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New Employer - best way to disclose ASD diagnosis

AspieJimmy

I posted before regarding a similar issue. I unfortunately got fired from my last job due to some communication difficulties. This employer did not know I had ASD.

I have just landed a new job that's very similar to my old one. I am wondering the best way to disclose my diagnosis to my employer and when to do it. This is so my new employer understands what I don't find easy. I think its safer to be honest about it all than hide it in case I make similar errors in my last job.

Any advice would be very much appreciated.

Parents

  • This is a tricky one which needs to be thought out in the context you are in. There have been quite a few threads that have discussed this, so worth searching back a bit through previous posts.

    My concern is what employers expect. The information available to them is still acting a bit like a deterrant, while I'm sure the intention is to help. NAS has information for employers under the heading "Working with people with autism" - subsection on "employment". It first introduces the Prospects Service for analysing the workplace environment and training staff.

    This might work for someone taking on a placement or people having marked difficulties, but I wonder whether, with people who have work experience, this makes things look harder than it needs to be. There are also guides for employers on autism, Recruitment and Managing Employees with Autism. It is a good idea to read through these and consider whether this foreknowledge is likely to be helpful.

    At the same time there is a need for something you can show an employer that gives good clear advice that won't "spook" the boss, but will help him help an employee on the spectrum. There are useful bits of these leaflets, but also things I worry about. One is the use of the Triad of Impairments to explain the working characteristics of someone with autism - social communication, social interaction and social imagination. The Triad is a diagnostic tool that distinguishes ASD from other conditions like schizophrenia. Consequently it leaves out ever so much crucial information

    It might be worth doing your own abstraction and simplification of what might be useful for your employer to know.

Reply

  • This is a tricky one which needs to be thought out in the context you are in. There have been quite a few threads that have discussed this, so worth searching back a bit through previous posts.

    My concern is what employers expect. The information available to them is still acting a bit like a deterrant, while I'm sure the intention is to help. NAS has information for employers under the heading "Working with people with autism" - subsection on "employment". It first introduces the Prospects Service for analysing the workplace environment and training staff.

    This might work for someone taking on a placement or people having marked difficulties, but I wonder whether, with people who have work experience, this makes things look harder than it needs to be. There are also guides for employers on autism, Recruitment and Managing Employees with Autism. It is a good idea to read through these and consider whether this foreknowledge is likely to be helpful.

    At the same time there is a need for something you can show an employer that gives good clear advice that won't "spook" the boss, but will help him help an employee on the spectrum. There are useful bits of these leaflets, but also things I worry about. One is the use of the Triad of Impairments to explain the working characteristics of someone with autism - social communication, social interaction and social imagination. The Triad is a diagnostic tool that distinguishes ASD from other conditions like schizophrenia. Consequently it leaves out ever so much crucial information

    It might be worth doing your own abstraction and simplification of what might be useful for your employer to know.

Children
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