Charlotte Keeling

About me

Hi! My name is Charlotte, I’m 26 and I work in the digital security team at bp. I was born with hearing loss called bilateral sensorineural deafness (basically I have hearing loss in both my ears), and 18 months ago I was diagnosed with an autoimmune condition called Ulcerative Colitis, which is a type of Inflammatory Bowel Disease (‘IBD’).

Ulcerative colitis is a chronic condition that causes inflammation and ulcers in the inner lining of the large intestine (colon). It affects about 1 in every 420 people in the UK, and can cause symptoms such as abdominal pain, diarrhoea, bleeding, fatigue, malnutrition and weight loss. The exact cause of ulcerative colitis is unknown, but it may involve an abnormal immune response to bacteria in the gut. There is no cure for ulcerative colitis, but treatments can help reduce the inflammation and manage the symptoms. Ulcerative colitis can also increase the risk of developing colon cancer, so regular screening is recommended for people with this condition.

Due to systemic, chronic inflammation, I also struggle with brain fog and joint pain (akin to rheumatoid arteritis). Stress can also have a massive impact on IBD activity given its role in the inflammatory process and can trigger & prolong flares (periods when the disease is active), so prioritising my mental health is of key importance in the management of IBD.

When I was diagnosed, I began spiralling very quickly, thinking things such as ‘what does this mean for my future? What does this mean for my job? Why would someone employ me when I have to attend doctor’s appointments all the time, struggle with fatigue, brain fog and joint pain?’ I was scared for my future health and job prospects.

Interviewing

I interviewed for my role about 2 months after I was diagnosed, whilst I was still very ill and coming to terms with my condition. I made them aware of my hearing loss (and therefore that I might need them to repeat or rephrase questions to ensure I haven’t misheard) and that I was also going through a flare up of my condition, so I might need extra time to think about my answer. I had worked with bp for 2 years at this point as a contractor, so they knew my track record of work, which went in my favour. However, I also emphasized why I was a good fit for the role, my qualifications and used the STAR method (Situation, Task, Action, and Result) to answer interview questions. I practiced interviewing with my mentor and family prior, so I felt more comfortable talking to my experience.

Disability Network

This year I became the co-chair of the disability working group (DWG) at bp, and I am working hard to create a community, spread awareness and call attention to inaccessible practices. This year we have run sessions on unseen disabilities, conversation cafes on different topics such as language (i.e. how do people feel about the term disabled?), created an internal webpage for people who have recently become disabled or had changes in their disability, and started a monthly newsletter addressing different topics (how changes in weather can impact disabilities, how to modify hobbies to be accessible, why having accessible toilets is important etc). We now have over 1,000 people in our network, and we are continuing to grow.

I took my experiences of my disabilities and use that to inform the strategy of the DWG. I remember the fear, panic and isolation I felt when I was first diagnosed, I didn’t know who to talk to, what this meant for my job and what to do next. I have made it my mission to ensure that no one else in bp feels like this about their disability.

Key Advice

One key piece of advice I would give to someone with accessibility requirements going into a job is to find a support network within that company. Most companies will have a disability network or something comparable, where you can meet people who have had a similar experience to you. A support network of people with accessibility requirements can help you cope with the challenges of working with a disability, share tips and resources, and advocate for your needs and rights.

One of the benefits of being part of a support network is that you can learn more about your legal rights as a disabled person. The law protects you from discrimination and harassment based on your disability, and also requires employers to make reasonable adjustments where you suffer a substantial disadvantage because of your disability.  However, not everyone is aware of how the law applies to them, or how to assert their rights if they face any barriers or challenges at work. Understanding your legal rights can help you feel more confident and empowered and enable you to challenge any unfair or unlawful treatment. I would encourage anyone with accessibility requirements to educate themselves on the relevant laws and regulations (such as the 2010 Equality Act in the UK).

When you start a job, you can also ask for an occupational health assessment, which should be arranged by the company. An occupational health assessment is a consultation with a medical professional who specializes in workplace health and safety. The purpose of the assessment is to evaluate your health condition and how it affects your ability to do your job, as well as identify and make recommendations about any adjustments or support that you may need. It is not a test that you can pass or fail; it is a confidential and voluntary service that aims to help you work safely and productively with your disability. Reasonable adjustments can range from providing extra or adapted equipment, such as chairs, computer software and phones for remote working.

Further support

If you have any questions or want further advice about points, I have raised in this article, please do not hesitate to contact my via LinkedIn – I am always happy to support in any way I can.