Autism and the job interview - do you disclose?

The question of disclosing an autism diagnosis during a job interview is one that can weigh heavily on the mind of a candidate. Personal experiences, workplace culture and even legal issues play into the decision. It’s complex, to say the least, so let’s do our best to unpack it.

First, let’s reiterate what Autism Spectrum Disorder (ASD) is and isn’t. ASD is characterized by differences in social communication and interaction, repetitive behaviors, and restrictive interests. ASD is not a mental illness. ASD is just a different operating system, a different way of thinking. While sometimes these behaviors can pose challenges in certain work environments, they can also be a source of strength in the workplace as autistic individuals often have a lazer focus on details, great pattern recognition and innovative ways of thinking.

It is easy to see why autistic individuals might struggle with disclosing their diagnosis. Just think about the pool of candidates that are out there for a position. How do you know if the HR department, the recruiter, or the hiring manager are biased? Could the stigmatization of just being on the spectrum and being open about it lead to your resume getting sidelined?

One of the biggest reasons autistic people do not disclose is potential discrimination. The Americans with Disabilities Act (ADA) provides legal protections for individuals with autism spectrum disorder (ASD) in the workplace. The ADA is a comprehensive civil rights law that prohibits discrimination against individuals with disabilities in various areas, including employment.

There is also the issue of privacy. Some individuals simply do not care to share a medical condition or be labeled in any way. And that is their right. Nobody should share private information if they are not comfortable with it. Nobody should fear being labeled by their diagnosis. People want to be known for their skills and the potential they have.

But what if you did disclose? What if you were fortunate enough to be able to interview at a company that embraced neurodiversity, a company that appreciated the out of the box thinkers and encouraged true diversity and inclusion in the workplace? A company like this would allow neurodiverse employees access to accommodations that cater to their needs, such as a quiet workspace, clear communication or the possibility of flexible scheduling. In turn, that company would benefit from the strengths that the neurodiverse employee possessed. In an organization that allows employees to be their authentic selves, we are able to build trust and understanding in our professional relationships.

It is the hope of Autism Insights Foundation that one day there will no longer be a need to worry about whether or not to disclose your autism diagnosis. It is our hope that one day, neurodiversity in the workplace will be common, and the conversations we are having today will help pave the way for that to happen. So please, keep talking, keep listening, and keep helping us make the world a more inclusive place.

Until next time.