CV

I would not mention Asperger's on a CV.

I have an introductory document which is sent to the organisation upon being asked for an interview. The basic text of the document is shown below.

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I live with the condition of Asperger's syndrome which is a lifelong disability and mostly a 'hidden disability', that is, you cannot tell someone has the condition from their outward appearance.

I, like other people with Asperger's syndrome, can make a valuable contribution to an organisation with the qualities we bring to a job, for example:

• reliability;

• conscientiousness and persistence;

• accuracy;

• close attention to detail and an ability to identify errors;

• an ability to concentrate, without distraction, on a task for lengthy periods;

• technical ability such as excellent IT skills;

• detailed factual knowledge;

• a high level of motivation.

Asperger's syndrome is a high-functioning autistic condition which affects the way a person sees the world, processes information, and interacts with other people; this means they:

• usually have social communication difficulties, for example difficulty with 'reading' non-verbal communication;

• are likely to be anxious in unfamiliar situations;

• may dislike physical contact.

The key is to treat each person as an individual and avoid assumptions about their likely performance because they have Asperger's syndrome. For example I:

• worked for XXXX for over XXXX years;

• am capable of forming strong working relationships (more than XXXX years after leaving XXXX, I am still in contact with a number of ex-colleagues);

• have received acknowledgement from all my managers of my ability to train and help develop team members.

Owing to the difficulties people with Asperger's syndrome face in communicating, I am unlikely to put myself forward well in an interview. Some of the problems I may face are:

• finding it hard to think in abstract ways or considering 'what if?' scenarios;

• being more comfortable with facts than hypotheses;

• difficulty in judging how much information to give, especially if questions are 'open';

• demonstrating enthusiasm for the role;

• a general difficulty in 'selling' myself to potential employers.

In order to prevent me being discriminated against within an interview because of my disability, I would like you to consider the following reasonable adjustments please:

• a work trial (a two-way placement evaluation) or a practical test relating to the role instead of an interview;

• an informal visit prior to the interview;

• notification of the questions or selection criteria prior to the interview;

• within an interview, please consider the following:

  • providing more time for the interview;

  • being aware I may interpret language literally, for example asking 'How did you find your last job?' may result in an answer like 'I found it in the paper and sent off for an application form';

  • the asking of 'closed', rather than 'open', questions, for example instead of 'Tell me about yourself', try 'Tell me about your last job and what it involved';

  • the avoidance of hypothetical or abstract questions, for example instead of 'How would you cope with lots of interruptions?', try 'In your last job how did you cope when people interrupted you?';

  • the asking of questions based on my experience;

  • letting me know if I am providing too much detail.

I would not mention Asperger's on a CV.

I have an introductory document which is sent to the organisation upon being asked for an interview. The basic text of the document is shown below.

---------

I live with the condition of Asperger's syndrome which is a lifelong disability and mostly a 'hidden disability', that is, you cannot tell someone has the condition from their outward appearance.

I, like other people with Asperger's syndrome, can make a valuable contribution to an organisation with the qualities we bring to a job, for example:

• reliability;

• conscientiousness and persistence;

• accuracy;

• close attention to detail and an ability to identify errors;

• an ability to concentrate, without distraction, on a task for lengthy periods;

• technical ability such as excellent IT skills;

• detailed factual knowledge;

• a high level of motivation.

Asperger's syndrome is a high-functioning autistic condition which affects the way a person sees the world, processes information, and interacts with other people; this means they:

• usually have social communication difficulties, for example difficulty with 'reading' non-verbal communication;

• are likely to be anxious in unfamiliar situations;

• may dislike physical contact.

The key is to treat each person as an individual and avoid assumptions about their likely performance because they have Asperger's syndrome. For example I:

• worked for XXXX for over XXXX years;

• am capable of forming strong working relationships (more than XXXX years after leaving XXXX, I am still in contact with a number of ex-colleagues);

• have received acknowledgement from all my managers of my ability to train and help develop team members.

Owing to the difficulties people with Asperger's syndrome face in communicating, I am unlikely to put myself forward well in an interview. Some of the problems I may face are:

• finding it hard to think in abstract ways or considering 'what if?' scenarios;

• being more comfortable with facts than hypotheses;

• difficulty in judging how much information to give, especially if questions are 'open';

• demonstrating enthusiasm for the role;

• a general difficulty in 'selling' myself to potential employers.

In order to prevent me being discriminated against within an interview because of my disability, I would like you to consider the following reasonable adjustments please:

• a work trial (a two-way placement evaluation) or a practical test relating to the role instead of an interview;

• an informal visit prior to the interview;

• notification of the questions or selection criteria prior to the interview;

• within an interview, please consider the following:

  • providing more time for the interview;

  • being aware I may interpret language literally, for example asking 'How did you find your last job?' may result in an answer like 'I found it in the paper and sent off for an application form';

  • the asking of 'closed', rather than 'open', questions, for example instead of 'Tell me about yourself', try 'Tell me about your last job and what it involved';

  • the avoidance of hypothetical or abstract questions, for example instead of 'How would you cope with lots of interruptions?', try 'In your last job how did you cope when people interrupted you?';

  • the asking of questions based on my experience;

  • letting me know if I am providing too much detail.