What are reasonable adjustments in recruitment and how can you request them?

You may have seen this question on job application forms: “Do you need any adjustments to be made in the recruitment process?”

If you have a disability or long-term health condition, 'reasonable adjustments' by employers might include additional accessibility support or a change in the assessment format to allow you to demonstrate your full potential.

The Equality Act 2010 states: “Employers have a duty to make 'reasonable adjustments' to ensure that a disabled employee is not treated less favourably than their non-disabled counterpart.”

If you require an adjustment, it’s up to you to let the employer know what you need and why you need it. By helping them understand your needs (and what the adjustments will allow you to do), the employer can take the necessary steps to make the hiring process accessible.

In this article shared with us by MyPlus Students' Club, we’ll cover:

• What is a reasonable adjustment?
• What adjustments are ‘reasonable’ during the recruitment process?
• How to request reasonable adjustments
• Who to contact about reasonable adjustments
• Who pays for reasonable adjustments?
• Top tips for asking for reasonable adjustments during the recruitment process

A reasonable adjustment is a change to the format or conditions of the recruitment process to accommodate any disability-related needs you may have.

Adjustments help to level the playing field by removing specific barriers you may face, allowing you to fully demonstrate your abilities.

It’s important to note that the term ‘disability’ is broad, and the types of adjustments people require during the recruitment process vary widely.

Some adjustments are easy to implement and have little or no associated cost. Others are more complex and may require substantial financial support or extra resources.

Here are some examples of reasonable adjustments you can request throughout the recruitment process:

• Extra time to complete the assessment
• Provision of assistive technology
• Use of a sign language interpreter
• Rest breaks in between the interview/assessment day
• Alternative formats of written, numerical tests in audio, Braille and large print

It’s important to remember that employers are eager to adjust the recruitment process when necessary because they want to see your full potential.

By sharing your disability and requesting adjustments, they can assess your skills and experience accurately, allowing you to show your value without barriers.

However, you may find it hard to work out which adjustments would benefit you most.

A good place to start is to consider what you may require at each stage of the recruitment process before discussing this with the employer to make sure you get the adjustments you need.

Employers often use the term ‘reasonable’ adjustments, but how do you know what is reasonable to ask for?

Ask yourself: What do I need to be able to demonstrate my potential?

A good starting point is to find out what the recruitment process involves. Think broadly about what you require at each stage, and keep in mind that adjustments go beyond extra time and access.

The adjustments you need will vary depending on the assessment type, how it is structured and how you’re required to perform the tasks.

Here are some possible reasonable adjustments for each assessment type:

Online testing: Request additional time, a print version of the test or audio/Braille.

Telephone interview: Schedule a video/face-to-face interview.

Assessment centre: Provision of a sign language interpreter, PC use, orientation visit, regular breaks or changes to the assessment/interview format.

Requesting adjustments is a two-way process involving both you and the employer. When you submit a request for an adjustment, the employer will assess what is reasonable, and they may wish to contact you to discuss the best way forward.

Remember to let the recruiter know about the adjustments you require before completing each stage of the recruitment process. Leaving it too late may mean that you aren’t able to re-sit the assessment.

Once you’ve decided on the reasonable adjustments you’ll request, it’s a good idea to plan how you’ll ask for them.

Here’s a framework to help you ask for reasonable adjustments to the recruitment process:

1. This is my disability/condition
2. This is the implication for the recruitment process
3. This is what I require

Using this framework, you can put together your ‘openness statement’, which you can share with employers as and when you need to.

Decide what you want to tell an employer and how you’ll tell them.

Know that it’s okay to request adjustments to help you showcase your abilities, and be prepared to explain how the adjustments will support you in doing so.

We recommend describing your disability/health condition briefly. Rather than going into the details, focus on the impact your condition has on your ability to perform the tasks in the recruitment process. Then, present your request for reasonable adjustments and support.

By following these steps, you are helping an employer understand what you need to showcase your potential accurately.

