Pre Interview employer fact sheets and guidance.

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The NAS prospects service has some fact sheets that they can give to potential employers, usually before interviews. I read them and decided while there are generally quite informative and good, it might be a bit misleading/contradictory to give them that information because of my other co-morbids. My job counsellor said she could just write them a short letter with issues that may affect me.

I'm still not sure whether it would be a good idea whether to supply this before the interview or after. My job counsellor said that is better to inform employers early on because it enables them to get their house in order. On the other hand I'm not sure if it will put pressure on them to give me preferential treatment. If I tell after an employer has decided to take me on then they might assume I've been dishonest in the first instance.

I put Asperger's on the application form however apparently that section gets separated off in largish organization with disabilities policies and the interviewers don't get to see this.

I'm leaning towards doing it because I figure that is better than not doing it given I already know that passing an interview that then turns out to be an unsuitable environment is a lot worse than not passing one.

Well I've given her the go ahead. I guess the lack of response helped me make my mind up

I'm in favor of the short letter from your job counselor, before the interview. I guess that's what you did?

I'm curious to know where on the job application you listed Asperger's. In America, a company could get in trouble if they appear to be discriminating, and they're required by law to provide reasonable accomodations to people with disabilities (AS is usually considered a disability in the workplace).

Actually my job counsellor asked if she could call instead, as they would be able to ask questions. I gave the go ahead. Well my counsellor said the HR was aware of my condition from my application and had some understanding of AS. Then my counsellor asked about the panel (which I told her not to do ) . It looks like they will each be asking questions but specifically in the areas they specialize in and the panel was a requirement. Then the HR talked about the office and I would be able to see for myself when I was there. Then the HR asked for ASD fact sheets. That is generic info that doesn't much apply to me, so I'm not sure how helpful it is because I don't want to give a misleading impression. Anyway I'm not going to shake the boat. I think it was a better idea than not doing it. At least it would be good to see what happens.

The section was at the end under HEALTH. "Subject to legal requirement to ensure that our staff are physically and mental fit for their specific roles, applicants suffering from a disability will be given the same consideration as other applicants". Then it asks you if you have a disability and to specify.

That's interesting.

Is it common for employers to ask about disabilities on applications? Do you think that it's ever cost you a job?

It is a standard question asked on application forms, but it is generally used by the companies to prove to the government that they are not discriminating (by showing they are interviewing people irrespecive of disability or not), and also to ensure that they stay within the law by having a fair interview (ie any assistance that is required can be provided)

I recently applied for another job and it of course asked if I had a disability (I had to tick no - I am still undiagnosed, so officially I do not have a disability). A few questions later it asked if I consider myself to have a disability (I could reply yes to that, and did). It followed that up by asking that if subject to fulfilling the minimum criteria there is an option to have a guarenteed interview, and would I like that (I declined - as far as I am concerned I would want a job on my merits, and if they are only offering an interview for that reason I would not have a chance at getting the job anyway!)

It actually follows that some companies (especially larger ones) actually see having a disability as an advantage, as long as they are capable at the job, as it improves their diversity/equal opportunities %, which can be used to their advantages. There is also official accreditation available for companies who can prove that they have equal opportunities, which brings with it benefits

In America, many people would feel uncomfortable disclosing a disability if they didn't have to, one, for privacy, and two, for fear of being discriminated against.

I think we have a long way to go toward realizing that people with disabilities frequently have expanded abilities or desirable characteristics in other areas.

As they say, if you want to know the easiest way to get somewhere, ask a guy with one leg.