Sharing disability information with employers

Choosing to share information about a disability with an employer is a personal decision. It could depend on the nature of the disability, how it impacts on your ability to do the job, how comfortable you are with telling other people and how disability-friendly the employer appears to be.

Will my employer ask if I have a disability?

Legally, employers can only ask when the job is offered, or if a specific ability is intrinsically required for the role. For example, a lifeguard would be expected to be physically and mentally able to deal with rescuing someone in danger, so disability information may be required before a job is offered. Also, for certain professions, for example medicine, you may need to meet ‘fitness to practise’ criteria as set by a professional body.

Why should I tell my employer?

If you tell someone about a disability then you can take control of how others perceive it. By introducing it confidently and positively, employers can focus on your skills and abilities rather than the disability.

You are likely to have gained many skills and attributes as a result of your own personal experience of disability. Use these to highlight associated strengths, for example:

  • Strong creative and inventive skills
  • Excellent problem-solving abilities
  • Increased empathy and sensitivity towards others
  • Resilience to overcome challenges and adversity;
  • Determination
  • Strategic thinking
  • Innovative, original and three-dimensional ways of thinking: thinking outside the box; seeing the bigger picture
  • Budget management skills as a result of using paid 1-1 support
  • Quick reactions and observations of things around you
  • High levels of concentration and attention to detail
  • Strong problem-solving skills
  • ‘Having a stammer makes me choose my words carefully, to be more considerate and compassionate in how I communicate’ (Employers Stammering Network, 2017:3)
  • ‘Dyslexia is hugely beneficial, thinking differently and finding unconventional ways to problem solve comes naturally’ (Ernst and Young, 2018: 14).

Identifying any difficulties and focusing on the strategies you have used to overcome them, can show maturity, resilience and determination to employers. Also consider all the coping strategies you have developed throughout your studies and refer to them if needed. For example, the use of weekly planners or reminder tools to help manage your workload and conflicting deadlines.

The power of language

How you introduce your disability has an impact on the way it is perceived. Rather than say ‘I suffer from…’ or ‘I’m a victim of…’, remain more neutral by saying ‘I live with…’ Describe your condition briefly and without jargon, sharing only information that is relevant.

Access to Work (ATW) is similar in principle to Disabled Students Allowance – it looks to provide support, such as assistive software or a British Sign Language interpreter in work, to allow you to do your job in an equal way to non-disabled employees and at no cost to the employer. This means that employing a disabled person doesn’t cost the company more than employing a non-disabled person.

Many employers see the advantage of recruiting a diverse workforce and focus on a person’s ability to do their job rather than the nature of a disability. You may find it interesting to know that disabled students are statistically less likely to enter Higher Education than their non- disabled peers, therefore by graduating you may have already demonstrated strength of character and resilience skills over and above other students. An organisation’s equal opportunity policy will outline the employer’s commitment to employing without prejudice.

The Employers Forum on Disability is an employer membership organisation focusing on developing best practise on disability, so you can see if the company you are applying to is a member. They may also be a member of the Mindful Employer Charter for Employees which provides information and support to those experiencing mental health difficulties. The Disability Confident Scheme also supports employers to make the most of the talents disabled people can bring to the workplace. Being a ‘Disability Confident’ employer indicates to employees, clients and stakeholders the type of organisation they are.

To receive adjustments to the recruitment process, for example extra time in assessment centre tests, the employer will need to know in order to prepare. You could be putting yourself at a disadvantage if you are used to having adjustments in University exams but do not arrange them for recruitment processes. The sooner you tell your employer about a disability the sooner any adjustments can be put in place for you. You may not wish to share the nature of a disability, but instead specify the adjustments required.

Be proactive about researching the support you may need, in order to take off the pressure some employers may feel to come up with solutions themselves (Change 100).

Disability Rights UK note that your disability might explain elements in your CV or application which may otherwise count against you. For example, you may have had a period in hospital which led to a gap in your educational or career history, or you may have had to retake examinations due to a period of ill health.

