From our editorial team, we want to point out that the vast majority of disabilities are invisible to other people, but they still pose a problem for those who suffer from them, especially when searching for jobs.
How Job Application Rules Discriminate Against People with Disabilities
The following contribution is from the SIC portal, which defines itself as: Closing the Disability Employment Gap.From training organizations on how to support their staff to giving disabled and neurodivergent people the tools they need to thrive.Our mission is to provide a comprehensive solution that ensures everyone benefits.
Authored by the team
It is well known that people with disabilities face significant barriers to employment. Only about half of people with disabilities are employed, compared to four out of five people without disabilities.
Many companies that pride themselves on inclusive hiring may be aware of some of the challenges disabled applicants face and offer assistance with mobility devices or accessibility software.
However, these forward-thinking companies may not realize that their own application process is inaccessible to many people with disabilities and prevents many disabled candidates from even applying to their vacancy, meaning they miss out on many qualified and suitable candidates.
In 2017, Scope commissioned a survey that showed that people with disabilities apply to 60% more jobs than people without disabilities when searching for work, with some submitting over 1,000 applications.
Discrimination is certainly a factor, but other issues can unintentionally make it difficult for some people with disabilities and chronic illnesses to apply.
How Job Applications Discriminate Against People with Disabilities
Many people with chronic illnesses and disabilities, especially «invisible» ones, struggle with applying online.
For example, screen time can cause headaches or be available only for a limited time. Websites can often be inaccessible to screen readers or other accommodations. Job applications that require typing, which can be difficult, exclude candidates for positions that don’t require typing.
But a major barrier that’s rarely mentioned is that a large proportion of people with disabilities and chronic illnesses suffer from fatigue, whether due to the illness itself, medication, pain, or some other cause.
An application that would take half a day for a person without a disability may take much longer for someone with fatigue or mental confusion.
Many have shorter work hours and can only work a few days a week or a few hours a day.
Job applications often include not only a cover letter and CV, but also all the information on a CV written in the format required by the company, which is difficult and time-consuming.
Entering that information alone can be time-consuming. Online personality tests, address history, references, and so on can also be part of the process.
Cumbersome design, such as complex drop-down menus and mandatory information (a nuisance for a person without a disability), poses a much greater obstacle for those suffering from fatigue.
Companies often view their application processes as difficult but uncommon.
However, because people with disabilities tend to apply for more jobs and often take longer to apply for each position, the result is that job applications—and job searches—are more time-consuming and much more difficult for people with disabilities.
While some employers, primarily small businesses, accept a CV and cover letter, larger companies, which are considered more accessible to people with disabilities, often require an application in their system, which can take much longer—typically hours or even days.
Similarly, higher-paying jobs often require a complex application process, contributing to higher poverty rates for people with disabilities and their families.
The Solution to Creating Accessible Job Applications
One solution was the Guaranteed Interview Scheme, now replaced by the Disability Confidence Scheme, which has been underperforming.
Some employers still use it, but it has the disadvantage of requiring disclosure of the disability upfront, which exposes the applicant to discrimination.
Another solution is to allow people to apply via CV and cover letter, or to simplify the application process.
– Is the candidate required to provide that information at this level of application?
– Could the format be more accessible?
Rethinking the accessibility of your application process could mean missing out on capable and qualified candidates with disabilities.
How do remote internships impact candidates with disabilities?
The following contribution is also from the SIC portal and was written by the team.
In 2020 and 2021, remote internships have become common. What’s next and how will this affect interns with disabilities?
Internships can be competitive even in the best of times; a global pandemic makes them even more difficult.
A July 2020 report from the Sutton Trust revealed that 61% of employers surveyed canceled all or some of their usual internship offerings in 2020, while 48% believed 2021 would offer fewer opportunities.
The internships that did take place were mostly remote. Amid a broader cultural shift (seven in ten people currently working from home plan not to return to the office), remote internships can offer unique opportunities for candidates with disabilities.
Julia Grant, Employer Relations Manager for Leonard Cheshire’s Change 100 program (a paid summer internship program for students with disabilities and recent graduates), witnessed firsthand the impact of the coronavirus on internships.
In 2020, «they expected about 180 internships. And then the pandemic hit.»
Internships with remote work options (including flexible hours as a reasonable accommodation) were always available.
However, Change 100 did not facilitate fully remote internships before the pandemic.
The 49 internships that ultimately took place in the summer of 2020 were all remote, offering a new opportunity for both companies and candidates.
Change 100’s professional development program, offered to interns and focused on broader employability skills, has also gone virtual.
Since the program moved online, participation has increased and barriers to access, such as travel, have been removed. This, coupled with the positive reception of remote work in general, highlights a future for internships; in 2021, many of the Change 100 listings were entirely virtual.
As Julia emphasized, «If you want to continue accessing fantastic new talent, you must commit to doing these internships remotely.»
Remote internships have many advantages.
They offer geographic flexibility: interns don’t have to be in the same part of the country (or, in some cases, even in the same country) as the company they work for.
Eliminating the need to relocate can limit burnout and remove some financial barriers, promoting an intersectional approach.
Additionally, many candidates with disabilities are better suited to remote work; they may already have ergonomic equipment, while working flexibly is more expected than in an office environment.
Gwen is interning at Change 100, focusing on communications.
She noted that «allowing people to choose what best suits their location and way of working» will generate the best results, both for the interns and the companies they work for.
