Disclose or not disclose?
I have been applying for jobs recently. I have been trying to decide whether or not to disclose that I have Asperger's. In an ideal world it might mean that I am not disadvantaged when it comes to interviews, but in reality it might give them just one more reason to say no. I am leaning towards not disclosing, but I wrote the folllwing when I was considering it. It might be helpful to someone.
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Although Asperger’s Syndrome is classed as a disability, it is more accurate to think of it as a difference in the way the brain is wired, a difference which can be allowed for once understood. People with Asperger’s often have abilities and exceptional skills that neurotypical people do not have and a wise employer can take advantage of those abilities.
It is commonly thought that because people with Asperger’s typically experience problems with communication, social interaction and changes in routine, they are unlikely to do well in jobs which require these skills. However, while many people with an ASD don’t feel comfortable in environments where there are unexpected changes, or in jobs which involve a lot of face-to-face with customers, there are others who thrive in these roles, including some in senior positions.
Certainly for me personally, whilst I do enjoy my routine at home, in a work environment I can handle change because I understand it comes as part of the job and I can mentally adjust my expectations. In fact because I have an excellent vision and a way of foreseeing how a project might go, I can anticipate many possible changes so it doesn’t come as a surprise.
The successful employment of a person with Asperger’s, as with any member of staff, relies on focusing on an individual’s strengths, abilities and skills. The key is to treat each person as an individual and avoid assumptions about their likely performance because they have Asperger’s.
It is a well-known fact that California’s ‘Silicon Valley’ is stuffed with ‘Happy Aspies’. Personally I think it’s the next stage in human evolution. Like with any twist of evolution the dead-ends will die out and those individuals with evolutionary advantageous skills will succeed.
Benefits of employing a person with Asperger’s Syndrome:
often highly intelligent
very logical mind
extremely focused
can easily learn considerable skills in specific areas.
a methodical approach
strong research skills
excellent record-keeping
does not waste time socialising unnecessarily
ability to concentrate without distraction on one particular task for lengthy periods
reliability
accuracy (often 100%)
close attention to detail and an ability to identify errors
technical ability (many have excellent IT skills and qualifications)
detailed factual knowledge (often encyclopaedic)
excellent memory
conscientiousness and persistence
Allowances an employer might need to make for me specifically:
Autism is called a ‘spectrum’ condition meaning that it can range from mild eccentricity to severe disability. In my case I have very few difficulties with work life; I find that my problem lies in getting past the initial interview.
I do not perform at my best in an interview. Nerves, sensory issues and meeting someone new in an unfamiliar place all present a challenge. I tend to over-answer, giving too much detail, and I am not good at selling myself.
Once in employment, I would need very few allowances made for me. I am a visual learner so any training should be accompanied by printed notes, and written instructions given rather than verbal ones – or time allowed to write them down if given verbally.
Aside from this my Asperger’s does not present a problem in my day to day working life, it just affects how I may initially come across. Lack of interest in small talk and awkwardness with the purely social aspects of work life, particularly initiating social conversations with strangers, can come across as unfriendliness. However, in a purely professional situation my communication skills are fine.