Here are a few examples of openness statements to help you formulate your own:

Wheelchair user

• Condition: I’m a wheelchair user.
• Implication: Unable to walk and use a wheelchair at all times.
• Requirements: Requires access to a toilet and a parking space.

Dyslexia and dyspraxia

• Condition: I have dyslexia and dyspraxia.
• Implication: I have weak short-term memory and cannot write comprehensive notes while listening.
• Requirements: Handouts in advance and the ability to record conversations. I will also require additional time.

Anxiety disorder

• Condition: I have an anxiety disorder.
• Implication: Very nervous and anxious, particularly in new situations.
• Requirements: It is helpful for me to have an orientation visit before my interview, a schedule of the day’s events and for people to be aware that I may be more anxious than others.

These are just a few examples to give you a better idea of what your statement might look like. You can also request reasonable adjustments for autism, ADHD, visual or hearing impairment, chronic fatigue syndrome or any other condition that means you require support or changes to the job application process.

It might be a good idea to practice sharing your openness statement by reading it aloud to friends and family, as this will help you build your confidence to have these conversations with an employer.

We understand that you may be nervous to have this conversation, but being open and honest will give you access to the support you need during the recruitment process.

Who you should speak to about the support and/or adjustments you require varies between organisations. However, someone from the recruitment team will usually contact you about reasonable adjustments during the recruitment process if you indicate your needs when filling out the application form.

Don’t hesitate to contact the recruitment team about any adjustments you need. Here’s how you can reach them:

• Send the recruitment team an email enquiry about adjustments
• Have a phone conversation with the dedicated disability contact
• Submit an e-message on your candidate portal
• Attend employer events on campus and speak to a recruiter in person

You can also find dedicated disability contacts for several employers on the MyPlus Students’ Club website or the recruitment pages on the employer’s website.

Recruiters are familiar with making adjustments to make things fairer for applicants. If a particular assessment isn’t accessible to you or puts you at a disadvantage compared to a non-disabled applicant, inform the recruiters of the reasonable adjustments you need to make the process work for you.

Once you’ve asked for an adjustment, employers might want to schedule a follow-up phone conversation to better understand your request.

Our advice is to share your needs openly and think of the conversation as a way to collaboratively break down the barriers you face.

If you have any concerns or you’re not sure what reasonable adjustments are available to you, don’t hesitate to get in touch with the recruitment team.

Earlier, we mentioned that some adjustments are easy to make and have no associated costs. Others are more complex and costly. In most cases, employers are responsible for making reasonable adjustments in the recruitment process.

If you have difficulty communicating and require an interpreter or other support during the recruitment process, Access to Work (AtW) can help to pay for these adjustments. The funding covers the additional costs of employing disabled people because costs should never be a barrier to accessing workplace adjustments.

Regardless of the cost, you can always ask an employer for what you need to be able to participate in the recruitment process. If they have limited resources to make adjustments, you can speak to them about applying for the Access to Work fund. You can also ask them to help you complete the relevant forms.

If you have spoken to the employer and it’s clear that you’ll need external funding to access reasonable adjustments, we recommend familiarising yourself with Access to Work, including the eligibility requirements.

It’s understandable if you feel unsure about how to request reasonable adjustments in the recruitment process. But remember, employers understand that reasonable adjustments are there to help you reveal your full potential.

These tips will help you communicate your needs clearly to make sure the recruitment process is accessible to you:

• Take some time to reflect on the adjustments you require. Once you have a clear idea, reach out to the recruitment team to discuss them.
• Focus on adjustments that address the specific barriers you might face during the interview.
• Help employers understand what reasonable adjustments you need and why you need them. For example, you may explain the consequences of not receiving the support that you require.
• Don’t let cost considerations stop you from asking for the workplace adjustments you need to level the playing field. Remember that adjustments to the recruitment process benefit everyone by creating a more inclusive environment. They’re a right, not a privilege.

This article has been republished with the permission of MyPlus Students’ Club.