Declaring autism in a job interview and beyond

Phil V said:
A news story last week said that banks were actively seeking people on the autistic spectrum because of their talent for attention to detail.
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GCHQ has quite a lot working there as their have particular attention to detail and come at things from a different way of thinking. Apparently it makes them an attractive talent for that line of work
 
To the OP, your only concerns should be about the ability of any of your team to do their work. Some will always do it better than others but then thats what management is about, using the relevant skills of your team and assisting those with shortfalls. Presumably this team member is on probation period? If he's not completing his work correctly or to the required standard then thats an issue. Whether thats an informal chat to start with, or a chat with HR first is your decision.
 
Alastair said:
This doesn't come across in any of your earlier posts. Quite the opposite.

But if that is your intention, good on you. Make sure that when you go to HR you are very clear that you want advice on how to support this employee and for guidance on what you can do to understand his condition and make any reasonable adjustments. Don't come across as looking for ways of assisting the company in dismissing him. Be positive.
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That has been the only intention all along I have a few Disabled friends one who has same thing as Stephen Hawkins and yet I sit there with her and talk to her

My intention was to see if they can fire as I didn't want that I want to help any way I can the company seem one of the best o have worked for so far so fingers crossed they don't I will leave it to hr to sort I just wanted better understanding so I know the process of what I can expect before management come up to me
 
Jeez guys - I read the OP as someone a bit clumsily asking if there was anything he could do to help! Chill out, his attitude doesn't stink from what I've read, just that he was unsure what he should do to assist! I think he gets it now...don't get involved, leave it to HR and maybe ask for some training.
 
I have to say I am not easily shocked at attitudes but some people here are decades behind the real world.
I work in very corporate environments and disability is very carefully managed and even supported in many roles.

OP sounds like your company is s bit small and maybe just needs to gen up on current approaches to this but well done for asking.
 
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Mr Bump said:
I have to say I am not easily shocked at attitudes but some people here are decades behind the real world.
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It surprises me that some people have taken so long to realise it :D
 
I think Alex has been a little clumsy in his opening post but he seems to have got his point across now.

These are the 2 posts in this thread which answer the question most succinctly though

viv1969 said:
Legally you are not obliged to disclose ANY medical condition to an employer or prospective employer; nor should they be asking as part of the recruiting process.

However, if you choose not to declare a medical condition, and it does directly impact your ability to carry out your job, the employer will have cause to take action.

That's not the case if you develop a medical condition when already employed, which is more complicated....for the employer anyway.
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ST4 said:
Can the person do the job to the standard you require. Yes. Keep them. If not then don't. Let their abilities, skills and performance do they talking, not their "disabilities".
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ST4 said:
Can the person do the job to the standard you require. Yes. Keep them. If not then don't. Let their abilities, skills and performance do they talking, not their "disabilities".
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I actually agree with one of your posts!!


Steve.
 
Do you not have an occupational health dept or similar? Normally, health questionnaires are used where you can find out if someone has a disability/health problem that you may need to be aware of, to accommodate etc. The majority of conditions do not stop people working. Sometimes they do. If you're unsure, I'd go through an occupational health assessment which would then highlight any issues including solutions or adaptations to help.
 
Steve Smith said:
I actually agree with one of your posts!!


Steve.
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In work, performance is everything. So long as someone can do what their employer requires of them and does this to their required standards, it matters not what mental or physical disabilities they may or may not have. If someone doesn't perform then by all means get rid and there is a disciplinary process to follow. It will be based around the work of the employee, not their "disabilities".
 
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Is there actually a problem or is it just imagined that there might be one?


Steve.
 
Just noticed the OP is the same fella who created a thread about handing his notice in recently and went to this job ;)
Seems a bit odd to me.
 
Keith W said:
Am I right in thinking this person has only just been recruited and has been in the job for only 2 weeks?

If this is the case and they went though an application process that asked, as most do these days, if they have any medical problems/conditions that may affect there ability to do the job and did not mention the Autism at that time then they may well find themselves out of a job
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not strickly true because of the way these questions are words - I suffer from depression but answered no to that question. I had a two week episode off work and had no issue when I went back.
 
ST4 said:
In work, performance is everything. So long as someone can do what their employer requires of them and does this to their required standards, it matters not what mental or physical disabilities they may or may not have. If someone doesn't perform then by all means get rid and there is a disciplinary process to follow. It will be based around the work of the employee, not their "disabilities".
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Damn , that's 2 of your posts I've agreed with in as many weeks. Stop it!
 
