Monitoring form – Disability

tazwhoever

On the monitoring form, should one with disabilities be honest when completing the application form?

I can understand why sometimes employees hide it but how do employers view it? Companies always want the healthiest, less sick person, etc., to take the position…

According to Equality Act 2010, one shouldn’t be discriminated but that is only on paper!

Thanks

Savvy_Sue

If you are disabled and do NOT declare it, then you've got no comeback if you get the job and require reasonable adjustments in order to do the job.

Undervalued

tazwhoever wrote: »

On the monitoring form, should one with disabilities be honest when completing the application form?

I can understand why sometimes employees hide it but how do employers view it? Companies always want the healthiest, less sick person, etc., to take the position…

According to Equality Act 2010, one shouldn’t be discriminated but that is only on paper!

Thanks

Indeed.

However the other side to this is that lying or withholding relevant information in order to secure employment is, technically, fraud.

Bogalot

Savvy_Sue wrote: »

If you are disabled and do NOT declare it, then you've got no comeback if you get the job and require reasonable adjustments in order to do the job.

That's not correct, the right to RAs applies irrespective of when you advise of the disability. In limited circumstances they may even be applied retrospectively (in relation to policies and procedures).

I don't agree with not being upfront with employers, it causes a breakdown in trust before you've even walked through the door. Yes there are employers that will not want to employ a disabled person, but employers like that are best avoided anyway.

LittleVoice

tazwhoever wrote: »

On the monitoring form, should one with disabilities be honest when completing the application form?

I can understand why sometimes employees hide it but how do employers view it? Companies always want the healthiest, less sick person, etc., to take the position…

According to Equality Act 2010, one shouldn’t be discriminated but that is only on paper!

Thanks

Two separate forms. They should be separated on receipt and those making recruitment decisions not see the equal opportunities monitoring form.


Do you find that a statement along those lines is provided?


Do you find that a disability question also appears on application forms? If so, is it just whether you would need special treatment at the time of an interview?

Tabbytabbitha

tazwhoever wrote: »

On the monitoring form, should one with disabilities be honest when completing the application form?

I can understand why sometimes employees hide it but how do employers view it? Companies always want the healthiest, less sick person, etc., to take the position…

According to Equality Act 2010, one shouldn’t be discriminated but that is only on paper!

Thanks

Disabled people can be incredibly healthy and never need to take a day off!

Savvy_Sue

Bogalot wrote: »

That's not correct, the right to RAs applies irrespective of when you advise of the disability. In limited circumstances they may even be applied retrospectively (in relation to policies and procedures).

I probably didn't word that very well, but I feel it rarely ends well when an employer is suddenly asked to be aware of something they haven't been told about!

Bogalot wrote: »

I don't agree with not being upfront with employers, it causes a breakdown in trust before you've even walked through the door. Yes there are employers that will not want to employ a disabled person, but employers like that are best avoided anyway.

Rather my feeling. And some employers are willing to recruit people with disabilities.

tazwhoever

LittleVoice wrote: »

Two separate forms. They should be separated on receipt and those making recruitment decisions not see the equal opportunities monitoring form.


Do you find that a statement along those lines is provided?


Do you find that a disability question also appears on application forms? If so, is it just whether you would need special treatment at the time of an interview?

I have seen application forms with monitoring form at the end. On receipt if the person is disabled and meets the job requirement then they should be interviewed. But in reality as I said earlier, if the person is disabled and they could bin it (and just say the other candidates were better experienced).