When it comes to job hunting, it still seems very taboo to disclose one’s disability to prospective employers.
Despite many campaigning organizations such as The Valuable 500, Disability:IN in recent years trying to insert disability firmly into workplace DE&I conversations, in 2023 candidates with disabilities will still be I remain pessimistic about the possibility of putting my true self into work.
In a recent survey of 3,000 job seekers with disabilities conducted by accessible job boards Evenbreak and YouGov, less than a quarter (23%) disclosed at the time of application and 12% at the interview stage Did.
Survey data further revealed that 30% of respondents felt that employers only hire candidates with disabilities to meet quotas.
The study was conducted in the UK, where there are approximately 14.1 million people with disabilities and a disability employment rate of approximately 52%.
Disclosure choices are typically associated with candidates with invisible disabilities. Candidates may have the flexibility to decide whether to disclose at an interview, wait for a formal offer, or hold back until they have spent some time in the role.
Of course, the latter option is trickier for those who need a clear and well-defined work environment to do their job effectively.
Ultimately, due to the nature of the process, disclosure and its precise timing remain key decisions for candidates with both visible and invisible disabilities.
After all, the recruitment process almost always begins behind the screens and the relative anonymity of online application portals. It may be natural to punt on a strong resume in order to get to the interview stage where you can show presence and personality, albeit potentially awkward.
However, it is inaccurate to think of disability as polarizing into visible and invisible categories. Instead, they exist in a wide range, often with many crossovers even within the same individual.
For example, consider the early stages of a neurological disease like multiple sclerosis. Multiple sclerosis often affects young people who are just beginning their careers. For some people, walking difficulties can be unpredictable and temporary at this stage of the disease, depending on whether they are having a bad day or not.
Unsurprisingly, this kind of uncertainty, along with the genuine fear that others simply don’t understand, further fuels feelings of insecurity about disclosures, interviews, and actual performance at work.
Evenbreak CEO Jane Hutton said:
“It is clear that many people with disabilities have to think carefully about when or whether to mention their disability to potential employers. This is a real dilemma. , run the risk of being discriminated against and, if not mentioned, may not be able to seek the necessary adjustments and may be at a disadvantage, because candidates without disabilities who may be competing for the job It’s a stress that no one ever faces.”
talk Personnel magazine Commenting on the survey, Terry Payne, managing director of digital media and marketing recruitment firm Aspire, said:
“Studies show that employees with disabilities are on average as productive as those without disabilities, but they tend to take less sick time off and stay longer at work.”
Payne further emphasized the importance of organizations maintaining transparent diversity and inclusion policies focused on clear deliverables and staff training.
As a final analysis, this is perhaps the ultimate irony of the Disclosure controversy and its potential to create a fair workplace for all.
Candidates should not worry and worry about whether to disclose their disability. Organizations need to declare their openness to business from the start, through all media relevant to the hiring cycle, and be fully aware that this means being open to everyone. I have.