Getting the right job
"I'm afraid that if I'm honest about my problems I won't get the job"
Sadly, as stigma is still widespread, this is a dilemma that many people still have to consider.Ideally, the more honest you can be, the more an employer should be able to offer appropriate support for you should you need it. But, like many people, you may find you don't need special support.
Many employees fear that revealing their experience of mental distress may create unhelpful preconceptions and prejudice in colleagues and managers at work.
Some people have described their experience of “letting the cat out of the bag” and then finding that once out they can't get it back in again. With hindsight, their advice is that is may be better to see what your managers and colleagues views are like before disclosing information about your mental health.
Applying for a job
While there is no 'right answer' to the dilemmas above for existing employees, if you are applying for a new post and have experience of mental health problems you may find it useful to consider some of the following points before you send off the application:- do you really understand what the job entails?
- do you have a sense of the culture of the organisation/the particular department where you would work? Do people seem open and supportive?
- do you think your experience of stress/mental health problems has any implications for doing the job?
- would it be helpful to advise the manager of any support you may need? For example, would disclosure allow you to implement any coping strategies you have developed such as taking some time off/cutting down hours if you see the first signs of stress/illness recurring?
- if you do disclose, would that put more or less pressure on you? Would it be more stressful to cover up taking medication/time off for medical care? Or do you fear that managers/peers would have expectations/preconceptions about stress levels and sickness absence? Would you be seen in terms of your problem rather than in a rounded way?
- are you on any medication that causes side effects that could impact on your ability to do the job or be noticeable to colleagues?
Note that if you do experience stress or mental health problems and do not tell your manager, the manager cannot be expected to take any action to relieve the problem. Non-disclosure could weaken your case if there is any legal challenge at a later stage. It would also affect the Employer's Liability Insurance that is required for your employment.
Thinking about the positive aspects
For many people, the experience of mental health problems is a learning process that enhances their skills and knowledge. People frequently quote qualities such as empathy, support for others, perseverance through the care process, insight and better ability to manage staff who are experiencing distress. This may be a more positive way to introduce and discuss your experience.What can I do to prepare for awkward questions at interview?
Think in advance about your boundaries – what are you prepared to talk about and what's off limits?What aspects of your problem/care/medication are relevant to the job?
What will you say if the questions go beyond your boundaries? You should prepare a polite but firm answer.
What support or adjustments might help you to do the job?
Do you wish to discuss any coping strategies with the employer?
What are my rights in law?
Under the 1995 & 2005 Disability Discrimination Act, employers may not discriminate against current or prospective employees on the basis of their disability. 'Disability' is defined as a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal, day-to-day activities. The law covers: recruitment and retention, promotion and transfers, training and development, and dismissal.Disability is not always obvious. The Disability Discrimination Act (DDA) generally defines a person as disabled if they have a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities :
- 'normal' means things that people do on a regular or daily basis, such as reading, writing, using the telephone, having a conversation and travelling by public transport
- 'long-term' usually means the impairment should have lasted or be expected to last at least a year, and
- 'substantial' means not minor or trivial.
You have a right to a fair recruitment process. If you fulfil the selection criteria for the job, your disability should not be a barrier. You also have a right to a fair and truthful explanation from the employer if you do not get the job.
The employer must consider whether there is any kind of support or adjustment that they could reasonably make that means you would be able to do the job.
