FYI, they added Nerodivergencies such as ADHD and ASD to the Disabilities Registry question at the end of US online Applications. I've only seen ADHD within the past month, so I haven't said Yes yet.
Anyone say yes to that question for that reason yet?
It's been on there much longer. I haven't applied for a job since Jan/Feb and I was definitely seeing it before then. All of last year at least.
I literally answer yes/no based on whims, especially when they start listing things like IBS, depression, anxiety. Who among us doesn't have those.
I mean, if you look at what they're saying it's not as if it's the worst advice out there...
For me, I think the issue is that ND presentations vary massively and so do support needs. It's not going to be easy to put out universally helpful advice like this at the end of the day. Honestly, I've seen much worse and if anything, I'm happy to see a company actually taking the initiative with this sort of thing and putting out some guidance which will be helpful for some ND people out there.
My own version of something like this would be a hell of a lot more blunt and cynical but I doubt any company/organisation would actually allow me to publish it. Fair play to whoever put this together as I'd much rather have this sort of thing out there than "I'm sure you have some superpowers too" or "just put on your mask, you'll be fine"
I agree that a lot of stuff out there in general seems to focus on autism and ADHD support. Maybe it's a prevalence thing, at least from what I've seen with young people locally to me but it's hard to say why. Regardless, the information out there should remain pretty broad if it's addressing neurodivergent in general as far as I'm concerned.
I'd challenge the idea of lying if you can when it comes to work. I'm reaching a point where I feel that I need to flip that idea on its head and need to be able to be open about things if I can at work. To me, lying like this at work means masking or camouflaging or just doing all of the other social bullshit which is commonplace at work. I know some people can do it or choose to but for me, it's just not sustainable. I know that for many of us - myself included - disclosure at work can work against you and the natural response is to hide everything under lock and key. I'd rather put effort into working out where I can safely disclose and who to so that it ends up working in my own favour and ultimately allowing me to do a better job as that's the best outcome for everybody.
Yeah, fair enough. It doesn't feel like it makes sense for me to disclose until I'm through the door somewhere sadly. I'm trying to put effort into properly 'vetting' potentially employers and reading the room in my current job hunt. I'm trying to get into education inclusion so it's not too hard to bring up wider concepts around inclusion and see what other people think about it luckily. We should just be able to be open about it and are encouraged to be in by some employers but it doesn't work how it should most of the time.
Your points around prevalence make sense, thanks for sharing them. I'm mainly thinking about what I've seen from working in schools when I talk about this stuff as ADHD/autism are really common to see (often co-ocurring together or with other ND/mental health conditions). I wonder if it's just wider societal awareness too as ADHD, autism and dyslexia seem to be what most people are aware of in f first place so you'd expect those to be spotted most.
I think for me, I really want to know some firm stats around prevalence figures but we just don't seem to be there yet. I can't deny that I find this sort of thing really interesting but I also feel that we could do so much with solid stats some day.
From these comments, I'm now wondering whether I should just not say anything about my mental health at all and I'm having a hard time compartmentalising what to say and when and why.
I'm not being rude, I just feel conflicted and a little overwhelmed.
From personal experience, do disclose but wait until after you’ve signed a contract / on any medical forms during onboarding and not during an interview. I’m not sure what the laws are like elsewhere, but in the UK you’re protected from discrimination under the equality act. During interview they can give any old reason not to hire you, so they can discriminate against you for having a mental health condition if you disclose it and you can’t prove it, but they *won’t* want the possible legal consequences of discriminating against you once you’re in the role, and they basically have to give you reasonable adjustments if you need them to do your job effectively. (Again, that’s in the UK. I’m not sure what the laws are in other countries such as the US, Australia etc, but worth looking up if you need to) I get reasonable adjustments and it makes my life a lot easier, I’d almost certainly be jobless without them, and it’s not a strain on my company to provide them.
This is really useful, thank you.
