Navigating the recruitment process is already challenging for jobseekers, but for those living with hidden disabilities or long-term illnesses, the complexities multiply
Applying for jobs and undergoing a rigorous interview process (sometimes several rounds for the one role) can be a very stressful time as you research, rehearse and do everything in your power to be the perfect candidate.
However, if you’re also living with a long-term illness or hidden disability, the dilemma regarding whether or not to disclose this information to prospective employers can be daunting.
For people living with conditions such as long Covid, multiple sclerosis (MS), epilepsy or recovering from or undergoing treatment for cancer, navigating the recruitment process comes with additional considerations.
You want to be upfront about it but you also know that there’s a good chance it will have an impact on the outcome of your interview. So, what should you do?
From a legal perspective, under the 2010 Equality Act, employers are not allowed to discriminate against people who disclose this information but it’s not uncommon for unconscious bias to creep into the process.
Breda Dooley of Matrix Recruitment says: “While honesty is always advised during the recruitment process, when it comes to disclosing a disability or chronic illness, the extent of disclosure and timing is important or you can open yourself up to discrimination, even if it is unconscious on the side of the hiring manager.”
Here is her advice on the best way to handle the application process:
What to say on your CV and in an interview
During an interview, candidates should be mindful of providing truthful responses without divulging more than they wish to.
- Gaps in your employment history
If your illness resulted in gaps in your employment history, you need to be prepared to address questions about this. You can acknowledge the gaps by explaining that during those periods, you were dealing with personal or health-related matters that required your attention and focus. Avoid providing unnecessary details about your illness or personal circumstances unless you feel comfortable doing so, and instead, steer the conversation towards highlighting your skills, experiences, and qualifications relevant to the role.
- Ongoing treatment
While privacy is important, divulging the full extent of your illness or disability, particularly if it is hidden, can be beneficial in the long run, and especially if you are still undergoing treatment or if you need time off or extra supports in place.
“Candidates should consider their own well-being and the impact of their illness or disability on job performance, and vice versa, when deciding what to disclose,” advises Dooley, adding: “While it’s not necessary to disclose health issues during the initial application or during the interview, open communication is crucial once an offer of employment is made.”
- Impact on your work
Once an offer of employment is accepted, a candidate is required to inform their employer of any health condition that may affect their ability to perform the job effectively, this allows the employer to make workplace adjustments.
Workplace adjustments can include flexibility on start or finishing times, phasing a return to work, allowing remote work home or providing support with the workload through a mentoring scheme. It’s also worth noting that employers are allowed to offer different pay rates to workers with a disability or illness, if they cannot do the same amount of work within the same time as a co-worker without a disability or illness.
Be informed and seek advice as needed
Understanding a company’s policies regarding health disclosures is also crucial. Dooley explains: “Once hired, employees should familiarise themselves with the employer’s policies on health disclosures and accommodations once they receive their employee booklet. Some companies may have specific protocols in place to support employees dealing with long-term illnesses.”
If there is any confusion with regards to the company’s policies, Breda advises that employees seek support from healthcare professionals and legal advisors to ensure they make informed decisions. “In the end, it’s about finding the balance between honesty, self-care, and professional discretion,” concludes Dooley. “By approaching the situation with transparency and awareness of one’s rights and responsibilities, candidates can navigate the job application process with confidence, even in the face of challenging health circumstances.”
In our health series #TheInvisibleStruggle, Niamh Devereux delves into the various different hidden illness that women all over the country are dealing with in silence. You can read about the ordeal of urinary incontinence in the May|June issue of Irish Country Magazine, on shelves now.
