Disclosing Your Autism in The Workplace
According to the Department of Labor, people with Autism Spectrum Disorder (ASD) and other disabilities experience significant challenges to getting employment opportunities at any job that would match their interests or talents. They experience unemployment and underemployment, (DOL) according to the research literature, which makes the decision to disclose their diagnosis in the workplace a complicated one.
When in doubt about workplace disclosure, discuss this decision with someone you know well and trust - a family member, friend, therapist or support person, identify the challenges that specifically impact your job performance. Disclosure can benefit individuals who are currently employed as well as those who want to be. If your challenges are very noticeable or hard to manage during the workday, disclosing your autism in general can be much more effective than simply hoping that your difficulties will go unnoticed.
According to the The Center for Autism Research, many new employees on the spectrum fear being judged or potentially excluded because the accommodations they need are often related to the “soft skills” on a job site, and are not always easy to see or understand. There are lots of different pros and cons to disclosure that they will have to weigh, but ultimately, the decision of whether to disclose a diagnosis is entirely up to them.
According to Barbara Bissonnete, a certified coach and the Principal of Forward Motion Coaching, the best approach is to develop a personalized plan based on the many factors that affect their employment outcomes. These factors include job skills, primary challenges, employment history and career and this list might be best put together with your support person. If an employee or prospective worker feels that they are 100% capable of doing the work without any accommodations for their needs, there may not be any reason to disclose. An accommodation is a modification or adjustment that allows an individual with special needs to better perform in the interview process or to carry out the functions of their job.
The Job Accommodation Network recommends that a good time to disclose your autism might be when you need to ask for reasonable accommodation. This can be when you know that there is something in the workplace that is preventing you from completing a job or performing a job well because of your autism.
The Americans with Disabilities Act (ADA) prohibits employers from discriminating against individuals with disabilities, therefore disclosing also compels an employer to make reasonable accommodations for qualified employees. Examples of reasonable accommodations include providing written instructions, allowing the use of headphones to block office noise, a modified training program, or flexible scheduling. Sometimes accommodation requests can be made without disclosing the name of the disability. Developing a repertoire of explanatory statements may be enough to “neutralize” unexpected behaviors and smooth over misunderstandings. Be sure that you disclose to the human resources department in addition to disclosing to your supervisor so that your disability is “on the record.”
According to the Forward Motion Coaching website, if you decide to disclose, prepare a strategy in advance. Simply saying something like, “I have ASD and can’t multitask” is a poor approach because it puts the burden on your employer to find a solution. If you are proactive in suggesting reasonable accommodations, there is a greater likelihood that they will be implemented. Companies that have human resources managers who have educated themselves about the capabilities and potential of people with ASD can help prospective employees and workers feel comfortable about disclosing their needs. If your workplace has a Human Resources (HR) Department, that is a good place to start.
It is important for you to know that you have a right to keep information about your autism private. It is not necessary to tell your co-workers and colleagues about your autism or your need for accommodations. Your employer is required by law to keep your autism and other medical information confidential.
Remember, this is your decision!
We hope this information was helpful in giving you more clarity in what to do as you approach your next job opportunity. If you have any more questions visit our website for more resources.