It’s not a legal requirement, but recruitment experts are revealing their thoughts on when job seekers with autism should talk to employers about it.
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When applying for a job, if the candidate is on the autism spectrum, should he mention this in his cover letter?
Responsible for the organization Psychology consultation,
Stillwell management Advisers
You are under no legal obligation to disclose that you have autism in your cover letter and it is recommended that this be a question more aligned with an open, two-way discussion with a potential employer, once the employer expresses its interest in processing your application at the next stage. If you are concerned that your ability to participate in the recruiting process may be affected by autism, you can also discuss this with the recruiter or hiring manager at an appropriate time so that any adjustments to the process can be considered and facilitated in the process. as far as it is practical. It should be noted that some employers make special arrangements for a work environment that helps employees with autism reach their full potential, and researching the likelihood of a potential employer offering such a benefit would be time well spent.
All hiring decisions should be based on one key factor: do you have the skills and experience to perform the duties required for the position? All job seekers, whether they have autism or not, should ask themselves this question. If your answer is ‘yes’ then our advice is to apply for the job. If you are sure you have the skills and experience required, it is not necessary to mention that you have autism in your cover letter. If you get an interview or a job offer, be transparent about how the employer can best handle you and what support you might need in the workplace. For example, perhaps additional training, scripts and routines or an alternate workstation to help sensory sensitivities could be provided. Trust your strengths and the value you can bring to an organization.
Whether it is to disclose neurodiversity or a disability you live with is a very personal matter, however there is no reason for this to be stated when applying for a job. Stating a characteristic that may affect your interview can be beneficial at this point so that the interviewer can rule out associated nuances in their assessment. Again, this is a personal decision and you are under no obligation to do so. I encourage people without neurodiversity to mention exceptional circumstances such as nerves or a difficult morning at this point for the same reason.
No, applicants shouldn’t feel pressured to mention this in their cover letter. Applicants are not obligated to disclose information about personal conditions or circumstances that are not relevant to the positions they are applying for and should only share if they feel comfortable doing so. However, if you feel comfortable, it can be helpful to disclose this information during the interview stage, as it facilitates important discussions that will indicate whether a business is right for you. As such, it will also be helpful to ask subsequent questions about the workplace culture and relevant support systems.
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