Should You Disclose That You Are A Carer...Or Not?

As a carer working in the film or television industry, should you disclose your caregiving responsibilities to potential employers?

The answer to this question is complex. There are arguments both for and against disclosing this information, and ultimately, the decision will depend upon a number of factors, including the specific job being applied for, the nature of the caregiving responsibilities, and the individual's personal preferences and values.

The Benefits of Disclosure

On the one hand, there are good reasons why you may choose to disclose your caregiving responsibilities to a potential employer. One key argument is that by disclosing your carer role, you can build trust and transparency with your employers. In a high-pressure industry like film and TV, where reliability is often paramount, being upfront about one's role can help to create a more open and collaborative working relationship.

Disclosing your caregiving responsibilities can also help ensure that your needs are taken into account when it comes to scheduling and other job-related considerations. For example, if you need to leave work early to pick up your child from school or attend a doctor's appointment with a family member, being upfront about these needs can help the employer to make accommodations and ensure that you are able to fulfil your responsibilities without undue stress or difficulty.

Another argument in favour of disclosure is the potential for accommodations or support from employers. By disclosing your role as a carer, employers may be more willing to offer flexibility in scheduling or provide resources to help you balance your caregiving responsibilities with your job duties. This could include offering a more flexible work schedule, providing on-site childcare, or allowing you to work remotely.

Employers are often more understanding than we, as carers, give them credit for. A Carer’s Club member was unable to continue working in a London production office due to increased demands upon them as a carer. The employer didn’t want to lose them, so they provided training for a new role that their employee could do from home on a flexible part-time basis to fit in with their caregiving needs.

In addition, disclosing your caregiving responsibilities may help employers to better understand your needs and concerns, which can lead to a more supportive work environment.

A Film and TV Carer’s Club member who worked in-house, chose to disclose to their Line Manager that they cared for their mother. The Line Manager, whom they had known for years, then disclosed that they cared for an addicted loved one too and had been a carer since childhood. Although neither chose to disclose their caregiving roles to their other colleagues or employer, they were able to support each other, leading to a much stronger and supportive working relationship and more flexible working.

Disclosure can also help to avoid misunderstandings or miscommunications down the line. If a carer doesn't disclose their caring role, their employer may assume that they can work the extra hours often required as a freelancer. By being transparent about your carer role, you can ensure that your employer has a clear understanding of what you can and cannot do.

Another reason for disclosing your role as a carer is the potential for building stronger relationships with colleagues and employers. Disclosing caregiving responsibilities can help to promote a culture of inclusivity and support within the workplace. By being open about your caregiving responsibilities and sharing this aspect of your life, you may be able to encourage others to do the same, which can help to create a more supportive and understanding work environment, where colleagues are more likely to offer help and support when needed. You might even connect with others who are also balancing caregiving responsibilities with work.

One Carer’s Club members had worked closely with their colleagues for several years and had chosen not to disclose that they were a carer. The caregiver had to leave work to deal with the emergency. When they told another crew member what had happened, they turned out to also be a carer and the conversation widened to include all the crew. They were all caregivers and are now able to support one another.

Additionally, being open and honest about your responsibilities may help to build trust and respect with your employer, which can lead to better job opportunities and career advancement in the future.

Why You Might Choose Not To Disclose

However, there are also arguments against why a carer may choose not to disclose their caregiving responsibilities to a potential employer.

Firstly, in disclosing caregiving responsibilities, many carers worry that they will be perceived as unreliable and therefore not be hired, rather than disclosure showing that they are a responsible and committed individual who is willing to be open and honest about their personal circumstances.

One concern is the potential for discrimination or bias from employers and that by disclosing your caring duties, you could be more vulnerable to harassment or unwanted attention. Unfortunately, there is still a stigma attached to caregiving responsibilities, particularly for women. In an industry where power dynamics are often at play, carers may worry that revealing that they are a carer, could make them a target for discrimination.

Some employers may view caregivers as less committed or less able to perform their job duties, which can lead to discrimination during the hiring process or in the workplace. In addition, disclosing your caregiving responsibilities may lead to unconscious biases from colleagues, who may assume that you are less available or less committed to your job. This could be especially concerning for carers who are women or members of other marginalised groups.

