Work and the inclusion illusion

Since her graduation in 2005, Lisa Davies has lost none of her drive to find a job, but is she headed for a brick wall

Let’s get the boring bit out of the way first… I have cerebral palsy and use both manual and electric wheelchairs to get around. I am that very unrare thing known as a disabled graduate. Since leaving university in 2005, I have filled in over 60 job applications. I can handle the idea that I am not the perfect candidate for every post, but during my quest for that elusive life goal of steady employment, I have heard every excuse from “sorry love we don’t employ spastics” to “we can’t afford to employ you”. One REALLY NICE GENTLEMAN took one look at me and refused to proceed with the interview, all in full view of the other candidates, one of whom was even kind enough to make sure the door didn’t hit me in the ass on the way out. I have even allowed myself to be carried up two flights of hotel stairs in pursuit of a job, batteries and all; luckily for the bellboys I’d only had a light breakfast! So much for access requirements. I’d even ticked the little box declaring my disability in advance. I have sent out multiple covering letters in which I am open about my condition. I am considering changing the phrasing from cerebral palsy to wheelchair user, or mobility impaired on account of the success
I have had, namely none.

And it’s no fun going up as a guinea pig for management trainees to practise their interviewing skills on. The interviews are obviously mock. They don’t even bother pretending to take notes. Bit of a giveaway that.

I have had numerous experiences with employment agencies specifically targeted at those with disabilities, and whilst the few that exist are well meaning I have found them to be ineffective, and I am not alone in this view.

Statistically I’m more likely to get an interview when my disability is not disclosed in advance… sad but in my experience true. In reality, though not required by law, this is a risky ill-advised strategy, which leads to considerable stress. It is, however, becoming an increasingly necessary one when confronted with the ignorant attitudes of perspective employers.

What use is the DDA and Equal Opportunities legislation when you are viewed as a problem rather than a solution? Do you think if I had mentioned the Social Model of Disability it would have aided my chances of success? It took time to change the law which, although better, is still not fit for purpose. It will take even longer to change the attitudes of individuals.