Updated: Nov 1, 2019
Research published by the Greatwithdisability.com last year showed that 77% of graduates surveyed were afraid to be open to prospective employers about their disability.
Did you know that employers have a legal requirement under the Equality Act 2010 to make sure there are reasonable adjustments in place for those who are disabled?
From the start of the recruitment process, employers should take particular care and consideration when it comes to your disability and it is best practice to ask applicants whether they need any reasonable adjustments from the beginning and throughout the recruitment process.
But what should you do if they don’t ask and you are invited to an interview or assessment centre?
In order to assess whether you need any reasonable adjustments, find out what will be needed from you on the day. Ask them how will you be tested and what the format of the interview will be. You should ask this as early as possible so that they have time to ensure any reasonable adjustments required are put in place.
Once you have the answer to this, you should then let your employer know that you are disabled; outline your disability, why your disability limits you from completing the required assessment, and your suggestion for an assessment that is more suitable given your disability.
Make sure you send them any evidence of your disability (only if you have it), and also ensure this is all documented in an email to the employer as this makes it more easier to raise a discrimination case against them if they change their mind about inviting you to an interview or refuse your adjustment request. In the event this happens, contact us straight away and we will be able to help you.
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