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Reasonable adjustment at a job interview

RachelA

My son is a 20 year old with autism and maybe ADD who has been studying practical woodland management at special colleges under an EHCP and is currently out of paid work and education.it has been very hard finding local companies to give even a day or 2 of unpaid work experience despite his relevant qualifications and experience.
 He just applied for a council apprenticeship that is just the sort of job he wants to do. They state they are a disability friendly employer. I helped him with the application process as it was too complex for him online. He has been invited to interview but it is very challenging for him to go to a strange place to meet 2 unknown interviewers in a closed door office. He has not done this before. He can speak to people better outside ( which the job would entail) or if he has met them briefly before. 

They asked if he needs any adjustment for his disability for interview. So he emailed them asking if he could bring someone into the interview (me) for moral support. Shockingly they sent a blunt email saying no. Whoever he brings must stay in reception ‘for privacy reasons’. I am shocked and now worried that this first interview experience could put him off ever applying for a job again if they do not handle the situation sensitively. 

does anyone have any advice as I thought this was a very minor reasonable adjustment. Ideally he would have asked for a 5 minute Zoom call beforehand too the week before to informally meet the interviewer before going into the room too which would be much more autism friendly but from that first reply could not ask for that either. Cry

Parents

  • That’s really disappointing to hear. When employers describe themselves as disability-friendly, it’s reasonable to expect some flexibility around adjustments like this. First impressions matter, and it’s understandable to question whether this is the right environment if they’re not open to supporting neurodivergent candidates from the outset.

    I’m quite passionate about this subject, as I feel many modern interview processes are poorly suited to a wide range of people and often eliminate talent that simply can’t be recognised through formal, high-pressure questioning.

    I don’t know whether you’ve responded to their email yet, but I would be inclined to say that you’re disappointed with how this has been handled and to ask whether they are willing to reconsider a more supportive approach. I would also ask for clarification on what adjustments they are able to offer to ensure a fair and accessible interview process.

Reply

  • That’s really disappointing to hear. When employers describe themselves as disability-friendly, it’s reasonable to expect some flexibility around adjustments like this. First impressions matter, and it’s understandable to question whether this is the right environment if they’re not open to supporting neurodivergent candidates from the outset.

    I’m quite passionate about this subject, as I feel many modern interview processes are poorly suited to a wide range of people and often eliminate talent that simply can’t be recognised through formal, high-pressure questioning.

    I don’t know whether you’ve responded to their email yet, but I would be inclined to say that you’re disappointed with how this has been handled and to ask whether they are willing to reconsider a more supportive approach. I would also ask for clarification on what adjustments they are able to offer to ensure a fair and accessible interview process.

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