"Do you have a disability?"

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Filling in an application form now and has this question. Even has a check box for "Austistic Spectrum". Im so tempted to tick it but then again it will probably ruin my chances of getting an interview.

But i keep imagining they will take notice and be easier on me in the interview (if i do get one)

Oh well life goes on ....

What is the job? That will have a massive bearing on whether or not it will be disadvantageous to disclose your AS. However, I can't imagine many jobs where it will be in your interests for them to know.

I honestly don't know if they'd go easy on you or not. There is such a thing is positive descrimination, so who knows?

If you do find a company that not only wants to know about ASD but respects the differences inherent to it, then please let us know, as I reckon there's loads of people here who'd love to find a company like that!

I would advise aagainst it on two counts:

1) It's at least as liable to work against you as for you.

2) Like me, you are undiagnosed. Therefore, you aren't really entitled to any accommodation.

Just my opinion.

I've come across this question on various forms, but never encountered an actual 'autistic spectrum' box. I'm not sure what I would do really. You'd have to think about whether ticking it would likely make things easier or harder for you - which depends a lot on the type of job.

1st line IT Support

Which means dealing with people, so i think a big fat NO. Ok not a fat no, that would be giving myself away

Ive actually applied to 3 positions at this place. All 3 app forms are based on the same template but they all come from different departments. The other 2 apps didnt have the Autistic Spectrum box.

You're damn right to keep it to yourself, I can't see how it would help your application for that!

The irony being that you're far more likely to be surrounded by other aspies who wouldn't have a problem with AS anyway...

I think you have a right to not disclose anything. Job interviews are to see if you are an appropriate candidate for the job, and if they hire you, you should be free to disclose anything you'd like. However, since you are undiagnosed (like myself) you should probably not say anything unless there are problems once you start work.
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Chelle

In the USA, I don't think they should be asking "do you have a disability?". I think they are only supposed to ask direct, job performance related questions -- like "can you alphabetize?", "Can you work more than 8 hour shifts if needed?".

I thought the ADA prohibits straight up questions about disabilities unless they directly interffere in job performance -- like they would pose a physical hazard to you or others.

Heres a couple links:

http://www.eeoc.gov/types/ada.html
http://www.eeoc.gov/facts/intellectual_ ... ities.html

I'm just finding my way through this maze myself.

I have been with the same company 20 years, but now am working with a manager who is creeped out by me, doesn't understand that mimimal eye contact doesn't mean I'm lying, etc.

I have a dx of PDD-NOS, and the dr's say if everything goes like they expect in neuropsych testing they will change that to Aspergers.

I expect that I will have to disclose my dx to make sure that the current manager plays nice. But I'll cross that bridge when I come to it...

I believe that they are allowed to ask, "Are you able to perform the essential functions of the job with or without reasonable accommodations?" But they are not supposed to inquire about your disability. I believe that they are allowed to ask questions about your ability to do specific tasks that are relevant to your job (e.g. such as if you have any lifting restrictions. Or, if the job requires a valid state driver's license, they can ask if you have one, but otherwise they are supposed to only ask, "Do you have transportation to work?")

That is odd that there is a box that says autistic spectrum disorder. Surely this is discriminatory and should be reported to the EEOC at once. But if you want the job, don't report it to the EEOC. Simply don't check the box and continue with the application process.

The question is: Do you really want to work for them if they're going to discriminate against you?

I would check the box. What sort of job are you applying for? There are some fields that (reportedly) actually *look* for aspies.

I think its more of an equal rights thing than discrimination. So I think it would be a tough case to go against, i think they use this data for statistical reference. But having said this, whos to say they won't discriminate after reading the form.

I have come across a disability section on every single form ive filled in so far (although this was the only one with a tick box for Autistic Spectrum), the same with Race information.

Anyway, i didnt get an interview for this job.

I have had a form which asked if the person had a disability and went on to say; people with a disability are garuanteed an interview. Now that is discrimination ! Against people without disabilities.

Never having applied for a job in the UK I've never been asked specifically if I have an ASD. It must have been awfully tempting to tick that box thinking 'Yes! Finally an employer understands - I've found a safe place at last!' Sadly as has been hinted in other posts, normals don't always play fair. Admitting you have it can be falling into a trap - something they'll use to weed you out.

I think the American approach is fairer - don't ask and, on our end, don't tell except 'as needed'.

I've worked with the same company (non-technical) eight years and for six have had a manager who's creeped out by me but it's harmless - it doesn't threaten my job but it's dam*ed uncomfortable.

So there are companies that seek out Aspies? Which ones? What kind of work? I'm assuming it's technical such as engineering or computers. Makes me wish I were a savant-techie Aspie, then I'd be cleaning up like Bill Gates. Like charity covereth a multitude of sins, being filthy rich covereth a sh*tload of social and physical 'deficits'. Put another way it pays off those deficits so you've got social cred, even if you're the Rain Man!

Yeah, techie jobs. Apparently one employer actually advertised that they were looking to h ire aspies, and got a lot of flak from normals crying discrimination.

(1) Do not disclose the disablity during the interview
(2) If you have official diganosis, then I would recommended disclosing the disability only if reasonable accomendations would help your job performance. In my case, there are only three reasonable accomendations that I would request:
(1) The ability to listen to radio (such as classical music which reduces sensory overloads)
(2) All complex directions should be given clearly in writing not verbally. This is to reduce confusion
(3) An earlier start time than other employees (For example, if the normal starting time is 8:00 AM then you would start at 6:30 AM). This is to reduce sensory overload
All of the reasonable accomendations are designed to improve your job performance and therefore, will benefit the company without any costs.

Most companies especially large corporate or governmental, are required to fulfill their quotas in terms of ethnicity, (age) and disability. this is because statistically 'disabled' individuals are significantly under-represented in the higher levels of occupation in the Registar Generals Classification of Occupations (in the UK). Furthermore, at times interviews are more relevent for assessing ability to work in the company than online tests etc. for example a Dyslexia/Dyspraxic individual may have scewed results on the test however fulfill the criteria for employment at the interview. however you are right to highlight that perhaps using a interview rather than a standardized test to assess the ability of AS individuals may be faulty!! !

Lastly, by stating you have a 'disability' without a formal diagnosis is likely to cause problems when the issue arises at the interview. unfortunately lay diagnosis carries no weight (irrespective of how knowledgable they are about the condition) without support by a formal diagnosis. Moreover disclosure and disagnosis has as many pitfalls as it has positive attributes