Disclosing disabilities when applying for jobs

It is quite natural to worry about disclosing a disability to an employer when making job applications. Deciding how and when you provide this information is not easy.

Considering the following points may help:

You may not want the employer to know about your disability or health problem, as you feel they may reject your application immediately.
You may feel that your health or disability does not actually affect your ability to do the job so why draw attention to it.
You may feel that your application will not be viewed on its own merits.

Why should I disclose my disability?

Many employers are committed to employing disabled people and actively seek to recruit people with disabilities to reflect their commitment to a diverse workforce. Look out for the "two ticks" symbol which many employers use to demonstrate their commitment to considering disabled applicants. Check employers' equal opportunity policies as well.
Many application forms include medical questionnaires. Omitting details here or giving false information may prejudice your application adversely and, later on, even result in dismissal.
You control how your disability is explained to an employer. By stressing the positive aspects of your disability you can confront any negative perceptions at the earliest stage possible.
Employment is covered by the Disability Discrimination Act. If you do declare your disability and later feel that you have been discriminated against during the application process you can take your grievance to an employment tribunal.
There may be a health and safety implication, or the need for workplace adaptations.
There is financial support available to employers worried about the extra costs of hiring someone with a disability via the Employment Service's Access to Work scheme which covers such extra costs as specialist equipment.

How should I disclose my disability?

Always think positively. First and foremost you are offering the employer a wide range of skills, knowledge and expertise which will be of tremendous value to them and as an individual you deserve to be seen as such rather than as someone with a disability or health problem. However, living with a health problem or disability may well have enhanced the skills you are offering the employer so equally do not be afraid to highlight these extra strengths.

Secondly, anticipate any possible concerns they may have about recruiting someone with a disability and make them aware that through constructive action any potential difficulties can be overcome. Remind them there is support available.

When should I disclose my disability?

Timing is important. There are several appropriate times to disclose your health or disability to a potential employer. Deciding which is best for you will depend on your circumstances.

Covering Letter: Normally you will be asked to submit a covering letter with a CV. Generally speaking, this is a good place to raise any extra issues you feel appropriate to your application. Use the opportunity to make your disclosure positive though avoid centering the whole letter around the issue. Highlight any additional strengths you feel you have developed through handling your disability or health problem.

Click here for an example covering letter.

Application Form: Some application forms ask direct questions about health and disability so you have a clear opportunity to provide all the details here. However, use the supporting statement or competence based questions on the application to highlight any strengths or positive consequences of your disability or health problem. An example might be developing IT expertise through early exposure to complex software as a result of a visual impairment.

Equal Opportunities Monitoring Forms: You may be asked to complete one of these with an application form. These ask questions about your ethnic background, gender, age and disability. They are used to evaluate what mix of people have applied for the vacancy. They are not used to judge your application and are usually detached from the rest of the form before it reaches personnel.

Medical Questionnaires: You may be sent this prior to interview but more commonly it will happen afterwards. Questions about disability and general health are usually asked. You will obviously have to answer honestly here.

Pre-Interview: If you are invited for an interview you may need practical support. Many employers offer this in your invitation letter. If they do not, contact them yourself and ask for any extra help you may need, such as a sign language interpreter, or help getting to the interview. Under the Disability Discrimination Act this would be seen as reasonable adjustment.

Interview: You may or may not be able to conceal your disability at an interview. Clearly if you have got this far in the application process you have satisfied the employer that you have the skills, experience, etc, for which they are looking. However, if your disability only becomes clear at the interview stage it may distract the employer from what is really important, ie your ability to do the job. So perhaps it is advisable to let them know earlier. Remember, be relaxed and always present yourself in a positive manner. The interviewer may be unsure about the situation. Acknowledge this and clarify anything they need to know.