Sophie’s experience navigating recruitment with a physical disability

Sophie says to be honest about what you find challenging and found that the workplace assessment really helped.

When Sophie applied for the Talent Engagement Specialist role, she was open about her disability but did not state that she needed any specific adjustments beyond the existing inclusive practices.

“I had become so used to online interviews that I did not consider physical adjustments. It is hard to anticipate your needs when the location is unfamiliar.”

“For instance, I did not ask for a reading room close to the interview space, even though that would have helped. Looking back, I realise I could have asked for more support. It was a learning experience and a reminder that adjustments are about individual needs, not just standard offerings”.

Encouraging adjustments

“Because I initially said I did not need anything further, I did not have a call to explore adjustment options. In hindsight, it is easy to downplay your needs when you are focused on making a good impression. That said, the team were incredibly supportive and that support continued once I was offered the role.

We talked through what could help and I followed up with Occupational Health. They genuinely wanted to understand what would make my work environment more accessible.

For example, moving between rooms during the recruitment process was more tiring than I expected. Asking about lift access, nearby prep rooms or extra writing time would have made things easier”.

“My advice? Do not hesitate to speak up, even if your needs feel small. The Talent Team are there to help, you just need to start the conversation.”

The adjustments Sophie asked for

“Initially, the only thing I flagged was that I use a crutch. I was not sure what else I could ask for or what might help. But once I started the role, I realised that a bit of forward planning could have saved me a lot of discomfort”.

“The workplace assessment really helped. It pinpointed practical adjustments like placing chairs in key areas, making high-use spaces more straightforward to access and giving me more break flexibility.”

Challenges in the process

“The biggest challenge was not realising how much support I could ask for. I did not fully appreciate the importance of planning for my physical needs during the recruitment process.

For instance, I struggled to write notes in the prep room, but it felt too late to make changes by then. That said, when I did raise concerns later, the team responded quickly and sorted everything out without any issues”.

How adjustments helped

Sophie said that although she did not request adjustments upfront, the overall process was still positive.

“What stood out to me was how the team responded when I did ask for support. Their openness and commitment to inclusion are a big part of why I see Avon and Somerset Police as an employer of choice.”

“Now that I am in the role, I have come to appreciate how even small changes can make a big difference, like having a quiet space nearby, more time to get between rooms or just being able to talk things through in advance”.

“Today, I feel confident and empowered to recognise what I need and ask for it. Adjustments are not about special treatment, they are about ensuring everyone has a fair shot at showing up at their best. If I had had those adjustments in place from the start, it would have saved me a lot of energy and made things feel more manageable.”

Advice for others

Sophie offers the following advice for others “if you have a physical disability, think ahead about what might make things easier for you. Even if you are unsure what is available, be honest about what you find challenging. The team cannot support you if they do not know what you need.

It is always worth asking. Even small changes can significantly affect your comfort and confidence during recruitment”.

Looking back

“Asking for adjustments might feel daunting, but it is worth it. Recruitment is about showing your best self and the proper support helps you do that.”

“This experience has taught me to be more proactive. I have learned that being honest about your needs does not just help you, it helps create a more inclusive process for everyone. By speaking up, you are also making the path clearer for the next person”.

If you are neurodivergent, have a disability or a long-term condition, you can ask for reasonable adjustments during your recruitment journey and beyond. Find out how we can support you.