Equality and diversity in the application process

Many students worry that recruiters will be biased, fearing preconceptions about race, disability, ethnicity, gender, sexual orientation, mental health conditions, social class or age.

The reality is that recruiters want the ‘best individual for the role/scheme’ and are keen to recruit employees from diverse backgrounds but are not always sure how to demystify or prevent misconceptions.

Many employers are proud to have robust diversity and inclusion policy and practice – look for indicators when researching organisations. These organisations recognise and value the unique skills, experience and attitudes that individuals bring owing to their personal circumstances. They also understand that students with a disability, health condition or those who have had to ‘suspend studies’ are often concerned that they may be at a disadvantage in the recruitment process – that it will not be fair.

Applicants have protection in law. This will vary depending on the country you wish to work in but the UK Equality Act 2010 protects you – at all stages – from discrimination due to disability, age, gender, race, religion and beliefs and sexual orientation. It is worth familiarising yourself with the law – see www.gov.uk/ guidance/equality-act-2010-guidance and the law in the country you’d like to work in.

Whilst you may fear that your circumstances will be viewed negatively, for the recruiter they are often seen as an asset – for example, your problem-solving skills developed through having a disability may be much higher than others. Ultimately, what matters is how you evidence your skills, motivation and competencies throughout the application process – you are your best advocate!

Depending on your situation, and to prevent putting yourself at a ‘disadvantage’ to others, you may choose to ‘disclose’ or be open about your circumstances, so that the recruiter can put in place adjustments/support that enable you to demonstrate your potential at each stage of the application process (eg. extra time for online tests, specific software for visually impaired applicants, visiting the test centre before the day to familiarise layout and many more).

It is your personal decision whether or not to tell a recruiter of your circumstances. And, if you do choose to share this information, you must also decide at what point in the recruitment process (application, interview, job offer or in the job) to do so.

Everyone’s circumstances are different and understanding your situation in this context can be difficult. Try not to pre-judge how recruiters might view you from what you have read or heard in the media and from others – instead, seek advice and more information to help YOU to make the right decision for YOU. • The Careers Service has advisers who specialise in disability and diversity issues and can help you to decide if, when and how you might want to be ‘open’ about your particular circumstances. • Approach the organisation’s recruitment team for advice – this is an important part of their role.