The manager from HSBC : you should disclose a disability when applying for a graduate job

The main concern for college students and recent graduates with disabilities or chronic health conditions is whether to tell potential employers about their condition(s) before they hire them, and if not, whether to do so once they are hired. The VP and senior managers from HSBC and JP who corporated with us, says that if he had a pound for every time a student asked her about disclosing, she would be a millionaire many times over.

The top concerns that students have concerning disclosure, according to her, are the likelihood of prejudice, being perceived as a bother, making a scene, or needing special care. "They don't want to give recruiters any reason to remove them from the recruitment process in such a competitive environment," says a source.

Actually, understand the benefits of being open and the consequences of not being.

the VP from HSBC emphasizes that smart employers want all candidates to have a great experience during the recruiting process and to perform at their best in the workplace, so she does not reject these anxieties out of hand. "How can we encourage students to be open so that we can better support them?" is the question that companies frequently ask me.

Should I disclose a disability to graduate employers?

Those managers and VP make it abundantly apparent that the decision about whether to disclose—or, as she prefers to refer to it, be open—is a personal one that you shouldn't feel pressured to make. They also strongly believes that your choice should be founded on a genuine appraisal of your particular circumstances rather than on rumors.

You must comprehend both the advantages of being open and the drawbacks of not being open. Being honest allows you to receive the support you require to perform at your best; failing to do so may result in your being passed over for a position for which you are the best qualified. It also gives you the opportunity to control the narrative, emphasize your strengths, and subtly challenge any presumptions the employer might have (as long as you do it properly). This is especially true if your disability or health condition is evident.

Those managers believe that for many applicants, the more important question is: would support allow you to perform at your best and be evaluated fairly in comparison to other candidates? They acknowledge that some candidates may choose to disclose because they want to be open and feel their real self. In the UK, employers are obligated by law to provide reasonable accommodations throughout the hiring process and at work to ensure that people with disabilities are not put at a disadvantage as compared to people without disabilities, but only if they have a reasonable expectation that they do. "It is frequently too late to inform an employer at that point if you are unsuccessful in the recruitment process." They don't have to reopen the hiring process for you, and if they do, that can cause the "hassle" that so many students are want to avoid, says the VP.

Making sure that measures are put in place so that you are not disadvantaged is what requesting a reasonable adjustment is all about. It is not about being treated differently or getting an advantage over another candidate.

What should be done to make the hiring process more accommodating for candidates with disabilities?

There is no clear definition of what constitutes a "reasonable" modification in the legislation because it depends on the specific needs of each applicant and the resources made available to the employer. The term "reasonable adjustments," in the manager's opinion, is useless since it sounds overly bureaucratic. "I advise you to consider more practically: What is the obstacle I'm attempting to go over? What can I ask for that will help me get past it? It is acceptable to ask for something if you need it. Knowing what the hiring process entails will be useful in this situation; frequently, it will be described on an employer's hiring website.

The most typical requests for reasonable adjustments include the following:

• Additional time for exams and assessment exercises
• Ensuring that the interview and assessment centre places are physically accessible to you and that accessible facilities are provided nearby
• Changes to the format of the interview (for example, an interviewer could hold the interview over a video platform to overcome physical access difficulties, rephrase questions to facilitate different ways of processing information, or restructure the interview to include rest breaks to help alleviate anxiety)
• The use of technology
• The use of an interpreter
• An orientation visit (which includes meeting the interviewers) prior to the interview

An employer can occasionally be unable to satisfy a particular request, but they ought to talk with you about any feasible alternatives. For instance, it might not be possible for your interviewer to accompany you from the train station or airport to the interview, but they might arrange or pay for a taxi for you. However, they will be able to carry your own chair in from your car for you or arrange an alternative mode of interviewing, such as doing it via Zoom, if they are unable to supply you with a chair that is specifically configured to your precise lumbar requirements for the interview. (Note: If you were hired and received a chair like this, it would be a reasonable adjustment. However, buying a chair for a single interview when the employer can offer another option to interview you most likely falls under the heading of a "unreasonable" adjustment.)

Managers emphasize that you should keep in mind that employers have designed a recruitment process to evaluate candidates against required competencies. As a result, it is typically not reasonable to request to skip a stage entirely - but it might be reasonable to inquire as to whether those competencies can be assessed in a different way. It's possible that an employer has already implemented a substitute. In their face-to-face assessment centers, some businesses are now adopting virtual reality (VR) exercises, but they have an alternative activity set up for individuals who are not comfortable with VR (which may not just be candidates with impairments or health concerns). Employers should also give you the choice to take an exam in a different format, give you more time, or evaluate your skills in a different way if taking an online test would be disadvantageous for you.

What do I say in an openness statement?

• I'm dyslexic. I'll require 25% more time. I'll be able to process the information I've been provided as a result.
• It makes me anxious. Prior to my interview, I'd prefer an orientation visit, and the interviewing managers should be aware that I might have interview-related anxiety more than others.
• For my medical condition, I take medication. I would prefer to have my interview in the afternoon. This will give my medication's effects time to wear off.

You can see that these adhere to managers' fundamental ideas:

They are pertinent and emphasize assistance: Employers are more concerned in how they can support you than they are in the specifics of your medical history, according to the manager from JPM. "There is no need to share your story; only the information that will get you the support you need and what it will allow you to do," the statement goes. They do not express regret: Don't emphasize what you can't accomplish or use phrases like "suffer," "unfortunately," or "sadly,"

Remember that all you are doing is making sure that you are evaluated fairly so that all of your strengths may be shown. If you reveal, it's important to present your impairment in a favorable light. For instance, a lot of anxious people put in a lot of effort and strive for perfection. Although it hasn't made me any more special than everyone else, my impairment has given me an advantage, the manager from JPM claims.