The hidden fear behind job applications and why many Deaf people don’t disclose their disability

You’d think honesty in a job application would always be the best policy, but for many Deaf and disabled people, it’s not that simple.

Recent local data from Reed in Partnership shows a telling trend:

📊 In Merton, 60% of applicants didn’t declare a disability.

📊 In Croydon, 56% said none.

📊 In Kingston, 63% didn’t disclose.

📊 In Sutton, 65% left the box blank.

📊 In Richmond, 58% preferred not to say.

These aren’t small numbers; they’re people. People are afraid that ticking the “Disability” box could cost them the opportunity to even step into an interview.

The fear of being judged before being seen

For Deaf job seekers, this fear runs deep.

Many have faced interviews where their deafness became the focus, not their skills, qualifications, or potential.

Some have even shared stories of interviews being cut short once they mentioned they couldn’t use the phone, despite being perfectly capable of doing the job through other means.

So, the dilemma remains:

• If you disclose, you risk being prejudged, overlooked, or excluded.

• If you don’t disclose, you risk being accused of “hiding it” later.

This no-win situation keeps too many talented Deaf people out of the workforce, not because they can’t do the job, but because the system isn’t designed with them in mind.

What employers need to understand

When a Deaf person applies for a role, they aren’t asking for special treatment; they’re asking for equal access. Simple adjustments such as providing captions, arranging a British Sign Language (BSL) interpreter, a Communication Support Worker (CSW), or offering written communication options can make all the difference.

It’s also worth remembering that support doesn’t have to come out of your company budget.

Through the Access to Work (AtW) scheme, the government can fund interpreters, CSWs, assistive technology, and more.

That means you can focus on what matters — hiring the right person for the job — while Deaf Umbrella helps handle the paperwork, coordination, and recruitment support.

Building trust starts with action

Inclusion doesn’t start at the interview table; it starts the moment someone reads your job advert. When you make accessibility visible, you send a message:

“You’re welcome here.”

Employers who actively show they are Deaf-friendly attract loyal, capable, and motivated candidates; the kind of team members who bring creativity, focus, and fresh perspectives to every role.

The fear of disclosure shouldn’t exist. But it does, Deaf people have been judged by their hearing status instead of their talent.

It’s time for employers to change that.

Because inclusion isn’t a checkbox. It’s a choice.

If you’re ready to make your recruitment process fair and accessible, we can help.

Learn more about how Deaf Umbrella supports Deaf job seekers and employers here: www.deafumbrella.com/atw