Questions

• I have a health issue that requires some minor accommodations in the workplace. How can I raise this, without putting off an employer or seeming demanding?

  It’s understandable to be nervous about how the conversation will be received. Many people hesitate to ask for workplace adjustments because they don’t want to be seen as difficult or treated differently. In my experience, these conversations are often more productive when they’re had early, before challenges begin to affect performance or wellbeing.

  Before speaking to your manager, think carefully about what you actually need. Be clear about how your health issue affects your work and, importantly, what practical adjustments would enable you to perform your role effectively. The more specific and solution-focused you can be, the easier it is for your employer to consider your request.

  You also don’t need to disclose every detail of your medical condition. Share enough information to explain the impact on your work and why the adjustment would help, while recognising that your employer may ask reasonable questions to understand what is being requested.

  Finally, keep an open mind. The adjustment you initially have in mind may not be workable, but there may be another solution that achieves the same outcome.

• I'm hard working and ambitious, and there are some senior roles I would love to apply for, but I’m worried firms will say I’m too young or lack experience. Is there an accepted ‘minimum’ age or number of years of experience for more senior positions? How can I convince employers to take my applications seriously?

  There isn’t a universally accepted minimum age or number of years’ experience for senior roles. Every organisation is different and while some positions have minimum experience requirements, most employers are ultimately looking for someone who can demonstrate they’re ready for the responsibilities of the role.

  That said, it’s worth being realistic about what ‘ready’ looks like. Senior positions often require more than technical expertise, they involve leading people, navigating ambiguity, making difficult decisions and influencing stakeholders. These capabilities are often developed through experience, not simply hard work or ambition.

  If you’re not yet landing the roles you’re applying for, try to reframe the feedback as information, rather than rejection. Ask yourself: ‘What experiences am I missing that employers are looking for?’. To close the gap in your experience you can seek stretch assignments, volunteer for cross-functional projects, ask for acting opportunities and let your manager know you’re interested in developing towards more senior roles. This not only builds your capability but also signals your ambition.