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For diverse thinkers, including persons with autism, it can be difficult to find the right position in a world full of neurotypicals. Here are a few of the most important questions to consider as you begin a job search:

Are you ready for work?

What specific experiences have you had that indicate you’re ready? Have you ever had a job, internship, or volunteer assignment that shows you can function well in the workplace?  At my company, which helps diverse thinkers find jobs, we have a career skills readiness checklist that assesses everything from whether they regularly check their email to whether they understand implicit language. (This is an example of implicit language: when a supervisor asks an employee to get something done by 3:00 p.m., it actually means the employee is expected to get it done by 3:00 p.m.)

If the answer to most of these questions is no, start with finding relevant volunteer experience. The Department of Labor created a useful guide to soft skills called “Skills to Pay the Bills.”

The key here is real world experience. Even small things can become big deals in the workplace. It’s not just the job duties, but all the auxiliary skills needed to implement them. It is a tricky nuanced process. Give it extra time and research. You can find more information on many positions as well as assessment tools at https://www.onetonline.org/

Will the company be able to support you?

How proactive will you have to be in seeking help or accommodations? Does the company have a diversity hiring program that is supported from the top down (meaning the executives support the program)? What supports and strategies does the diversity program use to help get your resume in front of the hiring manager? If the company does not have a specific diversity hiring program, does it have a specialist on the human resources team with a background in working with diverse thinkers?

You will face learning curves in any new job, which means you will make mistakes. That is guaranteed. To be the most successful, you need a mix of good self-advocacy skills and a workplace culture that values employees as investments. Look up the company on Glassdoor and Idealist. Read the reviews. Does the company have a reputation for an understanding/inclusive management style and workplace culture?

Will the supervisor be supportive?

This is the hardest question to answer. Even at companies that are supportive of diverse thinkers, a bad supervisor can create a toxic work environment. You can use LinkedIn to search out the department heads of the organizations where you are seeking employment, then call or email them to request an informational interview. Based on the reactions you get to your inquiry, you may tease out whether or not those leaders are really committed to diverse thinkers. When asking for the informational interview, be sure you do not say you are following up on an application. Most prospective employers discourage calls from people who have submitted applications. Instead, tell them you just want to find out more about the company (e.g. workplace culture, current projects, etc.).

Does the job require skills at which you are accomplished?

Review the job description carefully. Are most of the job duties tasks you can do independently? (Again, back this answer up with authentic work experience.) Do most of the job duties/tasks align with your strengths? If not, beware. What kind of soft skills does the job require? The inability to master soft skills, like communicating with coworkers, for example, can cause the most stress in the workplace.

Take note of “other duties as assigned” in a job description. What does that mean in the job you are considering? Is it a position where you will have to be cross-trained to learn the duties of another position? Learning skills and roles for different job roles tends to be hard for diverse thinkers. It’s best to pick a job for which you feel confident you can do the whole job, not just a part of it. If you don’t, you may find your day-to-day employment stressful and have a hard time managing problems that arise. Being competent and confident about your full job description will also make it easier to deal with difficult situations when they arise as they are bound to, from trouble with co-workers or customer complaints to budget cuts.

Should I disclose my disability?

This is not legal advice and I am not a lawyer. It is for educational purposes only. When in doubt or if you are uncomfortable disclosing, a good rule of thumb is to talk about characteristics rather than diagnosis. For example, rather than saying “I have autism,” you could say, “Sometimes I misread social cues. If I do, just let me know.” It is always the safest bet to disclose only to a human resources (HR) representative, as they are obligated to keep it confidential, whereas your supervisor and co-workers may not have that obligation. However, many people are comfortable and even proud of the fact they are a diverse thinker (I am one of these people). If you feel it’s a safe environment, you can use it to point out many of the strengths diverse thinkers have because we are diverse thinkers, not despite it. It is also worth noting that your employer is not likely to be obligated by the Americans with Disabilities Act to provide reasonable accommodations if you do not disclose to HR.

Building a career is a process. Your first job may not be the perfect job, but it will provide experience that leads you to better opportunities in the future. It’s important to remember that everyone has components to their jobs they don’t enjoy, so don’t worry if there are a few aspects of yours that you don’t like. As long you have the needed skills for it, it aligns with your goals and values, you’re passionate about the work or mission, and you have the proper support… go for it!

If you have any questions about the information I’ve outlined in this article, contact me at scottwilbur@nextleveltranistion.com. Best of luck!

Scott Wilbur is the founder and director of Next Level Transition Consulting LLC, an organization that helps clients who have learning disabilities, attention deficit disorder, autism, intellectual or physical disabilities, or mental illness, and those who have never been classified with a label to build on their unique strengths, develop strategies to overcome deficits, and achieve independence. Anyone who is transitioning to a new education, career, or independent living situation will benefit from Next Level’s service. Wilbur has been a career counselor, job coach, consultant in the private sector, and special education teacher. He is himself a diverse thinker with ADHD and multiple learning disabilities.