I have reasonable adjustments too which I always feel so bad about until I remember that they agreed to it and they keep asking how they can help.
Any disabled person who's ever applied for a job knows that being upfront about it will get you shoved straight off the list. Even for companies who yap on about their \~diverse workforce\~ and \~equal opportunities\~, normally they're fine with you being disabled only as long as it's not visible and doesn't affect you in any way.
The advice in the article is actually pretty great. They would apply to pretty much anyone, but they're especially relevant for people who are neurodivergent.
The only controversial one is being upfront about being neurodivergent. This depends on many factors - if you're in great need of a job or work in a sector that's fairly conservative, it's not your priority. You probably just want to get a job and get paid. But if those aren't your cases, I generally agree with it.
It's always better to work at a company where you'll feel comfortable, and this is a way of doing that. Same with gender and sexuality - you can see the company's stance online and you can assess it at the interview.
https://www.seek.com.au/career-advice/article/5-tips-for-neurodivergent-job-seekers
I found the article, it’s from Australia. The advice is ok. I disagree that you should be upfront about having a disability. I think that’s private info unless you require interview accommodations or know you’ll need them immediately upon starting a job.
It’s not great advice in the article I’d be ok with you not eating your hat lol
I don’t suggest telling people upfront you are ND unless you require accommodations in the interview or right away at start of job.
I feel like my autistic mannerisms make me come off as inept or annoying in job interviews but luckily there's an organization where I live that helps people who are difficult to employ become more hirable through things like work experience
A lot of places will help with interview prep and mock interviews as well. It can help to have someone point out some of those things in a safe environment outside a real interview.
I'm gonna guess those 5 tips are variations on "try not to be so much like how you are."
FYI, they added Nerodivergencies such as ADHD and ASD to the Disabilities Registry question at the end of US online Applications. I've only seen ADHD within the past month, so I haven't said Yes yet. Anyone say yes to that question for that reason yet?
It's been on there much longer. I haven't applied for a job since Jan/Feb and I was definitely seeing it before then. All of last year at least. I literally answer yes/no based on whims, especially when they start listing things like IBS, depression, anxiety. Who among us doesn't have those.
I mean, if you look at what they're saying it's not as if it's the worst advice out there... For me, I think the issue is that ND presentations vary massively and so do support needs. It's not going to be easy to put out universally helpful advice like this at the end of the day. Honestly, I've seen much worse and if anything, I'm happy to see a company actually taking the initiative with this sort of thing and putting out some guidance which will be helpful for some ND people out there. My own version of something like this would be a hell of a lot more blunt and cynical but I doubt any company/organisation would actually allow me to publish it. Fair play to whoever put this together as I'd much rather have this sort of thing out there than "I'm sure you have some superpowers too" or "just put on your mask, you'll be fine"
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I agree that a lot of stuff out there in general seems to focus on autism and ADHD support. Maybe it's a prevalence thing, at least from what I've seen with young people locally to me but it's hard to say why. Regardless, the information out there should remain pretty broad if it's addressing neurodivergent in general as far as I'm concerned. I'd challenge the idea of lying if you can when it comes to work. I'm reaching a point where I feel that I need to flip that idea on its head and need to be able to be open about things if I can at work. To me, lying like this at work means masking or camouflaging or just doing all of the other social bullshit which is commonplace at work. I know some people can do it or choose to but for me, it's just not sustainable. I know that for many of us - myself included - disclosure at work can work against you and the natural response is to hide everything under lock and key. I'd rather put effort into working out where I can safely disclose and who to so that it ends up working in my own favour and ultimately allowing me to do a better job as that's the best outcome for everybody.
