When and If to Disclose ASD
October 23, 2019
By: Organization for Autism Research
Categories: Employment
This blog post has been adapted from “Chapter 4: Vocation and Employment” of OAR’s resource “A Guide for Transition to Adulthood”.
When considering a possible job, it is important to consider when and if your young adult will disclose if they have ASD. For employment opportunities, if they have had assistance securing the job and is being provided with job coaching, the primary question becomes not should they disclose, but rather what information is relevant to disclose and to whom? Remember, in all cases, disclosure is a personal choice, and there is no law obligating anyone to disclose that they have a disability. However, to be eligible for accommodations under the ADA, some level of disclosure will be necessary. Once, disclosed, that information legally must be kept confidential by the employer.
Once your young adult is hired, the role of advocate needs to fall less on you and more onto them. Self-advocacy skills are considered critical to success in most jobs. In fact, there aren’t many mechanisms by which you, as the parent, may advocate on their behalf. Each individual will need to learn both how and when to disclose, in addition to how much information they need to disclose, in what format, and to what end.
Aside from knowing what supports they need, your young adult must now effectively communicate those needs. How and when to disclose is a skill-set that is critical to the process. Your young adult is an expert on their experience of being a person of the spectrum and has the unique opportunity to let others know, to the extent that is possible and appropriate, what it is like. However, it is important for them to understand that disclosure is not an “all or nothing” proposition. Disclosure can be much more complex and personal process than simply saying, “I have autism spectrum disorder”.
On the Application/Cover Letter
Pros
Cons
Other Considerations
At the Interview
Pros
Cons
Other Considerations
After Hired but Before Beginning Work
Pros
Cons
Other Considerations
After Beginning Work
Pros
Cons
Other Considerations
After a Problem
Pros
Cons
Other Considerations
Never
Pros
Cons
Other Considerations
For more information about timing options for disclosure or positives and negatives about disclosing at various stages in the job/education search process, see Appendix J.
Characteristics Framed as Employment Strengths
In real life, patterns of behavior previously considered to be potential challenges may actually help in the workplace—things like attention to detail may be especially valued at a quality assurance position, and punctuality is always valued in any workplace. Take a look at how specific capabilities and challenges that your young adult faces can be turned into assets:
Accommodations on the Job
According to the ADA, a qualified employee or applicant with a disability is an individual who can perform, with or without reasonable accommodation, the essential functions of the job in question. Reasonable accommodation may include, but is not limited to:
An employer is required to make an accommodation to the known disability of a qualified applicant or employee if it would not impose an “undue hardship” on the operation of the employer’s business. An undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer’s size, financial resources, and the nature and structure of its operation.
Reasonable accommodations under the ADA for individuals with ASD can include:
For a more complete list of reasonable accommodations specific to autism, see Appendix K.
Educating Employers and Coworkers
Should your young adult choose to disclose, both employers and coworkers need to be educated about ASDs so that they can offer support when necessary. They will need to be trained on how on how to best work with your young adult. Be sure to emphasize areas where they will need help, along with their particular strengths.
Workplace-Specific Social Skills
Although social skills may not be necessary for your young adult to perform the actual job, they may be needed to help them keep the job or be more socially included at work. The social skills demanded vary from place to place, but there are basic skills that every employee should know.
Your young adult with ASD may need assistance or training to perform functions in these areas:
Disclosing is a very personal and case-by-case choice. It can be a very important decision during the transition into adult life. OAR’s A Guide for Transition to Adulthood is a comprehensive handbook to the many areas that parents should consider while assisting their young adults through their transitions, including the transition to employment. Available in both English and Spanish, you can order or download a copy today for more information!