Need Honest opinion on disclosure of ASD
Discussion
Hi
I had a quick question regarding autism disclosure.
How is this seen typically by employers ? As I am debating with myself whether to disclose it or not ? I did not disclose it during recruitment mostly because it is another thing for an employer to think about and it could possibly rightly or wrongly be used to disqualify an applicant. Then I read somewhere on the internet that you should not disclose in recruitment.
Prior to starting I am unsure whether to disclose or not. I don’t think I have any adjustments but am just generally unsure how it is perceived or if ASD had any negative connotations around it. Lots of companies have EDI policies but I am just unsure how they work in practice between the hypothetical ideal and what works and happens in practice. The only reason I would disclose is just to be straight up about it. The reason for not to disclose would be I do not think I need any adjustments and to avoid any negative possible unconscious biases around it. I had a chat with the careers advisor regarding this but it has not really made it much clearer except it is an individual decision. I did check some internet forums and asked people with ASD for advice and they said do not disclose and it is always a risk in disclosing.
For what it is worth the company is a big multi-national company with subsidiaries in the automotive industry. It is an OEM.
All honest opinions on this subject would be appreciated.
Thanks
I had a quick question regarding autism disclosure.
How is this seen typically by employers ? As I am debating with myself whether to disclose it or not ? I did not disclose it during recruitment mostly because it is another thing for an employer to think about and it could possibly rightly or wrongly be used to disqualify an applicant. Then I read somewhere on the internet that you should not disclose in recruitment.
Prior to starting I am unsure whether to disclose or not. I don’t think I have any adjustments but am just generally unsure how it is perceived or if ASD had any negative connotations around it. Lots of companies have EDI policies but I am just unsure how they work in practice between the hypothetical ideal and what works and happens in practice. The only reason I would disclose is just to be straight up about it. The reason for not to disclose would be I do not think I need any adjustments and to avoid any negative possible unconscious biases around it. I had a chat with the careers advisor regarding this but it has not really made it much clearer except it is an individual decision. I did check some internet forums and asked people with ASD for advice and they said do not disclose and it is always a risk in disclosing.
For what it is worth the company is a big multi-national company with subsidiaries in the automotive industry. It is an OEM.
All honest opinions on this subject would be appreciated.
Thanks
You will normally be required to disclose any medical conditions at contract stage (i.e, once you've been offered the position).
It is unwise not to disclose at that stage because should something happen that relates directly to your Autism, not only will it be difficult to demonstrate that the company is at fault, you may also be liable for any loss as a result of your failure to disclose and thus the inability of the company to make allowances.
You may also be in breach of your contract by failing to disclose so if this is discovered later on, you may find yourself in a tricky position.
Good luck.
It is unwise not to disclose at that stage because should something happen that relates directly to your Autism, not only will it be difficult to demonstrate that the company is at fault, you may also be liable for any loss as a result of your failure to disclose and thus the inability of the company to make allowances.
You may also be in breach of your contract by failing to disclose so if this is discovered later on, you may find yourself in a tricky position.
Good luck.
StevieBee said:
You will normally be required to disclose any medical conditions at contract stage (i.e, once you've been offered the position).
It is unwise not to disclose at that stage because should something happen that relates directly to your Autism, not only will it be difficult to demonstrate that the company is at fault, you may also be liable for any loss as a result of your failure to disclose and thus the inability of the company to make allowances.
You may also be in breach of your contract by failing to disclose so if this is discovered later on, you may find yourself in a tricky position.
Good luck.
I am not sure what you are saying is correct. Maybe if it was epilepsy etc it would be valid.It is unwise not to disclose at that stage because should something happen that relates directly to your Autism, not only will it be difficult to demonstrate that the company is at fault, you may also be liable for any loss as a result of your failure to disclose and thus the inability of the company to make allowances.
You may also be in breach of your contract by failing to disclose so if this is discovered later on, you may find yourself in a tricky position.
Good luck.
Slowboathome said:
My advice would be to disclose it on the medical form but not before.
As you say, there's no need for them to take this information into account as part of their selection process if you don't want any adjustments made during the interview.
Thanks yeah been given a medical form and was unsure whether to disclose. I had a range of mixed opinions.As you say, there's no need for them to take this information into account as part of their selection process if you don't want any adjustments made during the interview.
161BMW said:
StevieBee said:
You will normally be required to disclose any medical conditions at contract stage (i.e, once you've been offered the position).
It is unwise not to disclose at that stage because should something happen that relates directly to your Autism, not only will it be difficult to demonstrate that the company is at fault, you may also be liable for any loss as a result of your failure to disclose and thus the inability of the company to make allowances.
You may also be in breach of your contract by failing to disclose so if this is discovered later on, you may find yourself in a tricky position.
Good luck.
I am not sure what you are saying is correct. Maybe if it was epilepsy etc it would be valid.It is unwise not to disclose at that stage because should something happen that relates directly to your Autism, not only will it be difficult to demonstrate that the company is at fault, you may also be liable for any loss as a result of your failure to disclose and thus the inability of the company to make allowances.