Nikon_Nick said:
Damn , that's 2 of your posts I've agreed with in as many weeks. Stop it!
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This backs up my suspicions that the character ST4 is in fact a committee consisting of Steve, his parents and a milder, more compassionate Aunty; i'll call her her Stella and say I agree with a couple of her contributions recently too :D
 
ST4 said:
I am scared you agree with me. Very scared. Lets talk in the election thread and maintain the status quo ;)

We might find common ground on this thread.
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Most people have more in common in real life than they have differences on a forum. If we met, I doubt that we would bother talking about politics. And you don't have to dislike a person just because you dislike some of their ideas.


Steve.
 
Just to point out to people talking about the medical, most medical forms have nothing for SEN. It deals with physical or health issues.

Autism is not a medical condition :)
 
new2me said:
This backs up my suspicions that the character ST4 is in fact a committee consisting of Steve, his parents and a milder, more compassionate Aunty; i'll call her her Stella and say I agree with a couple of her contributions recently too :D
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No, just me. I am real. Ask @daugirdas

Steve Smith said:
Most people have more in common in real life than they have differences on a forum. If we met, I doubt that we would bother talking about politics. And you don't have to dislike a person just because you dislike some of their ideas.


Steve.
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Probably, I've met many folk off the internet forums I am on. I always say attack the view, not the person. Perhaps we would talk large format and tilt and shift or something. Who knows.
 
I have just asked my wife, who is a specialist teacher of autism, she says you need to be careful as there are discrimination laws that can be applied. Apparently, as a candidate, you do not need to declare you are autistic unless the position is one where the condition may cause issues such as threat to life, actions which may lead to criminal prosecution or where the individual may injure themselves or others....her advice is to seek specialist legal advice.hope this helps.
 
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Rich_Ellis said:
Jeez guys - I read the OP as someone a bit clumsily asking if there was anything he could do to help! Chill out, his attitude doesn't stink from what I've read, just that he was unsure what he should do to assist! I think he gets it now...don't get involved, leave it to HR and maybe ask for some training.
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In actual fact this particular topic should not be cast out to a forum for advice - it should go to HR and their decision pints the way forward for all concerned as they should be taking into account any discrimination or non disclosure issues.

Maybe this is a thread that's gone as far as it should?
 
Overexposed said:
In actual fact this particular topic should not be cast out to a forum for advice - it should go to HR and their decision pints the way forward for all concerned as they should be taking into account any discrimination or non disclosure issues.

Maybe this is a thread that's gone as far as it should?
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True, but not every company has a dedicated HR dept.
Mine doesn't.
 
Overexposed said:
then you call an employment solicitor - these are peoples lives and livelihoods that non qualified people are debating
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Possibly, to some degree.
But it doesn't render a thread obsolete.

If that were the case then a good many threads wouldn't get past the opening post.
 
Overexposed said:
then you call an employment solicitor - these are peoples lives and livelihoods that non qualified people are debating
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That is what a forum is for, everyone to voice how they feel, with half the information but twice the opinion. ;)

I have found this interesting that as soon as your a manager you should have X,Y and Z training. That is all fine in a large company, but in small companies that are growing, you become a manager as you were there first and know more. Small companies fumble and find their way.

Out sourcing HR is really good advice for any small company. Out sourcing lots of things is extremely good advice, you will get better people than you can afford to employ giving you better advice than you can find.
 
Dale_tem said:
I have found this interesting that as soon as your a manager you should have X,Y and Z training. .
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Ive been a manager for 9 years first at a council, then at a large national charity - Ive never had any diversity training (because it isnt required - like all employees I am bound by our equality policy and by the equalities act 2010, tje DDA and so forth)

As Steve said (and i'm scared that I too agree with him) all that matters is can the person concerned do his job - if he can theres not an issue

if he can't by reason of his disability the company will need to look at whether they can make reasonable adjustments to enable him to do it (unless it is an exempt position) , if no reasonable adjustment can be made they may have to look at transfering him to another job on the same grade.

what they absolutely can't do is fire him because hes autistic (not least because its unethical but also because they'll be sued witless)

On the declaration point - you are required to declare health issues on your occupational health form (after the offer is made), you are not required to declare disabilities (this becomes a grey area as some chronic illnesses such as cancer also garner protection under the DDA)
 
Dale_tem said:
That is what a forum is for, everyone to voice how they feel, with half the information but twice the opinion. ;)

I have found this interesting that as soon as your a manager you should have X,Y and Z training. That is all fine in a large company, but in small companies that are growing, you become a manager as you were there first and know more. