Claiming Reasonable Adjustments

Based on the most helpful WSO content, here’s what you need to know:

Legally, under the Equality Act 2010 in the UK, employers are prohibited from discriminating against candidates based on disabilities or health conditions. This includes any reasonable adjustments you may request during the application process. However, while the law protects you, the reality in practice can sometimes be more nuanced, especially in competitive fields like Investment Banking (IB) and Sales & Trading.

Key Considerations:

1. Legal Protections: Companies are required to provide reasonable adjustments to ensure a fair recruitment process. This could include extra time for online assessments or accommodations during interviews. If evidence of discrimination arises, it could lead to legal and reputational consequences for the firm.

2. Practical Implications: While most large firms, especially in finance, have robust diversity and inclusion policies, there is always a concern about unconscious bias. Some candidates worry that disclosing a need for adjustments might inadvertently influence perceptions, even if it shouldn’t.

3. Strategic Disclosure:

   • If your condition does not significantly impact your ability to perform the role, you might consider not disclosing it during the application stage. This avoids any potential bias at the early stages.
   • Alternatively, if you feel the adjustments are essential for you to perform at your best during the process, it’s worth disclosing. Most top firms are increasingly focused on inclusivity and should accommodate your needs without issue.

4. Cultural Shifts in Finance: Many top banks are actively working to broaden diversity and inclusion, including targeting neurodiverse and disabled candidates. This shift means that requesting reasonable adjustments is becoming more normalized and less likely to raise concerns.

Advice:

• Weigh the Benefits: If the adjustments will significantly improve your performance during assessments or interviews, it’s worth requesting them. Your performance is what ultimately matters.
• Research the Firm: Look into the company’s diversity and inclusion initiatives. Firms with strong public commitments to inclusivity are more likely to handle such requests professionally.
• Be Strategic: If you’re unsure, you could wait until later in the process (e.g., after passing initial assessments) to disclose your need for adjustments, if possible.

Ultimately, requesting reasonable adjustments is your right, and top firms should respect that. If a company reacts negatively, it’s a red flag about their culture and may not be the right fit for you.

Sources: Mental disability & IB, PE with 10-15B AUM - Associate Offer Rescinded, A non-target's failure, Disclosing disability