Adult revealing autism at interviews?

Hi, Welcome!! This is quite a difficult. It really depends on who is interviewing you... Many people have a very poor understanding of autism- they may have a very stereotyped view or just not really know what it means etc. I know they shouldn't and aren't allowed to discriminate because you disclose but if they do, it would be very difficult to prove later that your disclosure is the reason they didn't pick you. So it is a risk. How much do you want the job? On the other hand, do you want to work for someone that discriminates against you because of your disclosure? I think it really depends on the job, but I think unless you want adjustments for the interview (though even there you don't necessarily have to specify the reason- you could just say 'sensitive to light' if that was an issue), it may be safer  to wait until you have an offer- that way they will already know you a little. If you then wanted to test their reaction, you could tell them once you have an offer and you could then also talk about possible adjustments- if they then react badly you can still pull out. Or you could wait until you start the job and they know you a bit better.... sometimes it is also useful to already slowly prepare them... for example, telling your manager "I do best with direct/clear instructions" or "I find spontaneous/unpredictable changes of plans difficult, can you try to give me plenty of notice etc?" or "oh don't worry if I have that expression on my face- it doesn't mean I am upset or unhappy, it's just my usual neutral, ok face'. This can help make interactions easier and can also make it easier for them to understand when you do disclose. Some people are also genuinely ignorant and just have no idea what being autistic means- if they just heard 'autism' at interview they might feel unsure, but if they already know you, that might make it easier for them to realise that autism=stereotype that they may have. 

I have been thinking about this a lot too... for my current job I was only in process of being diagnosed during interviews and when I accepted the offer... When I got the official diagnosis I told my manager and I got the "everyone is a little autistic" response. He didn't really know what to do with that information, but it wasn't unkind. I didn't ask for adjustments because I just wasn't really sure at time what I might need... 

I have recently been applying for PhDs and for some of those, there was a question about disability/learning difficulty on the application form... I read how they used that info and for one of them they said, the interviewers or people assessing the application will not be told, and the information will only be used in the selection if 2 candidates are rated equally- then they might pick to increase diversity. However on another application, I was going to put that I was autistic but then you could only put it as a disability and their definition of disability sounded so bad, I hesitated and changed it at the last moment- this was a different situation though. I already knew the supervisors and essentially already had the PhD place, but it just needed to go through the official channel... I actually have accepted that position now (though it's not clear yet if it will happen for reasons out of my control), and I am still debating, if and when I should tell them.... It's difficult- I don't want them to think I hid it from them. I also don't want them to feel like I am using it as an 'excuse' and since they already picked me the way I am, I am worried that might change how they see me... but it might still be good for them to know as I do face quite a few challenges and it might be better if we work together and if they know now rather than when issues arise. 

A friend of mine who has severe issues with eyesight- told me that her approach is usually this: She doesn't give details before interview, only states that she is sensitive to lights so that they can make that adjustment for the interview. They are legally not allowed to ask you about a disability/health condition during a job interview. Then once she has an offer (even if it is just verbal) she tells them and judges their reaction- if they hesitate or even try to pull back the offer, then she says that she doesn't want to work for those people anyways... if the reaction is positive then that's good. It's quite a bold take but she has had more experience with it. 

Not sure if any of this helps.... Whatever you decide, I wish you all the best for the interview!!! 

Hi, Welcome!! This is quite a difficult. It really depends on who is interviewing you... Many people have a very poor understanding of autism- they may have a very stereotyped view or just not really know what it means etc. I know they shouldn't and aren't allowed to discriminate because you disclose but if they do, it would be very difficult to prove later that your disclosure is the reason they didn't pick you. So it is a risk. How much do you want the job? On the other hand, do you want to work for someone that discriminates against you because of your disclosure? I think it really depends on the job, but I think unless you want adjustments for the interview (though even there you don't necessarily have to specify the reason- you could just say 'sensitive to light' if that was an issue), it may be safer  to wait until you have an offer- that way they will already know you a little. If you then wanted to test their reaction, you could tell them once you have an offer and you could then also talk about possible adjustments- if they then react badly you can still pull out. Or you could wait until you start the job and they know you a bit better.... sometimes it is also useful to already slowly prepare them... for example, telling your manager "I do best with direct/clear instructions" or "I find spontaneous/unpredictable changes of plans difficult, can you try to give me plenty of notice etc?" or "oh don't worry if I have that expression on my face- it doesn't mean I am upset or unhappy, it's just my usual neutral, ok face'. This can help make interactions easier and can also make it easier for them to understand when you do disclose. Some people are also genuinely ignorant and just have no idea what being autistic means- if they just heard 'autism' at interview they might feel unsure, but if they already know you, that might make it easier for them to realise that autism=stereotype that they may have. 

I have been thinking about this a lot too... for my current job I was only in process of being diagnosed during interviews and when I accepted the offer... When I got the official diagnosis I told my manager and I got the "everyone is a little autistic" response. He didn't really know what to do with that information, but it wasn't unkind. I didn't ask for adjustments because I just wasn't really sure at time what I might need... 

I have recently been applying for PhDs and for some of those, there was a question about disability/learning difficulty on the application form... I read how they used that info and for one of them they said, the interviewers or people assessing the application will not be told, and the information will only be used in the selection if 2 candidates are rated equally- then they might pick to increase diversity. However on another application, I was going to put that I was autistic but then you could only put it as a disability and their definition of disability sounded so bad, I hesitated and changed it at the last moment- this was a different situation though. I already knew the supervisors and essentially already had the PhD place, but it just needed to go through the official channel... I actually have accepted that position now (though it's not clear yet if it will happen for reasons out of my control), and I am still debating, if and when I should tell them.... It's difficult- I don't want them to think I hid it from them. I also don't want them to feel like I am using it as an 'excuse' and since they already picked me the way I am, I am worried that might change how they see me... but it might still be good for them to know as I do face quite a few challenges and it might be better if we work together and if they know now rather than when issues arise. 

A friend of mine who has severe issues with eyesight- told me that her approach is usually this: She doesn't give details before interview, only states that she is sensitive to lights so that they can make that adjustment for the interview. They are legally not allowed to ask you about a disability/health condition during a job interview. Then once she has an offer (even if it is just verbal) she tells them and judges their reaction- if they hesitate or even try to pull back the offer, then she says that she doesn't want to work for those people anyways... if the reaction is positive then that's good. It's quite a bold take but she has had more experience with it. 

Not sure if any of this helps.... Whatever you decide, I wish you all the best for the interview!!!