Daniel interned at the social mobility company Zero Gravity this summer. He found working from home best suited his needs: «I sometimes suffer from fatigue associated with my disability, so the ability to take a walk to refresh myself, get out of bed five minutes before starting to conserve energy, and sometimes take a nap during the day was appreciated.»
Other companies also offer even more flexibility.
Forage, a free virtual internship platform, allows users to complete their five- to six-hour programs at their convenience.
These virtual internship programs are delivered by renowned firms such as Clifford Chance, KPMG, and JP Morgan and are designed to be «as accessible as possible,» according to Yasmin Monfared, Forage’s marketing director.
They include written texts, videos with audio and transcripts, general listening options, resources, and guidance (including a chat in case participants feel stuck) to create a safe learning environment.
While these programs are not paid or lead directly to employment, their accessibility and short duration allow applicants to research the sectors in which they would like to pursue a career.
While remote internships have been praised by candidates and employers, some have questioned the extent of their benefits.
Rishi Sunak told LinkedIn News that he still spoke to his early mentors from his time in finance, adding: «I doubt I would have had those strong relationships if I had been doing my summer internship or my early career through Teams and Zoom.» «That’s why I think, especially for young people, being able to physically be in an office is valuable.»
Matt, a recent graduate, completed an in-person internship at the BBC and valued his time in the office, as well as the team’s support regarding his epilepsy: «I would definitely have missed the face-to-face interaction and just soaking up the atmosphere.» He continued: «Just being able to walk up to someone and ask them something or ask for help was really great.»
Similarly, Danni completed an in-person law internship this summer. She felt the time in the office «gave me a clearer structure, as when I left the office I would finish work rather than being tempted to move on.» He also praised the firm’s flexibility, noting that they offered remote work, an option he would have adopted if his health had worsened. However, there are steps firms can take to strengthen relationships and communication channels with remote interns.
Change 100 offers guidance and resources to line managers, as well as a remote work guide for companies and interns.
Julia emphasized the importance of regular communication and a support system for interns, stating that this was even more valuable during COVID-19.
Daniel met with members of his team at least twice a week to discuss his internship, and commented that he felt they were always available.
For some candidates, the adjustments begin before the internship begins.
Saffron, a marketing intern at our very own Sick in the City, noted that, in addition to the internship, the application and interview stages should take into account the different needs of people with disabilities.
Being Transparent About Inclusive Practices
Danni emphasized the importance of being transparent about inclusive practices to create a culture where people with disabilities feel welcome.
Similarly, Julia explained that open and honest communication, along with flexibility, is key: adjustments are usually easy to make and often lead to better ways of working for everyone.
Whether remote internships will survive the pandemic remains to be seen.
Mitigating potential communication difficulties, loneliness, and team spirit represents a challenge for employers.
However, amid a broader shift toward working from home, remote internships offer a more accessible and inclusive model, allowing companies to discover a wider range of talent.
Why do job applications ask if you are a person with a disability, and would that affect my chances of getting a job if I answer yes?
The following post is from Quora and is written by Joel Winter, a leader and consultant in all things recruitment.
You are asked this question because the government has required employers with any kind of relationship with the government to do so as part of their agreement.
The reason is that the government wants to ensure that the employer does not discriminate against people with disabilities.
If they audit the company, they compare the number of people who self-reported having a disability with the number of people who were interviewed or hired, which can be a starting point for discrimination complaints (in a nutshell).
Your answer (even though it may appear to be part of your application) is kept completely separate from it, and recruiters and hiring managers cannot see it, regardless of what you write.
[In my original answer, I omitted to answer the last part of the question: if you have a disability that requires an accommodation that is NOT considered «reasonable,» your disability could affect your chances of getting the job.]
However, simply having a disability is not a reason not to get the job.
Understanding the Challenges of Disabled Job Seekers
The following contribution is from the Scope portal, which defines itself as follows: Scope is a leading disability equality charity in the UK. We work to drive social change and ensure equal opportunities for disabled people. We will not stop until we achieve a society where all disabled people enjoy equality and justice. This is Scope’s vision for the future.
We believe that all sectors of society must promote disability awareness and equality. As part of our work, we collaborate with businesses and public service organizations to help them achieve this. We want to create a society where all disabled employees, job seekers, and consumers have equal access.
Authorship is by the team.
Disabled job seekers face numerous challenges when applying for and securing jobs. Find out what your organization can do to remove these barriers.
Employment Barriers
How These Challenges Affect Job Seekers with Disabilities
How Companies Can Help
People with disabilities are almost twice as likely to be unemployed. Job seekers with disabilities often face barriers at every stage of employment.
However, many companies have not considered inclusion in their workplaces.
Some employers may have prejudices or negative attitudes about hiring people with disabilities. Many believe it is too difficult, risky, or expensive.
These attitudes affect job seekers with disabilities’ ability to apply for and secure jobs on a daily basis.
They can create inaccessible workplaces, and this must change. All organizations need to:
– Understand the challenges of job seekers with disabilities
– Change attitudes about disability
– Remove access barriers
People with disabilities face numerous challenges in the workplace. For example:
– People with disabilities submit 60% more job applications than people without disabilities
– Approximately half of people with disabilities get an interview. This compares to two-thirds of people without disabilities.
– The employment gap for people with disabilities is 29%
– 32% think people with disabilities are not as productive as people without disabilities
– 37% believe employers will not hire them because of their disability
– People with disabilities apply for 60% more jobs: survey commissioned by Scope in 2017.
Opinium conducted 2,000 online interview