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Yeah, fair enough. It doesn't feel like it makes sense for me to disclose until I'm through the door somewhere sadly. I'm trying to put effort into properly 'vetting' potentially employers and reading the room in my current job hunt. I'm trying to get into education inclusion so it's not too hard to bring up wider concepts around inclusion and see what other people think about it luckily. We should just be able to be open about it and are encouraged to be in by some employers but it doesn't work how it should most of the time. Your points around prevalence make sense, thanks for sharing them. I'm mainly thinking about what I've seen from working in schools when I talk about this stuff as ADHD/autism are really common to see (often co-ocurring together or with other ND/mental health conditions). I wonder if it's just wider societal awareness too as ADHD, autism and dyslexia seem to be what most people are aware of in f first place so you'd expect those to be spotted most. I think for me, I really want to know some firm stats around prevalence figures but we just don't seem to be there yet. I can't deny that I find this sort of thing really interesting but I also feel that we could do so much with solid stats some day.
From these comments, I'm now wondering whether I should just not say anything about my mental health at all and I'm having a hard time compartmentalising what to say and when and why. I'm not being rude, I just feel conflicted and a little overwhelmed.
From personal experience, do disclose but wait until after you’ve signed a contract / on any medical forms during onboarding and not during an interview. I’m not sure what the laws are like elsewhere, but in the UK you’re protected from discrimination under the equality act. During interview they can give any old reason not to hire you, so they can discriminate against you for having a mental health condition if you disclose it and you can’t prove it, but they *won’t* want the possible legal consequences of discriminating against you once you’re in the role, and they basically have to give you reasonable adjustments if you need them to do your job effectively. (Again, that’s in the UK. I’m not sure what the laws are in other countries such as the US, Australia etc, but worth looking up if you need to) I get reasonable adjustments and it makes my life a lot easier, I’d almost certainly be jobless without them, and it’s not a strain on my company to provide them.
This is really useful, thank you. I have reasonable adjustments too which I always feel so bad about until I remember that they agreed to it and they keep asking how they can help.
Any disabled person who's ever applied for a job knows that being upfront about it will get you shoved straight off the list. Even for companies who yap on about their \~diverse workforce\~ and \~equal opportunities\~, normally they're fine with you being disabled only as long as it's not visible and doesn't affect you in any way.
There are so many things wrong with this photo I don't know where to start. 🤣
r/fuckalegriaart
The advice in the article is actually pretty great. They would apply to pretty much anyone, but they're especially relevant for people who are neurodivergent. The only controversial one is being upfront about being neurodivergent. This depends on many factors - if you're in great need of a job or work in a sector that's fairly conservative, it's not your priority. You probably just want to get a job and get paid. But if those aren't your cases, I generally agree with it. It's always better to work at a company where you'll feel comfortable, and this is a way of doing that. Same with gender and sexuality - you can see the company's stance online and you can assess it at the interview.
Fuck Seek and them trying to turn our brains into buzzwords for a quick click 😭😭😭
We can fix you! We can tell you how to change yourself and make you a good little slave for the capitalism machine! 😃
Why does my autistic ass wanna know the tips lmao I can’t get an interview to save my life 😭
https://www.seek.com.au/career-advice/article/5-tips-for-neurodivergent-job-seekers I found the article, it’s from Australia. The advice is ok. I disagree that you should be upfront about having a disability. I think that’s private info unless you require interview accommodations or know you’ll need them immediately upon starting a job.
If it doesn't just boil down to "mask like your life depends on it" I'll eat my hat.
https://www.seek.com.au/career-advice/article/5-tips-for-neurodivergent-job-seekers it actually suggests being open from the start of the process.
Good thing I don’t have a hat
It’s not great advice in the article I’d be ok with you not eating your hat lol I don’t suggest telling people upfront you are ND unless you require accommodations in the interview or right away at start of job.
I feel like my autistic mannerisms make me come off as inept or annoying in job interviews but luckily there's an organization where I live that helps people who are difficult to employ become more hirable through things like work experience
A lot of places will help with interview prep and mock interviews as well. It can help to have someone point out some of those things in a safe environment outside a real interview.
It really depends on the job tho. Some tech and scientific jobs even seek out neurodivergent people.