The reality of working with a hidden disability: 'A condition can only kill your dreams if you let it'

AS AN EMPLOYER, would you hire me? That is the question.

I have two degrees and a masters. I have been practicing as a barrister for six years. I am currently learning Spanish as part of a wonderful class of adult learners. The question is still the same though – would you hire me?

Would I be a suitable employee? If you do up a job description and I tick all the boxes, will you offer me a contract? Once you google me and see that I have epilepsy, will I still be joining the payroll of your company?

This is the issue for talented and bright people who have a hidden disability, which is why there may be repercussions for disclosing their condition.

I have news for anyone with a hidden disability: you cannot control how another person will react, but you can communicate the news of your condition in an educational and informative way and invite questions. I do not believe that I should have to apologise for my epilepsy. Like the birthmark in my left eye, it is part of me.

A fellow lawyer recently contacted me to say he had been diagnosed with epilepsy and asked that I not tell anyone at work. There is a right to privacy for employees, but when you are in the workplace you are there to work – therefore your condition may be relevant.

While I can function at a high level, a person with epilepsy needs to know what they can handle in relation to appropriate work and suitable hours. There are ways employers can assist an employee with epilepsy such as flexitime and organised scheduling.

Dublin-based barrister Lorraine Lally

Health and safety concerns

I know that, for an employer, there are issues around insurance and health and safety. I really do understand the insurance underwriters need to assess liability as well as aiming to make a profit.

However, there must be a place in society for support and equality of opportunity. I mention this for a reason: insurance is important, but it should not be an acceptable justification for social exclusion.

We are a nation of great people. In professor Gerard Quinn, we have one of the leading voices and advocates on the rights of a person with a disability.

He presents at the United Nations and has been fighting in Ireland for decades to see real practical change when it comes to having rights implemented. We need employers to be encouraged to embrace a person’s talents without perceived legal restrictions in the hiring process.

So back to the original question, which is: as an employer would you employ me? Do you need to revise the health and safety statement? Will your employee indemnity insurance go up next year on renewal?

What if I have the potential to innovate and revitalize your business? What if I increase profits by 63% this quarter?

And my favorite question to ask is, what if you, as a manager, drop and have a seizure tomorrow and hit your head? You could be confirmed as being a person with epilepsy. Your life will change to one of medication and routine, not to mention the difficult conversations with friends and family.

I wish, at times, that others got to know what it is to have epilepsy and still want all the same things in life. The truth is that a condition can only kill your dreams if you let it.

A person can only make you feel inferior if you let them. Do not let any prospective employer make you feel like less of a deserving candidate and stop you from applying for positions.

Galway native Lorraine Lally works as a barrister in Dublin.

Hidden disability was the theme of a recent Epilepsy Ireland/Headway #iseebeyond campaign.

Epilepsy Ireland will hold its national conference at the Alexander Hotel in Dublin tomorrow and Saturday. It will mark the charity’s 50th anniversary.

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