Advise needed

[RobbieM]

I am applying for a job and under the category "disability" where it asks if you have a disability as defined by the condition.....Does RA fall under this category 

[flow4]

You’re disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities. So it's not the diagnosis you've got but the way the condition affects you that is important. Some people with RA define themselves as disabled, some don't. 

[RobbieM in reply to flow4]

But wonder should I disclose it now at the application stage as it is for quite a senior public position

[helixhelix in reply to RobbieM]

As Flow says it depends how it affects you.   Think about the details of the job, and how it might alter what you can & can't do.  So is there travelling involved, late nights, long hours, and stress for example? And would that be likely to spark off flares? 

If your RA is well controlled and you reckon you can manage the job without any adjustments then no need to say.  But if you think you might need a few changes then best to be upfront about it. 

I was in a senior public position when diagnosed.  And I know that even tho' I'm often in remission these days there's no way I could do that job now.  I'd be flat on the floor in a week.   Which is not to say you'd be as we're all different.  It's just that money and job satisfaction are important, but so is your health so think carefully about it. 

[RobbieM in reply to helixhelix]

The job is similar to what I do now, lots of UK travel, high stress levels but I have not had a day sick due to RA in 6 years as I manage it well so that it does not effect what I do - but I am concerned that I should disclose it at the application stage or wait until I am successful then disclose to the HR department

[helixhelix in reply to RobbieM]

It ought not to make a difference, but the realist in me says wait.....  If you have a choice between 2 near identical candidates to select to interview and one has a disability and one doesn't, then sadly I think a lot of people would go for the easy option.   I no longer believe that there's complete objectivity in the selection process.

[Braecoon in reply to RobbieM]

All companies/employers have to collect statistics and have equality policies in place to show they are compliant with the Equality Act 2010 which also covers disability, so they do routinely ask for this information and it isn't for nefarious or alterior reasons as they would be sued if found to be discriminatory. Employers also have to ensure they offer reasonable adjustments for interview stage (mobility accessibility being an obvious one, for dyslexia giving extra time if having to undertake a written task/test, etc.,etc.), so that disabled interviewees are on a level playing field with other candidates. With the Equality Act disabled people are in a much stronger position these days - I work for a University and have seen tremendous shifts in attitude and inclusiveness. It's true, some employers are more up-to-date in these processes than others, but bottom line is employers do not want to be sued/fined for being discriminatory or not providing reasonable adjustments. 

By disclosing a disability it means the employer is duty bound to work with you to put reasonable adjustments in place, such as time off to attend your hospital appointments, flexible working time, working from home if this is feasible, etc.,etc. Does this prospective employer have a website, if yes, then do a search for their equality and disability policies, usually found in their Human Resources (HR) section. This may help you to decide if you wish to disclose or not. Good luck and let us know how you get on.

[RobbieM in reply to Braecoon]

Thanks I will do that 

[flow4]

It is sometimes a tricky call. I am a middle manager in a public sector org, but was not disabled when I got this job. I have applied for a few other senior posts since, and declared each time. Some orgs have anti-discrimination practices that mean they guarantee to shortlist disabled applicants; all of them would be acting illegally if they failed to shortlist you just because you are disabled. But most importantly of all, the way I see it, if an organisation does not want to employ me because I am disabled, then I do not want to work for it!

[mirren]

I am in the middle of a disability discrimination case currently. I applied for a job and between application and interview was diagnosed with undifferentiated inflamm arthritis, so i hadnt disclosed on my application form. I was offered the job and disclosed at my occ health appt. The job offer was subsequently withdrawn as ' i was not suitable for post due to my condition' despite the fact i work fulltime in a similar role with no adaptations and no sick leave. So even though the legisaltion is there, employers do chance it sometimes. My lawyer says he is seeing it more and more, employers wont take risks employing disabled people if they can avoid it now. Oh and my employer? The NHS.

[Braecoon in reply to mirren]

Hi Mirren, I am so sorry to hear that they did that. Unfortunately some NHS trusts are some of the employers that are lagging behind in getting their act together. I would imagine you would have a very very good case against them and I hope you follow through with it. It's very sad that a health care service is so shockingly poor at looking after its own staff - they should be the leaders in championing equality and disability. It's so unjust that you are having to fight for justice when you are learning to cope and adapt to a chronic condition and I am glad you have a lawyer to fight this for you. Get the lawyer to check the particular NHS' website for their policies, it may help strengthen your case. I wish you the very best and do let us know how you get on. Kind regards, Anne

[Lynnels in reply to mirren]

You know I could have guessed that. I have just been terminated (mutual agreement)  on the grounds of ill health because they can't find me a suitable role after slugging my guts out for them as a nurse for 14 years. There is no winning. This was my best option as I went through the same five years ago when first diagnosed. Despite Union backing my only option was redeployment (where they can dismiss you with nothing after 3 months) or this that I at least get a payoff from.  They can get away with anything it seems!! 

[RobbieM in reply to mirren]

Thanks Mirren definitely food for thought 

[mirren]

I will be keeping you/everyone informed Anne, its going to be a long road. I don't have to do very much, which helps, as you are right, I had enough to deal with.

Its my unions solicitors I am being represented by, so very experienced in this area. 

[Jackie1947]

Hi. I think I would if the question has arisen . . Best to be honest is my motto! !!

[RobbieM in reply to Jackie1947]

Thanks Jackie 

[Beverley-NRAS]

Hi taji,

lots of good information already provided by everyone. You may also find our publication on work helpful:

nras.org.uk/publications/i-...

Regards

Beverley (NRAS Helpline)

[RobbieM in reply to Beverley-NRAS]

Thanks Beverley

[dgray78377]

RA can be considered  a disability  if that is how YOU  feel about it.  I never put that on my application because  I feel it would be a hindrance in my job search.  Your call!!