Disclosing disability/special needs

Copies of this helpsheet are available from Careers Reception at Whiteknights. Large print and alternative format versions are also available on request.

One issue facing students with special needs is whether or not to disclose their disability and if so, at what stage in the application process this disclosure should take place. You may have a disability that cannot be concealed at interview eg if you are a guide-dog owner or use a wheelchair. Conversely, you may have an unseen disability e.g. dyslexia, dyspraxia or a hearing impairment. There are no right or wrong answers concerning disclosure but the aim of this leaflet is to consider the issues relating to disclosing disability in a positive way. It is hoped that you can decide upon a strategy which will suit you.

Reasons for disclosure

Most employers have equal opportunities policies and it is worth finding out about these policies before making an application. Look out for the Employment Service Two Ticks disability symbol on job advertisements. This means that if someone with a disability meets the entry criteria, they are automatically guaranteed an interview.

You may be eligible for additional help such as funding through the Access To Work Scheme administered by the Employment Service. Mentioning this scheme could allay any fears about the financial implications of employing a disabled person.

If your disability has any implications for the health and safety of yourself or your colleagues, you are obliged to inform your employer under the 1974 Health & Safety Act.

You can describe your disability in a positive way and highlight the strategies you have undertaken to succeed in every day life.

Many application forms and health questionnaires ask questions about disability. If you give false information, you may risk dismissal at a later stage. If any special arrangements need to be made at the initial interview stage, then if the employer is aware, they can make the necessary adjustments.

Arguments against disclosure

You may fear that you will be discriminated against which is why you are reluctant to disclose your disability. The 1995 Disability Act does provide some safeguards against this. It is understandable, that in today's competitive job market there is concern that employers will focus on someone's disabilities and not their abilities. You may feel that an employer will see you as a liability and possibly more expensive to recruit in terms of extra time off needed through ill health or special employment arrangements.

Some applicants feel uncomfortable talking about their disability with a stranger and others are concerned that if they do disclose, then the employer may make unjustified assumptions. You may feel that your disability does not hinder you in any way and is not relevant to the job for which you have applied.

Timing a declaration

If you decide you want to tell a potential employer that you have a disability, the next important decision is at what point in the process you do this.

The application form

Some application forms ask distinct questions about disability so that you can give them all the necessary details immediately. Making a positive statement about your disabilities may allay any fears a potential employer might have. If you feel your life experience in relation to your disability has any relevance to your suitability for this post, you could elaborate in the appropriate section of the application form.

Medical questionnaires

You may be asked questions relating to your disability or health on a medical questionnaire. Whether or not you divulge this information depends upon the type of job you are applying for. If your disability has implications for your health, then you are obliged to be honest.

Equal opportunities monitoring forms

Some employers have a separate equal opportunities form which they require all candidates to complete. These forms are separated from the main application form and used by the Personnel Department to see if they are attracting a representative mixture of candidates for their vacancies. If this is not the case, then they need to reconsider where they advertise vacancies.

Covering letters

You may choose to use a covering letter which accompanies your application form or CV to disclose your disability. This might include emphasising your positive achievements in spite of the disability.

Pre-interview/selection day arrangements

If you need any practical support at interview or during a selection day, you might decide to write to the Personnel Department requesting the relevant support, e.g. extra time for psychometric tests or a communicator. This will demonstrate that you are in control of the situation and know how to handle the interview. If you have not disclosed your disability in advance, you need to think about the implications of this for the employer. If the disability cannot be concealed the employer may be surprised that it hadn't been mentioned earlier and spend more time asking you about your disability instead of focusing on your suitability to do the job well. Sometimes it is easier to present relevant information on paper rather than face-to-face. Some people are uncomfortable about talking about their disability in an interview situation because it can shake their self-confidence. By writing about the disability in advance, you have had time to carefully phrase things and not answer questions off-the-cuff.

Tips for making a positive statement about disability

• Do not assume the employer will view your disability in a negative way.
• Focus on your strengths, experience and skills.
• Highlight your ingenuity and the strategies you have developed to overcome your disability.
• Emphasise the different perspective you can bring to the company.
• There are over 350 member companies of the Employers' Forum on Disability. Each organisation is committed to creating and developing employment opportunities for people with disabilities.
• Remember to look out for the Two Ticks symbol awarded by the Employment Service to employers who commit themselves to interviewing and promoting opportunities for people with disabilities.
• Do not restrict your applications to these special groups of employers, always make your applications to the organisations that interest you.

Keeping control of the situation

If you have been discriminated against when applying for jobs in the past, resist the temptation to use the interview situation as a chance to air your grievances. It is best to be positive in relation to strengths, transferable skills and what your disability has taught you, e.g. "Because I am dyslexic, I have had to develop a range of strategies both in the collection and processing of information and in structuring my work. In addition, I have made full use of a variety of computer software to assist with my written work.” Acknowledging the difficulties you have and stressing the ways you have found to overcome them, demonstrates to a potential employer your maturity and determination to succeed.

To disclose or not to disclose?

The final decision is obviously yours. However, should you wish to discuss these issues further, please do not hesitate to contact your careers adviser.