Opinions differ on when and how to raise the subject. Several approaches exist:

• Mentioning it in the cover letter: Some candidates choose to disclose their disability from the beginning, in order to avoid unnecessary stress during the recruitment process and to identify organisations that may not be equipped to welcome a person with a disability.
• Discussing it at the interview: Others prefer to raise the topic during the interview, particularly if they hold official recognition as a disabled worker (RQTH). With equal skills, employers may give preference to candidates with this recognition.
• Adopting a nuanced approach: For some, this is a deeply personal choice, as the subject can be sensitive. There is no obligation to mention it; the decision can depend on the level of trust felt during the interview.
• Waiting until after recruitment: A minority prefer not to discuss the subject before employment, fearing discrimination or misunderstanding and instead discuss workplace adjustments once in post.

Before any interview, it is helpful to consult the company’s website for information about its disability policy or its Diversity, Equity, Inclusion and Belonging (DEIB) initiatives.

Indicators of an inclusive environment include:

• Job descriptions that highlight inclusivity or mention possible workplace adjustments.
• Company communications about DEIB commitments or the presence of a disability officer.
• Flexible working arrangements or remote working options.
• Clear references to inclusion and employee support during the recruitment process.

If the subject does not appear in the company’s communications, you can still raise it during the interview: 

“I am particularly interested in your policies on inclusion and employee support. Could you tell me more about what you have in place?”

All alumni interviewed emphasised one point: do not hesitate to express your adjustment needs. It is often recommended to go through health services, so that discussions take place in a neutral and confidential setting, without direct link with your management.

Some practical advice:

• Be specific and reassuring: Explain your needs clearly and suggest practical solutions.
• Seek HR support if needed: Request a meeting with human resources to explain how your situation affects your work.
• Highlight financial support: Remind employers that workplace adjustments are funded by the State (grants, exemptions), not by the department’s budget.

Even when companies express a commitment to inclusion, implementation may vary. Persistence and knowledge of your rights are sometimes necessary to secure the accommodations you need.

There is no obligation to disclose your disability to colleagues. Each person should act according to what feels most comfortable.

• Some prefer to share after a period of trust has been established.
• Others share information only with HR, their manager, health service, or a close colleague.
• Sharing with a few trusted co-workers can be helpful, as they may support you in delicate situations.
• Some take advantage of workshops or awareness sessions to share their experience and contribute to better understanding of disability in the workplace.

In general, transparency and dialogue help build a healthy work environment and prevent misunderstandings. Explaining your needs, limits, but also your strengths can greatly improve the quality of professional relationships.