Another argument against disclosure is the potential for negative career implications. In a competitive industry like film and TV, disclosing your caregiving responsibilities may lead to employers viewing you as less available or less committed to your job. This could lead to missed job opportunities or fewer opportunities for career advancement. In addition, if your caregiving responsibilities require you to take time off work or reduce your availability, this could impact your job performance or lead to missed opportunities for training or professional development. This could make it harder for carers to get hired or could limit the types of clients they are able to work with.

Employers, for their part, should be mindful of the unique challenges and responsibilities that come with being a carer in the film or TV industry. Employers should work to create a supportive and inclusive work environment that recognises the value of carers' contributions and respects their privacy and confidentiality. This could include providing additional training or resources for carers, flexible working, job sharing and setting clear expectations and boundaries around their role.

In Conclusion

While there are arguments in favour of disclosure, there are also valid concerns about non disclosure. Deciding upon the best approach can be particularly difficult in an industry where there is often a high level of competition for jobs and where reliability and trustworthiness are highly valued qualities.

If you do choose to disclose your carer role, you should be prepared to answer questions about your level of reliability, your plans to cover emergencies and your commitment to the production and your employer.

Ultimately, the decision to disclose your role as a carer is a personal one that should be made based upon the individual carer's comfort level, the specific circumstances of the job and personal preferences. Some carers may feel more comfortable being transparent about their role, while others may prefer to keep it private.

Considerations When Making Your Decision:

• The specific job and employer: Some employers may be more supportive of caregiving responsibilities than others. It may be helpful to research the company's culture and policies before deciding whether or not to disclose your role as a carer.

• The level of caregiving responsibilities: If your caregiving responsibilities are significant and require a lot of time and attention, it may be more important to disclose them to potential employers. On the other hand, if your caregiving responsibilities are relatively minor or can be easily managed alongside your job duties, it may not be necessary to disclose them.

• Your personal comfort level: Some people may feel more comfortable keeping their caregiving responsibilities private, while others may feel that it is important to be open and honest about their situation. It is important to consider your personal comfort level and what feels right for you.

If You Decide To Disclose Your Carer Role:

• Be prepared for questions: If you disclose your role as a carer, your colleagues may have questions about your carer responsibilities and how it relates to your work in the film and TV industry. Be prepared to answer these questions honestly and openly in a professional and informative manner.

• Reassure your employer: Many carers have developed workarounds and solutions for all kinds of practical situations in the workplace. Maybe you can suggest to your employer a plan B, to swing into action only 'if and when' needed for particular situations or emergencies, when you're unexpectedly unavailable. You can maybe also give your employer reassurance that the task you are employed to do will always be completed.

• Be clear about your availability: If you have caregiving responsibilities that may impact your availability, it's important to be clear with your colleagues about your schedule and any limitations you may have.

• Be clear about your needs: When disclosing your caregiving responsibilities, be clear about what accommodations or support you may need from your employer. This could include things like access to your phone, flexible scheduling, on-site childcare, or the ability to work remotely.

• Emphasise your commitment: When disclosing your caregiving responsibilities, it is important to emphasise your commitment.

• Focus on your experience, skills and qualifications: While your role as a carer may be a unique aspect of your experience, it is important to also emphasise your qualifications and skills that make you a strong candidate for work in the film and TV industry.

• Respect confidentiality: It is important to respect the privacy and confidentiality of the people you care for. You should not disclose any personal or identifying information about them without their consent.

• Know your rights: You have the right to disclose or not disclose your role as a carer. However, if you do choose to disclose, it is important to know your rights and protections under the law. As a carer, you may be entitled to certain rights and benefits, such as flexible working arrangements or time off for caregiving duties. Make sure you know your rights and advocate for yourself if necessary.

• Be mindful of biases: Some people may have biases or preconceived notions about caregivers or people with disabilities. Be aware of these biases and be prepared to challenge them if necessary.

• Maintain professionalism: While it's important to be open and honest about your caregiving responsibilities, it's also important to maintain professionalism in the workplace. Make sure you are still meeting your job responsibilities and fulfilling your obligations as a member of the team.

• Seek support: Caregiving can be challenging, and it's important to seek support when needed. Consider joining a support group, coming along to our monthly Zoom meet-ups which are held on the last Monday of the month, or talk to a counsellor if you feel overwhelmed or stressed.

Employers should be mindful of these factors too and work to create a supportive and inclusive work environment for all members of their team.

Are you a carer who has struggled with this dilemma - how did you resolve it?

Have you already disclosed that you are a carer to your colleagues or employer - how was this news received?