From application to offer: expert guidance for job hunting with a disability
In this blog we’re sharing expert insight and personal experiences for disabled job seekers, from application through to career development.
By Molly Johnson-Jones
CEO & Co-Founder at Flexa
2nd Jun 2025
Recently, we hosted a webinar featuring three disability inclusion experts: Toby Mildon, Diversity and Inclusion Architect and author of "Building Inclusivity"; Leigh Ramsay, Senior Diversity, Equity, and Inclusion Partner at Maersk; and Emily Hyland, TUI's Global DEI & Wellbeing Manager. The session was hosted by our CEO, Molly Johnson-Jones, who founded Flexa after experiencing workplace discrimination due to her own chronic autoimmune condition.
Their insights and personal experiences provide valuable guidance for disabled job seekers, from application through to career development.
This blog includes:
- Practical advice on navigating job applications as a disabled candidate
- How to approach the disclosure dilemma and decide when and how to share your disability
- Tips for self-advocacy and building confidence in the workplace
- Guidance on identifying and choosing truly inclusive employers
- Real experiences and insights from disabled professionals to help you thrive at every career stage
Should you disclose your disability on a job application?
According to our panel, this is a deeply personal decision. Research shows that disclosing can lead to fewer interview opportunities, but it can also help you screen for truly inclusive employers. Toby's personal experience included hiding his disability during the application process, but he also questioned whether an employer that would discriminate was one he would want to work for. Consider your specific situation and comfort level when making this decision.
Our panelists shared more of their thoughts and experiences:
The reality of disclosure bias
Toby shared research from Scope, the UK disability charity, which revealed some concerning insights: "They sent off identical CVs to employers and half the CVs mentioned a disability, the other half had no mention of disability, but apart from that everything was identical... They found a significant decrease in those CVs mentioning disability being called in for an interview."
This highlights a very real concern that disclosing a disability can put candidates at a disadvantage. However, Toby also noted research from Disability Rights UK showing that employers worry about candidates not disclosing disabilities, creating a challenging situation for both parties.
It's a personal decision
All panelists emphasised that disclosure is deeply personal. Leigh stated, "It's always voluntary self-disclosure, so there's never pressure for anybody to disclose what disability they may or may not have."
Molly shared her own experience: "After I lost my job because of my disability, I stopped disclosing it in any job application at all. I wasn't comfortable doing it, and I would wait until the offer stage of a conversation to then say, 'Hey, you know, I do need flexible working.'" While this wasn't always the most effective approach (and inspired the creation of Flexa), it highlights the personal nature of this decision.
Using disclosure as a screening tool
Emily suggested that disclosure can actually help candidates assess a potential employer's inclusivity: "At interview stage, it's a great way of sussing out whether that company is truly inclusive and if it's committed to what it's saying it's doing."
She explained that you can tell a lot from an employer's reaction to accommodation requests:
Red flags include reactions like "Oh, this isn't something that's been asked before" or "I need to see proof so that we can make these adjustments for you."
Green flags might include responses like "What can I do to support you? Here's what we've got available in terms of adjustments."
Emily also noted that if an employer makes you feel like your disability is a barrier to success, that's a huge red flag: "It's very much on the company themselves if they are not willing to accommodate and make adjustments."
Advocating for yourself in the workplace
Once you've secured a position, advocating for your needs is essential for long-term success. Our panelists offered guidance for self-advocacy, particularly for young professionals:
Join or create an Employee Resource Group (ERG)
Leigh recommended: "If your organisation doesn't have an employee resource group, that's the perfect opportunity to start it up." ERGs create community, awareness, and advocacy, especially with senior leadership sponsors who can help amplify messages and potentially provide a budget for initiatives.
She also mentioned that companies often cross-collaborate with ERGs from other organisations, creating powerful networks for sharing best practices.
Reframe how you think about accommodations
Emily suggested reframing how you think about requesting accommodations: "We're so often made to feel that we're asking for special treatment and we're being difficult, whereas I think for me it really changed when I reframed it for myself. Actually, no, this is just about me showing and telling others how I work best, and it's actually helping them as well."
This shift in mindset—from seeing accommodations as special treatment to seeing them as tools that help everyone work more effectively—can make self-advocacy feel more empowering.
Expanding your job search beyond traditional roles
For those struggling to find work that accommodates their disabilities or impairments, Leigh recommended broadening your search: "Try and look outside of admin experience and spread the net a little bit wider to see if there's something else that might be of interest and that you have the [transferable] skills that you can take forward."
She also suggested considering career changes based on passion and lived experience: "I changed my career. I was in business for many years, and two years ago I transitioned into this DEI role because of my lived experience. I really wanted to make a difference."
