Capability is not the same as current functional capacity.

Recruitment and progression systems tend to ask whether someone can currently do a role as it is presently designed. The Right Work for You asks a different question — one that makes capability visible alongside the conditions, adjustments and patterns under which it is reliably available.

• Capability built through caring, self-employment, volunteering or community roles is rarely recognised in recruitment.
• Health-related interruption is read as a gap rather than as a period in which capability was developed or maintained.
• Fluctuating capacity is treated as unreliability, rather than as something that can be planned for.
• Adjustments are discussed late, defensively, and often after a decision has already been made.
• Organisations lose experienced people while reporting persistent vacancies and skills shortages.

• The person owns their profile and decides what is shared, and with whom
• Nothing is shared with an employer or organisation without explicit, specific consent
• No diagnosis, health disclosure or condition label is required to take part
• Participation is voluntary and can be paused or withdrawn at any point
• Language is strengths-based and avoids deficit framing
• Organisations receive only what the person has chosen to share

• Participants able to articulate and evidence capability more confidently
• Better-quality conversations between candidates, managers and recruiters
• Clearer information about the conditions under which people can contribute
• Insight for organisations into where inclusive practice can be strengthened
• Learning about acceptability, accessibility and feasibility across pathways

These are potential outcomes to be tested through pilot work and independent evaluation. They are not claims of demonstrated effect.