Employers have a legal obligation to make reasonable adjustments for disabled employees under the Equality Act (2010). The aim is to ensure, as far as is reasonable, disabled employees are provided with the same access and opportunities as their non-disabled colleagues. This could include:

  • Flexible working hours
  • Additional time to complete recruitment tests
  • Using a ‘do not disturb’ sign when you need to concentrate intensively
  • Taking short breaks during the day
  • Setting a timer to bring you back on focus if you are easily distracted
  • Black out blinds
  • An office mentor
  • An explanation of any unwritten rules in the workplace
  • Provision of mind mapping software
  • Change the background colour on the computer screens
  • Working in a quiet location, free from lots of distractions
  • Provision of a site / office map
  • Ergonomic keyboard / mouse

It covers a range of employment areas including application forms, interview arrangements, proficiency tests, job offers, terms of employment including pay, promotion, transfer or training opportunities, dismissal or redundancy, discipline and grievances.

Remember though, you can only be protected from the point in time from which you share the information with your employer.

When could I tell my employer?

Think about what support you require to do your job as this will influence at which stage of the recruitment process you choose.

Information provided at the application stage should be relevant to the job to which you are applying, so consider the impact of your disability on your work and whether you need to share it at this stage.

If you decide to include information, use the ‘supporting statement’ or competence-based questions to highlight the associated strengths, for example ‘having dyslexia has taught me to develop innovative organisational and time management skills to assist with my forward planning’.

You may find it easier to put any relevant information in the application whilst you have the time to think about the wording you wish to use, rather than potentially being put on the spot to talk about it in an interview.

If you need adjustments for your interview, for example a wheelchair accessible room, you will need to advise the employer in advance so they can be arranged. In addition to it being easier for employers to respond to your needs if they know them in advance, you may also feel more relaxed at interview knowing that support is in hand. Disability Rights UK note that if your disability is a visible one, it may surprise the employer that you have come this far in the application process and not said that you have a disability (even if it does not affect your ability to do the job). They may end up asking irrelevant questions about your disability that could have been answered simply in the application form.

Remember the interview is an opportunity to demonstrate that you meet the job criteria, focusing on your skills, abilities, knowledge and experience. It allows you the time to expand on the beneficial effects of a disability through a two-way conversation and hopefully allay any concerns you or they may have. To help feel more confident talking about your disability it might be helpful to practice beforehand what you will say.

Written exercises or psychometric tests are often used during the recruitment process and can take place during, as well as before, assessment centres. If you need extra time, a separate room or a smaller activity room for example the assessment centre organisers will need to know in advance.

Employers may ask you to complete one of these forms which should be on a separate document from your application form. These are not used to judge your application and are often detached before reaching the recruitment panel. They usually include questions about whether you identify as having a disability, your ethnic background, gender, age etc. to monitor the range of applicants.

If you think your disability will affect your work you could discuss the reasonable adjustments you require at this stage.

You may find that your disability has no impact on your work and therefore don’t feel the need to tell your employer. Or, you may find you were unprepared for the effect of your disability in the work environment, or you need to have additional time off work for medical appointments, and therefore do need to share with your line manager and/or the Occupational Health department.

At all stages, your personal disability related information is protected by data protection legislation. Therefore, your employer cannot share or discuss your situation with anyone else without your permission.

What can I do next?

After reading this information, you may find it helpful to meet with your SWAI Advisor and/or the Careers Network team to talk through your own situation. You could also:

  • Ensure you have a good awareness of the demands of the role, and informally visiting the employer might help you be more prepared and confident which in turn might help inform your decision about if / when to share information about your
  • Talk to people you trust, and who know you, to help you decide whether and/or when to tell an employer.
  • Enquire whether the Careers Network / SWAI are running any workshops for disabled
  • Ask a SWAI Advisor to write a letter confirming your eligibility for extra time in exams etc. for any Assessment Centre