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Disclosing a Disability

There are two main ways in which you may choose to disclose your disability at The University of Sheffield. One is indicating through uBase/e-Recruitment and is for monitoring purposes only, detailed below, and the other is to discuss your disability through one of the sources of support identified below.

1) Monitoring

How to disclose:

You are able to disclose your disability at any stage of your relationship with the University (from application to any stage of your employment situation). Some examples of when and how you may decide to do this are noted below:

  • You can disclose your disability through your online application form if you are applying for a position at the University. (However, should you wish your application to be considered under the Disability Confident scheme, you must indicate this on your application form. This will then be flagged to the recruiting department);
  • You can disclose your disability through myJob. Simply log onto MyJob through MUSE and select the Personal Profile tab on the homepage, where you will be able to access “My Equality Data”.

Please be aware that indicating a disability via either of these routes is for equality monitoring purposes only and that providing information in relation to a disability through an application or myJob will not result in HR or your manager being made aware of your disability, nor prompt discussions with yourself regarding any specific needs you may have. As such, if you wish to discuss any issues associated with your disability please see section 2 below.

Reasons to disclose:

Declaring your disability through an online application or via myJob is useful because it:

  • Allows us to build up a fuller picture of our staff profile in terms of E&D data, which will assist the University to consider areas of under-representation and develop actions to address this;
  • Enables positive action interventions and, by compiling trend data, helps inform future planning, and policies;
  • Helps us to focus on actions to promote positive relations between different equality groups;
  • Helps us assess the impact of proposed policies and initiatives on different equality groups;

Effective use of the data signals to staff and potential job applicants that the University is committed to equality and to supporting a diverse workforce. In turn, this contributes to the raising of our profile as an inclusive University;

The University is also bound by legal obligations: it is compulsory for the University to meet the reporting requirements of organisations such as HESA - Higher Education Statistics Agency, and under equality legislation, the University has a specific duty to monitor by disability, ethnicity and gender.

2) Discuss your Disability

How to disclose:

If you wish to disclose a disability or if you become disabled during your time with us, you are encouraged to discuss your circumstances, to ensure that appropriate support can be offered, with either:

It is important to note that filling in your equality information on myJob will not alert your manager to your disability.

Some people find disclosing some disabilities very difficult, particularly mental health issues but Staff Health & Wellbeing can offer confidential advice and can be used as an intermediary between the employee and recruiting manager in explaining disabilities, their implications if there are any and suitable adaptations if required.

Reasons to disclose:

  • You will be covered by the Equality Act 2010;
  • The University has a positive approach to employing people with disabilities and will ensure that all reasonable measures are taken to support and retain staff with a disability in employment, as part of our commitment to equal opportunities;
  • The University could support you in seeking assistance through the Access to Work scheme;
  • Disclosing a disability to your line manager will prompt a discussion about what workplace support and reasonable adjustments can be put in place to enable you to continue doing your job. Even if you do not require any reasonable adjustments at this time, it is useful to raise it with your manager, to open up a channel for ongoing dialogue and communication, so if any support is needed in the future, you can work positively together on this.It would support the development of an open working relationship ensuring that managers could consider your needs in relation to how policies, and practices are implemented. If your disability has any health and safety implications for you or for others, you are by law obliged to inform your employer;
  • Your information will be used anonymously when producing statistics, and if there are low numbers in a particular category, a larger sample size will be used to ensure anonymity;
  • Your data will be handled with the utmost confidentiality. All the information disclosed by staff is stored on the uBASE system and can only be accessed by yourself or selected/trained staff within Human Resources.

Extra Support:

Access to Work is a Government run national scheme which provides practical advice and support and also financial support. The employer arranges the agreed support and claims a grant back from Access to Work. If you are considering using this process please contact your HR Adviser for advice.

The University is aware that disclosing a disability can be a difficult issue. If you need any extra support or help with the decision process, please contact your HR Adviser.