Published on 12, July, 2020
I'm 36, so slightly late in life to be getting a diagnosis. Referred by the Mental Health team as they believed a Specialist ASD team would help with my Anxiety and Depression more than they could as I didn't respond to counselling/CBT is the normal way. My GP response to the referral was 'Oh I thought you had already been diagnosed' so it wasn't a surprise when the assessment team took less than 1/2 the 90 minute initial assessment to confirm the diagnosis.
That was 5 weeks ago, yet it took me until yesterday to be able to say it out loud for the 1st time and told my partner of 14 years. Although I expected the diagnosis it has left me feeling even worse as I feel it just confirms any negativity I thought about myself.
I am still awaiting my post-assessment follow up, but I was wondering what can I expect, where can I go for support.
In Addition, my company moved due to the Covid regulations and originally redundant I am now on a 6 month contract until the end of March to help the relocation, but soon will be looking for a new job.
I am no good at interviews as I struggle to connect with the interviewer and feel that I have no chance competing for a Job at the level I am currently at (I progressed within my current company). Should I disclose my ASD diagnosis to potential employers? I feel that if I do, they would not think me capable of holding a management level job. Any advice would be grateful.
Personally, I wouldn't tick any disability boxes on any forms - they are not allowed to ask that. I also wouldn't mention it in any application forms or CVs - it immediately qualifies you for the bin.
I'd always go on how you feel at the interview - it's a mutual 'scoping out' of who you are and the reality of the job compared to the advert. It's basically both of you converting each other's written words into feelings - whether they want you or if you want the job.
Think of an interview as a performance - rehearse predictable questions so you sound confident. I can easily pass interviews with my huge, friendly personality - it gives me the time and space to decide if I really want the job or not - keep the ball in your own court for as long as possible.
If they really want you, you could mention it in passing at a second or third interview - sort of like " and my Asperger's makes me a stickler for details and compliance" or whatever positives would fit the position your going for. By then, they would have already got a good feeling for you - or not.
But there are laws against just throwing someone's CV in the bin if they see a disability...I know I've heard an employment specialist say "businesses don't care, the only thing they care about is how much it's going to cost them".....but still, surely that would be lying if it has to be completed?
And all those 'unsuitable' candidates just happen to be disabled? They never noticed that.
Business is about risk - 'normal' people are predictable - so low risk.
Special people are a potential risk and hidden / unlimited costs and a paperwork hassle.
The only place I'd ever pre-admit to a disability is for a union or council or public sector job where they don't care about profit - and they also like to pretend they are disabled-friendly. They love to have a few token ones around so the management can feel good and boxes can be ticked. Usually someone acceptable in a wheelchair up-front on reception on minimum wage..
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Spend some time breaking it all down - if you're looking after people, there's all the mentoring, development, team building, strategy, appraisals, dispute resolution, procedures, health & safety, training, managing leave, implementing company policies - even curating large mammals!