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University is an education in the broadest sense. Our University section will enable you to make the most of your time at University and take advantage of all of the opportunities available to you.
Making the most of your time at University
In this section you can find all the advice and guidance you need as you apply for jobs and prepare for interviews.
In the Recruitment section there is a wealth of information about completing applications forms, online tests, and the various stages in the recruitment. Whilst the Disability section provides advice on how to manage your disability during the recruitment process including information on how to inform an employer of what you require and referring to your disability during an interview.
Managing Your Disability
The Organisations section is where you can find out about various organisations, the opportunities they offer and their individual approach to disability.
Profiles / Stories
It’s always great to hear from those who have been successful.
This section profiles many individuals, working across different industries, at various stages of their careers. Their interviews demonstrate that is possible to have a successful career regardless of whether or not you have a disability. They also illustrate the adjustments that can be made in the workplace.
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By Helen Cooke, disability consultant and director of MyPlus Students' Club.
The application stage is the first interaction between you and the employer. It is therefore important that you present yourself in the best way that you can. The information to include in your application and how it should be phrased are two important considerations for every applicant. If you have a disability or long-term health condition, there may be extra factors to consider such as:
When progressing through the recruitment process, one reason for being open with an employer about your disability is to get the support and adjustments that you may need. So, think about the information you can provide that will enable the employer to understand what you need and why.
I had to ensure that there was wheelchair access and an accessible toilet when I was applying for graduate jobs. My succinct openness statement went along the lines of: ‘I am a wheelchair user as a result of a childhood spinal tumor.” Obviously I could have written pages about my situation – but it wasn’t relevant and it wouldn’t have helped them to support me any better than what they did.
Top tip: Resist the urge to provide too much information and avoid using medical terms / jargon that won’t mean anything to those reading it. Share only what is relevant to obtain what it is you require, and use every day language that people will understand.
Employers often talk about ‘reasonable’ adjustments but how do you know what is reasonable to ask for? A good question to ask yourself is ‘what do I need in order to demonstrate my potential?’ The key word here is ‘need’; if you need it rather than simply want it, it is likely to be reasonable.
To work out what you need you will firstly have to find out what the process involves. You should then challenge yourself to think broadly about what you need at each stage of the process remembering that adjustments go way beyond extra time and access. Other adjustments include (but are not limited to) the use of a PC, the provision of an interpreter, a change in format to the interview and an orientation visit.
As a wheelchair user, I remember requesting a parking space to be reserved and ensuring that there was access at the venue including an accessible toilet. If I were requesting adjustments now I would also ask to ensure that the desk be an appropriate height in order that my knees can fit under it. In addition, I would request that the breaks are sufficiently long enough to enable me to use the toilet and get a drink since I often found that by the time I had used the toilet it was time to start again.
Once you are clear about the adjustments you are going to request, you then need to work how to request them. Following these 3 steps is a great way of working out what to say:
Using these 3 steps you can put together your ‘openness statement’ which you can share with employers as and when you need to.
Top Tips: Find out what each stage of the recruitment process involves in order to determine what adjustments you will need. Be confident to ask for what you require and be prepared to explain why. Help the employer to understand what you need and the potential consequences of not receiving the support you require
Mitigating circumstance may be referred to as an extenuating circumstance, or viewed as a justification for not matching the minimum requirements expected by the employer. If you have a disability, you may have a genuine reason which prevented you from, for example, achieving certain UCAS points or gaining relevant work experience. These are termed mitigating circumstances and you may wish an employer to take them into account if you are concerned that you will otherwise be rejected.
While one concern may be that stating mitigating circumstances is akin to a ‘sob story’ and will be viewed negatively by an employer, the fact is employers recognise that some individuals have very real and genuine reasons why they do not meet the minimum requirements for a role. In these cases, employers are keen to take mitigating circumstances into consideration as they recognise that they may otherwise be rejecting talented individuals.
If you have genuine mitigating circumstances you will need to find a way of informing an employer. An effective way to do this is to write a short paragraph that objectively explains the mitigating circumstance, why it occurred, what has happened since and anything else you could potentially include to demonstrate that your application is worth a second look. You do not want anyone to feel sorry for you; you just wish them to recognise that you are potentially a suitable candidate despite not meeting their minimum requirements.
Top tips: Inform the recruiter of your mitigating circumstances as early in the process as you can to avoid being rejected from the recruitment process, and be very clear that your mitigating circumstances are as a consequence of your disability.
When it comes to disability it’s very easy to think about all the things you cannot do, or that you can no longer do. However, it is time to think about what you can do and what skills, strengths and competencies you do have. We all develop skills as a result of our experiences and this is also true is you have to manage a disability on a day to day basis in a world that isn’t always geared up for it. These are skills that employers are potentially looking for.
If I think about the skills that I have developed as a result of being a wheelchair user these would include:
You ideally need to identify four or five key skills and for each of these you need to be able to provide a couple of examples to demonstrate why they are a strength. Ideally each skill will have been developed by a different experience and you should only aim to have two or three that are related to your disability.
Top tips: Ensure the strengths that you articulate are relevant to the role you are applying for and develop at least one example or ‘story’ to illustrate each of your strengths.
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