We were pleased to host this event for Disability History Month 2025, thank you to all the panellists for their time. You can watch the full recording with subtitles here (40 minutes) or read the summary below.
The panel, hosted by Sophie Madison (EDI Coordinator), brought together staff and student representatives from the University of Bath to discuss disability inclusion, workplace adjustments, and career challenges. Panellists included:
- Isobel Jordan-Shone – Final-year Maths student, active in the Disability Action Group and and Chair of The SU’s Diversity & Support Executive Committee.
- Matthew Punter – PhD student in Psychology, researching neurodivergent employment and founder of a startup supporting reasonable adjustments.
- Catherine (Cat) Knocks – University staff member and aFlame committee representative (network for disabled staff and PGR students).
- Ghislaine Dell – Head of Careers Service and lead on supporting disabled students.
Key Topics & Insights
1. Disclosing Disabilities to Employers
- Research shows disclosure often leads to better experiences for staff and employers.
- Disclosure is a personal choice; consider when it benefits you (e.g., interviews, tests). Disability Confident employers are a good starting point to find an inclusive workplace.
- If adjustments help you perform at your best, disclosure is worthwhile. It can also open worthwhile conversations about company culture.
2. Reasonable Adjustments in Interviews
- Examples include extra time, breaks, step-free access, advance questions, or alternative formats.
- Self-awareness is key— consider what would help to give you the best chance of success, and make the process equitable.
- Think about any barriers which you face and what employers can do to remove obstacles.
- Adjustments can be simple (e.g., breaks, maps, interviewer photos) and empower candidates to perform well.
3. Identifying Adjustments in New Roles
- Co-creation of adjustments is really valuable.
- Open conversations with managers are vital; adjustments can evolve over time, and it is ok to revisit needs later down the line where needed.
- Occupational health and HR can help confidentially assess needs.
4. Assessing Inclusive Workplace Culture
- Look for visible staff networks and diversity statements.
- Use LinkedIn and Glassdoor for feedback.
- Ask questions during interviews about disability support.
- Inclusivity often depends on individuals (managers, HR), so early disclosure helps set expectations.
5. Advocating for Yourself
- Reasonable adjustments are cost-effective and legally mandated; framing requests as solutions benefits both parties.
- Remind yourself adjustments are a legal right, not a favour.
- Use HR, occupational health, and written communication if needed. Peer support networks can also help.
6. Student Questions
- ADHD & disclosure fears: Panel advised reframing disclosure as enabling success and identifying supportive employers.
- Delaying job applications until after graduation: Common and acceptable; prioritise your degree. Employers value readiness over timing.
Closing Notes
The panel emphasised:
- Empowerment through disclosure when it benefits performance.
- Flexibility and dialogue in adjustments.
- Proactive research into workplace culture.
- Support networks (HR, careers service, peer groups) as key resources.
For further help, students can contact:
- diversity@bath.ac.uk
- careers@bath.ac.uk
- disabilityadvice@bath.ac.uk
Online resources:
- To disclose or not to disclose your disability? (Careers Service webinar)
- Web guide: Disability and your career journey
- Disability Service (advice and support for students)
- Placement blogs
Respond