Should you mention your health condition or disability on your CV? The short answer is that by law, you’re not required to provide details about your health or anything related to your personal life as this can lead to discrimination in the workplace.

Words by Samantha Lee, Founder of Chronically Working.

 

If you have big obvious gaps in your CV (for example, because of long-term illness) you can be sure that you will be asked questions about it. As we know, although some people may have the same health condition and/or visible or hidden disability, our symptoms, treatments, surgeries etc., will all be different. Therefore, as everyone’s situation is different, there is no one answer to fit all.

As a disabled business psychologist, here are my tips for thriving at work:

If you have been off work for a few weeks/months following ileostomy or internal pouch surgery, I would personally not add this to a CV. I would just simply include the years I have worked for that organisation. However, if I have left one organisation and then had a year off due to my disability before starting my next role, I would address the gap on my CV to maintain transparency and address my future employer’s curiosity. Therefore, rather than saying I was travelling or taking a sabbatical, I would be honest and acknowledge that I took time off for personal reasons, which are now resolved and therefore, I was/or am ready to re-enter the workforce.

My perfect CV: skills, hobbies and social media

Another way around this, and one which recruitment agencies often recommend is to consider using a functional or skills-based CV rather than listing your work and education in date order (a chronological CV). This way you are showcasing your skills and experiences rather than exact date ranges. Similarly, it is recommended that you include any hobbies and interests you have on your CV, such as reading, writing, fundraising, etc. This is also a great way to show future employers that you are so much more than your work history and that you have the relevant and desired skills and experience needed, despite any gaps.

My final recommendation when it comes to what you include on your CV is to make sure it matches any open social media accounts. For example, I wouldn’t say you were travelling the world for a year if you have on your socials that you were recovering from surgery. This is because research shows that 70% of employers use social media to run background checks on their candidates (CareerBuilder, 2017).

What are reasonable adjustments?

It is also important to note that, as a job applicant, you can ask for reasonable adjustments for any part of the recruitment process. This is the law, as part of the Equality Act (2010), which states that employers must make reasonable adjustments for job applicants or interviewees if they are disabled.

Examples of reasonable adjustments are:

• Providing an application form in a different form i.e., Braille or audio

• Making sure the interview room is wheelchair-accessible

• Arranging an interview at a specific time of the day

• Applications submitted in an alternative format i.e., video or voice note

• Specialist equipment if needed for interview tests i.e., a larger screen

• More time if needed for any written or reading tests

• Online interview rather than in person

It is important to note that this list isn’t exhaustive. I wanted to give you an idea of some of the adjustments that employers must do if they are asked by a disabled applicant. With the right support, manager and reasonable adjustments, you can be successful at work with a stoma or other chronic condition, and have the right to be in employment just as much as anyone else.