You may also be in breach of your contract by failing to disclose so if this is discovered later on, you may find yourself in a tricky position.
Good luck.
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
StevieBee said:
161BMW said:
StevieBee said:
You will normally be required to disclose any medical conditions at contract stage (i.e, once you've been offered the position).
It is unwise not to disclose at that stage because should something happen that relates directly to your Autism, not only will it be difficult to demonstrate that the company is at fault, you may also be liable for any loss as a result of your failure to disclose and thus the inability of the company to make allowances.
You may also be in breach of your contract by failing to disclose so if this is discovered later on, you may find yourself in a tricky position.
Good luck.
I am not sure what you are saying is correct. Maybe if it was epilepsy etc it would be valid.It is unwise not to disclose at that stage because should something happen that relates directly to your Autism, not only will it be difficult to demonstrate that the company is at fault, you may also be liable for any loss as a result of your failure to disclose and thus the inability of the company to make allowances.
You may also be in breach of your contract by failing to disclose so if this is discovered later on, you may find yourself in a tricky position.
Good luck.
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
StevieBee said:
It is correct (I am an employer!) but it depends on the nature of the question that's being asked which is related to the work that will be done.
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
if the condition was epilepsy or narcolepsy and the role was "Pilot" or neurosurgeon" then I can see your point but I can't see how ASD would place the Employee, Employer, Colleagues or customers at any risk?
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
if the condition was epilepsy or narcolepsy and the role was "Pilot" or neurosurgeon" then I can see your point but I can't see how ASD would place the Employee, Employer, Colleagues or customers at any risk?
Countdown said:
StevieBee said:
It is correct (I am an employer!) but it depends on the nature of the question that's being asked which is related to the work that will be done.
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
if the condition was epilepsy or narcolepsy and the role was "Pilot" or neurosurgeon" then I can see your point but I can't see how ASD would place the Employee, Employer, Colleagues or customers at any risk?But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
Autism is not a singular condition and that which may cause an issue is likely to be visible and self selecting anyway on the part of the employee. But there is some.
Imagine a scenario whereby someone with mild Autism has an episode which impacts a customer who subsequently sues the company or withdraws their business. As a consequence, the company may discipline or even fire the person. They may in turn claim unfair dismissal on account of their Autism but the company would then claim that this was not disclosed to them so they had no opportunity to mitigate the risk.
If a company requests information about the employee' health they have deemed this necessary as part of the person's employment. If the employee withholds information they are essentially lying which will not play well for them should something happen that requires reference to the Employment Contract.
StevieBee said:
Countdown said:
StevieBee said:
It is correct (I am an employer!) but it depends on the nature of the question that's being asked which is related to the work that will be done.
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
if the condition was epilepsy or narcolepsy and the role was "Pilot" or neurosurgeon" then I can see your point but I can't see how ASD would place the Employee, Employer, Colleagues or customers at any risk?But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
Autism is not a singular condition and that which may cause an issue is likely to be visible and self selecting anyway on the part of the employee. But there is some.
Imagine a scenario whereby someone with mild Autism has an episode which impacts a customer who subsequently sues the company or withdraws their business. As a consequence, the company may discipline or even fire the person. They may in turn claim unfair dismissal on account of their Autism but the company would then claim that this was not disclosed to them so they had no opportunity to mitigate the risk.
If a company requests information about the employee' health they have deemed this necessary as part of the person's employment. If the employee withholds information they are essentially lying which will not play well for them should something happen that requires reference to the Employment Contract.
Edited by 161BMW on Wednesday 28th June 10:33
161BMW said:
StevieBee said:
Countdown said:
StevieBee said:
It is correct (I am an employer!) but it depends on the nature of the question that's being asked which is related to the work that will be done.
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
if the condition was epilepsy or narcolepsy and the role was "Pilot" or neurosurgeon" then I can see your point but I can't see how ASD would place the Employee, Employer, Colleagues or customers at any risk?But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
Autism is not a singular condition and that which may cause an issue is likely to be visible and self selecting anyway on the part of the employee. But there is some.
Imagine a scenario whereby someone with mild Autism has an episode which impacts a customer who subsequently sues the company or withdraws their business. As a consequence, the company may discipline or even fire the person. They may in turn claim unfair dismissal on account of their Autism but the company would then claim that this was not disclosed to them so they had no opportunity to mitigate the risk.
If a company requests information about the employee' health they have deemed this necessary as part of the person's employment. If the employee withholds information they are essentially lying which will not play well for them should something happen that requires reference to the Employment Contract.
Edited by 161BMW on Wednesday 28th June 10:33
I am diagnosed with moderate ASD.
It is worth disclosing because it allows them to make adaptions and support for you. Most big companies are huge on this as it ticks the right boxes and huge, positive PR. Declaring it really really is the best option. It will get you amazing levels of support and help and training. It is also a really important declaration for CYA.
