According to the CESP Candidate Handbook1, one of the knowledge areas for Domain 1: Application of Core Values and Principles to Practice is “The impact of disclosure on employment and career development”. The handbook also states that “The CESP exam is based on the application of knowledge, not just the recall of facts”. Therefore, the best answer is the one that demonstrates the most effective and ethical practice for supporting the woman in her employment and career goals.
Option A is the best answer because it respects the woman’s right to self-determination and choice, and helps her to weigh the pros and cons of disclosing her disability in different situations and contexts. This can help her to make an informed decision that is based on her own preferences, needs, and circumstances, rather than on fear or misinformation.
Option B is not the best answer because it reinforces the woman’s negative perception of disclosure, and does not provide her with any information or guidance on how to handle disclosure issues. This can limit her opportunities and choices, and prevent her from accessing any reasonable accommodations or supports that she may need or want in the workplace.
Option C is not the best answer because it does not address the woman’s specific concerns or situation, and may come across as dismissive or insensitive. While sharing success stories can be helpful and motivational, they are not sufficient or relevant to help the woman make her own decision about disclosure. Moreover, success stories may not reflect the reality or diversity of experiences that people with disabilities face in the workplace.
Option D is not the best answer because it violates the woman’s privacy and autonomy, and may have legal and ethical implications. Discussing the woman’s disability with the prospective supervisor without her consent or knowledge is not appropriate or professional, and may damage the trust and rapport between the woman and theemployment support professional. Furthermore, the woman may not be protected by the ADA if she does not request or agree to any reasonable accommodations or modifications.
References: 1: CESP Candidate Handbook
