Worried about bringing Asperger's up to an employer

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I find it very daunting to look a stranger in the eyes and say about Asperger's. Especially if the employer is an NT who knows nobody with Autism. Then they don't have a clue. They just turn you into one big stereotype and throw your application away and hand the job to a confident NT, without even giving you a chance. That's how things are in this part of this country. We are right in the middle of a financial meltdown, and so employers are being very careful with who they are paying, so people with any disability don't seem to stand a chance.

Why bring it up during an interview?

I've been advised I only legally need to tell an employer after a job offer, I don't need to bring up at interview. They are obliged to make adjustments. I have an autism employment adviser.
It depends whether you would need adjustment at interview or could get away with it with the right help.

That is true, at least if you live in the USA. They are obligated to hire someone who can do the job with or without "reasonable accommodations" (things that don't require them to spend a huge amount of money, change the way their business works to a huge degree, or spend a lot of time themselves).

It is not necessary that you mention Asperger's specifically if you can get away with talking about the particular difficulties you have. For example: "I get a huge headache if I have to work with people who wear perfume or cologne. Could I be assigned a cubicle mate who won't mind not wearing any?" Or, "I have a really hard time figuring out what people are saying when it's noisy. Could I work in the kitchen instead of at the counter?" Or, "I'm going to keep a pad of paper to write down instructions when I'm given them; otherwise I may forget them or lose track."

When asking for accommodations of that sort, you may not need to invoke the ADA at all. Many employers are quite reasonable at letting you have things that will let you be more effective at doing your job.

Just a couple of points I wanted to add which may or may not be helpful ...

1. From my application experience: The best way to succeed at interviews and secure a position is to Limit the jobs you apply for to jobs that you know you have the skills for, and be picky about what jobs you apply for so you can really focus on your application, interview prep and interview itself. For me the process of applying for a particular job becomes a special interest. As a result, I have been appointed to EVERY job I have ever applied for and been told every time "You were by far the best candidate for the job". It's quite a morale booster to hear that! Personally, I doubt it's the truth - but I'm probably the best prepared and present myself the best even with my autism (which was only recently diagnosed but will have been evident in almost every interview if the interviewer knew what to look for ... especially as my eye contact is very poor, and I do come across as "a little unique" (polite way of saying "quite odd"! !)).

2. From my experience on shortlisting/interview panels: If the potential employer is Positive About Disabled People (<-- LINK, CLICK IT) you will be invited to interview if you meet the minimum specification for the job so you might find disclosing your disability at this stage helpful. Disclose your disability, be sure you meet the min spec - and prove it in your application - match up your CV and covering letter closely to meet the "person specification" detailed in the job description, don't just state you meet each point but provide evidence too. However, note that normally employers are looking for people who exceed the min spec ... and most of those who do not disclose a disability but are invited to interview will exceed it significantly. This means that although you might be invited to interview based on the min spec, you are unlikely to get the post unless you can also prove that you also exceed the min spec significantly. Regardless of "positive about disabled people" You still have to show you are the best person on the day. Additionally, although the employer legally cannot ask you directly about your disability, the fact that you have disclosed it means that they will want to know that you are fully able to do job - but now is not the time to ask for adjustments. Rather, it is better to give examples of how you have "overcome" some of your difficulties that you encounter as a result of your disability in order to achieve something - but make sure these examples are directly related to the job and/or show those glorious "transferrable skills"/"person qualities" that employers are so keen on (determination, persistence, seeing things through to the end, problem solving, creativity, initiative...).

That said, there is no legal obligation to disclose your disability at application. The employer legally has to make adjustments if you disclose on getting the job. It is helpful at this stage if you have an idea of adjustments you need, and are able to put them in a positive light - this makes the difference to the employer making the adjustments "because they have to" and the employer making the adjustments because they are keen to support you in your role.

Finally Callista's paragraph below is spot on, if you get the job: