question about disclosing at work

Before disclosing, I would really suggest to read the Equality Act carefully and reflect on the reasons you want to disclose and the line you are going to take.

One need to read and understand the meaning of disability - doing  things differently, while achieving the same result.

Note that one still need to be able to do the job, be qualified, have skills and qualities required by the job description. Otherwise they are in their right to dismiss. One need to be able to demonstrate that the disability does not prevent from performing the duties to the same results as others, but may require reasonable adjustments on the how we do it.

There is a fine line on how to articulate the disclosure: what exactly are the daily activities that are impaired, how are they impaired and how it doesn't preclude from doing the job...but how it make us doing it differently, hence the need for reasonable adjustments. It is always a good idea to do some prior research to have examples of possible reasonable adjustments, to know what you want. 

Disclosing is always risky as many already explained.

I was at a stage once when I really wanted to disclose it even during application, to say this is who I am. A recruitment consultant dismissed the idea in horror and ridicule, saying it is not relevant, employers don't need to know that. They need to know that you are 'talent' and you are good at your job. This upset and disheartened me a lot. I felt invalidated and disempowered. But this is a glimpse of sad reality. There are a lot of people out there who do not fully embrace neurodiversity. 

There were incidences where people disclosed and were dismissed for not disclosing earlier during application. This went to tribunal and I think was deemed to be discrimination. But it could happen.

It makes sense to disclose if one need reasonable adjustments and if the dx explains some of the issues the employer has already noticed.

It makes less sense do disclose just because... But then again, it is part of our identity, so unless we start pushing it right in the face of employers so to speak, there will continue to be the attitude that it is something to hide.

It's your decision, but you want it to be informed and carefully thought through:)

I second the thank you from qwerty.  This is really good advice.  

Qwerty I disclosed to my employer and things got a lot worse for me.  I don't want to put you off, and obviously I have no idea who your employer is or what they are like.  A good line manager really does make so much difference.  I was told before disclosing there were no concerns with my work, but since disclosing they've pretty much done all they can to make it as difficult for me as possible so they can turn round and say I'm not capable of doing my job.  I think i'm facing dismissal very soon.  I've not had any adjustments made, and the ones I've asked for that are standard adjustments for people with autism have all been rejected, but they continue to stick together and say they've offered me support.  I would disclose it again in future however, and hope my next employer is more reasonable and understanding.  

I second the thank you from qwerty.  This is really good advice.  

Qwerty I disclosed to my employer and things got a lot worse for me.  I don't want to put you off, and obviously I have no idea who your employer is or what they are like.  A good line manager really does make so much difference.  I was told before disclosing there were no concerns with my work, but since disclosing they've pretty much done all they can to make it as difficult for me as possible so they can turn round and say I'm not capable of doing my job.  I think i'm facing dismissal very soon.  I've not had any adjustments made, and the ones I've asked for that are standard adjustments for people with autism have all been rejected, but they continue to stick together and say they've offered me support.  I would disclose it again in future however, and hope my next employer is more reasonable and understanding.  

Yeah, that makes sense.

Yes, agreed! 

That's why they say not to disclose at recruitment stage unless autistic traits are an explicitly stated requirement. You can't win.

Really sorry to hear that you are having a difficult time with recruitment.

I sometimes wonder how can one tell whether it is discrimination or whether one is not skilled enough? It's possible that a company "decides" to not hire someone because they know about their diagnosis, but they may tell the interviewee that it's because of some other reason (like someone else was more suitable). We can't really know for sure, since we don't have access to how other people performed in the interview. 

I guess disclosing can act as a filter for finding good employers. Someone who is willing to hire you despite  a diagnosis shows that they might be more accepting and inclusive. It might be harder to find these people, but hopefully, after you've found one, things will be a bit easier onwards. 

This is something I’ve definitely learned throughout all of this.  They come across nice and helpful...but the reality is very different.  

I was told after disclosing that my recruitment was a disappointment.  It’s been a very difficult few months.  Knowing I’m not welcome there at all, but I have to work somewhere. 

NAS50557 said:

I was told before disclosing there were no concerns with my work, but since disclosing they've pretty much done all they can to make it as difficult for me as possible so they can turn round and say I'm not capable of doing my job.

Often it reflects the prejudices of the senior manager. If they believe autistic people are undeserving of that job they  may take a view that you were a hiring/selection mistake. The disclosure tells them where to look for signs of your weaknesses. There is also the attitude of co-workers that shows in undermining and bullying you. It depends on the workplace and the job.

NAS50557 said:

I've not found HR helpful at all, they've told me support has been give, but have no actual details of this when I ask.

The function of HR is not to assist employees.  They are there for the employer.  The same goes for Occupational Health.

That is why you need all the help you can get from other sources. 

Thanks for your reply. I find what you are saying very relatable. I've been through similar situations. I really hope that Access to Work will change things for the better for you! Yes, I'm considering disclosing because I've struggled with work and I hope there will be some more understanding, but I worry things will go the other way. I guess it really depends a lot on the people to whom you are disclosing. 

 thanks.  Yeah I agree about the people that are monitoring adjustments being the ones that administer them!  That's a good way of wording it.  I've not found HR helpful at all, they've told me support has been give, but have no actual details of this when I ask.  I've got Access to Work involved, so things may change, but I'm not convinced.  Things have escalated so bad.  But in my previous roles I've got on very well with some of my line managers and work has been positive and enjoyable.  I'd say the fact that you're considering disclosing it maybe suggests you would like to and that you may personally benefit from doing so?  Hopefully you have a better employer!  And if you've been there a long time circumstances are different to mine and you should get a more supportive response.  Let us know what you decide and how it goes.

Hi NAS50557, thanks for your reply and sharing your story. I'm really sorry to hear how things have turned out for you. From all the (really helpful) posts by many people here, it seems that it can go both ways. I guess that's the scary part for me! I feel that it's really bad that the people who are monitoring how adjustments are offered are exactly the same people who administer them, so they can say that they are doing everything they can to help you when they in fact have not. I wish you all the best. Maybe you can find a better employer than your current one.