Identifying inclusive employers
Finding truly inclusive employers can be challenging, but our panelists shared insights on what to look for:
Transparency as a key indicator
Molly emphasised transparency as a crucial factor: "One of the brilliant things that you can do to help people that may have a need for different adjustments or conditions... is to be as transparent as possible about your culture, about your working environments, about your representation in your organisation so that somebody is empowered to make an educated decision about whether your company is the right fit for them." For example, we give companies on Flexa a transparency score, to make it easy for candidates to see at a glance how much information is being shared upfront.
Look for DEI commitment
Flexa's data shows that "individuals with disabilities or chronic conditions are 1.7 times more likely to care about a company's commitment to diversity, equity, and inclusion." When evaluating potential employers, look for clear stances on inclusion, information about the organisation's makeup, and stories from disabled employees.
Evaluate interview experiences
Emily pointed out that interview experiences can tell you a lot about a company's inclusivity:
- How do they respond to accommodation requests?
- Are they open to discussing adjustments?
- Do they provide information about available accommodations?
- Do they make you feel that your disability is a barrier to success?
As Emily noted, "You can sense it when you're talking to someone if they are being genuine and sincere in terms of wanting to support you."
FAQs for disabled job seekers
How can I deal with bias when I disclose an invisible disability?
While not directly addressed in those terms, our panel discussed the challenges of invisible disabilities. Toby noted that those with invisible conditions often have to "come out" repeatedly. Emily suggested using disclosure as a way to evaluate employer reactions. If they respond with skepticism or demands for proof, that may indicate an unwelcoming environment. Companies with genuinely inclusive cultures will focus on support rather than verification.
I've been out of work for several years and can't even get to the interview stage with most organisations. Every remote role requires extensive recent experience. How can I get my foot in the door?
Leigh advised expanding your job search beyond your previous experience and applying even if you don't meet all requirements: "Even if you only tick four of those boxes, go for it, just apply, have the confidence... fake it till you make it and learn on the job." She also suggested considering career changes based on your lived experience and passion, as she did when transitioning to a DEI role.
What advice do you have for young professionals with invisible disabilities starting out in the workforce?
Leigh recommended starting or joining employee resource groups to create community and advocacy. Emily emphasised the importance of reframing accommodation requests as simply sharing how you work best rather than asking for special treatment. Molly acknowledged that young professionals might not feel entitled to accommodations but stressed that the right companies will support you without requiring over-justification.
How can I advocate for myself when I fear negative consequences from disclosure?
While not directly addressed, the panel discussed creating psychological safety in workplaces. As a job seeker, you might look for employers with established DEI initiatives, clear accommodation processes, and visible disability representation in leadership. Emily suggested using the interview process to gauge how comfortable a company is with disability conversations, which can indicate whether self-advocacy will be welcomed.
How can I manage working with ME/CFS and find a flexible role that fits my energy levels?
Toby suggested looking for roles that offer genuine flexibility in how and when you work. For people with ME/CFS, energy levels can fluctuate, so jobs with results-based expectations rather than rigid hours tend to work well. He also recommended being upfront about your working pattern needs during the recruitment process, to find employers open to honest conversations.
What platforms or resources support flexible or low-hours roles?
Toby pointed to Flexa as a useful platform for finding verified flexible employers. He also mentioned organisations like Evenbreak, which list inclusive and disability-friendly roles. Searching for “fractional roles” or “portfolio work” on LinkedIn can surface part-time or project-based options. He added that looking at employee reviews on platforms like Glassdoor, Indeed, and LinkedIn can offer insight into company culture and whether an employer is genuinely supportive of disabled staff.
Why do so few employers offer truly part-time roles suited to people with limited daily energy?
Toby noted that many employers still default to full-time job design, often out of habit rather than need. There’s also a perception that part-time equals lower productivity, which isn’t true. He believes employers need to rethink job design — starting with the outcomes they want, and then considering how those outcomes could be delivered flexibly.
Navigating the job market with a disability presents unique challenges, but knowing what to look for in potential employers and how to advocate for yourself can make a significant difference. As Emily pointed out, "Disability is not a swear word and it's nothing to be ashamed of." By approaching your job search with confidence, evaluating potential employers' inclusivity, and advocating for what you need to thrive, you can find workplaces where your talents—not your disability—define your career.
Remember that platforms like Flexa exist specifically to help connect individuals with truly flexible and inclusive employers. As Molly explained, "People can come on and say, 'I would love a company where there is disability representation, where it is fully remote, where it is an accessible office. Whatever you need or whatever you want from the next company, you can find it with us."
By being strategic about where and how you apply, and by seeking out employers with genuine commitments to inclusion, you can find a workplace that values your contributions and supports your success.