Without giving too much away it can help you get good working accommodation for your condition. An example... I sometimes have to walk away from a meeting because I am getting overloaded, and its fine. Nothing bad is said or thought. Some of my teammates have verbal ticks, we know, no one is worried.
The group I work for, we are all neuro diverse (ADHD, Aspergers, Autism and normies
) but we produce amazing results because we all bring our own stuff to the table and complement each other.
It is worth disclosing because it allows them to make adaptions and support for you. Most big companies are huge on this as it ticks the right boxes and huge, positive PR. Declaring it really really is the best option. It will get you amazing levels of support and help and training. It is also a really important declaration for CYA.
Without giving too much away it can help you get good working accommodation for your condition. An example... I sometimes have to walk away from a meeting because I am getting overloaded, and its fine. Nothing bad is said or thought. Some of my teammates have verbal ticks, we know, no one is worried.
The group I work for, we are all neuro diverse (ADHD, Aspergers, Autism and normies
) but we produce amazing results because we all bring our own stuff to the table and complement each other. CoffeeGuy said:
I am diagnosed with moderate ASD.
It is worth disclosing because it allows them to make adaptions and support for you. Most big companies are huge on this as it ticks the right boxes and huge, positive PR. Declaring it really really is the best option. It will get you amazing levels of support and help and training. It is also a really important declaration for CYA.
Without giving too much away it can help you get good working accommodation for your condition. An example... I sometimes have to walk away from a meeting because I am getting overloaded, and its fine. Nothing bad is said or thought. Some of my teammates have verbal ticks, we know, no one is worried.
The group I work for, we are all neuro diverse (ADHD, Aspergers, Autism and normies ) but we produce amazing results because we all bring our own stuff to the table and complement each other.
Thanks. Is your industry automotive ? I am not aware that i have any support needs but just was unsure of disclosing mostly due to if there were any negative prejedices regarding it.It is worth disclosing because it allows them to make adaptions and support for you. Most big companies are huge on this as it ticks the right boxes and huge, positive PR. Declaring it really really is the best option. It will get you amazing levels of support and help and training. It is also a really important declaration for CYA.
Without giving too much away it can help you get good working accommodation for your condition. An example... I sometimes have to walk away from a meeting because I am getting overloaded, and its fine. Nothing bad is said or thought. Some of my teammates have verbal ticks, we know, no one is worried.
The group I work for, we are all neuro diverse (ADHD, Aspergers, Autism and normies
) but we produce amazing results because we all bring our own stuff to the table and complement each other. Edited by 161BMW on Thursday 29th June 06:07
mk2driver said:
I lead a large scale team in automotive and would encourage you to inform the employer
I have people in my team who are autistic and do not ask for adjustments but it’s really great to know who they are as it helps us understand them better and support their career development.
Thanks appreciate it. Disclosed it this morning and submitted questionnaire. Mentioned that as far as i am aware i have no reasonable adjustments. I am a bit hard of hearing though which isnt immediately obvious. All been disclosed so will see what they say. Hopefully will be ok.I have people in my team who are autistic and do not ask for adjustments but it’s really great to know who they are as it helps us understand them better and support their career development.
StevieBee said:
It is correct (I am an employer!) but it depends on the nature of the question that's being asked which is related to the work that will be done.
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
It’s not correct.But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
For a start, Neurodivergences aren’t strictly ‘medical conditions’.
Secondly, if someone is so neurodiverse that it constitutes a disability, the employer has a duty to make accommodations for them even if they haven’t declared anything, should the employer have reasonably been able to know there was a disability (eg from observing behaviour).
Edited by GiantCardboardPlato on Thursday 29th June 06:42
GiantCardboardPlato said:
StevieBee said:
It is correct (I am an employer!) but it depends on the nature of the question that's being asked which is related to the work that will be done.
But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
It’s not correct.But the key thing to remember is that if there was the opportunity to disclose any medical condition but the employee chose not to and then something happened later on where that condition was central to the issue, the company cannot be held liable and the employee may be held liable.
Where it is implicitly stated that an employee must disclose all medical conditions but withholds that information, that places the employee in breach of contract.
For a start, Neurodivergences aren’t strictly ‘medical conditions’.
Secondly, if someone is so neurodiverse that it constitutes a disability, the employer has a duty to make accommodations for them even if they haven’t declared anything, should the employer have reasonably been able to know there was a disability (eg from observing behaviour).
Edited by GiantCardboardPlato on Thursday 29th June 06:42
Neurodivergences fall under the broader terms of 'Health' which is usually the terminology that's used.
And your last point argues against your first in that it demonstrates the purpose and benefit of asking for both employee and employer:
GiantCardboardPlato said:
"should the employer have reasonably been able to know there was a disability (eg from observing behaviour)"
Not all Neurodivergence is observable but can still manifest itself and without prior knowledge of a person's condition, there is no way in which a company can be expected to make accommodations in advance and thus, nor can they be held liable for any damage that results.
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