with an employee’s supervisor to discuss the feasibility of an accommodation, we do not provide any of the documents or medical information provided by the employee. It is against University policy to retaliate in any way against an employee who has self-identified as having a disability or has requested an accommodation.
I’m ready to voluntarily self-identify as having a disability. How do I do that?
- Go to InsideND.
- In the search bar, look for “Employee Dashboard” and choose that task.
- Under the “Biographical” dropdown, choose 🖉 Edit for “Disability Status.”
- Fill out the online form and click submit.
As a reminder, the University of Notre Dame prohibits discrimination on the basis of any protected class, or any other non-merit-based factor. These protections apply to all employees and extend to all conditions of employment including recruitment and hiring practices, promotions, compensation, training and career development programs. Learn more.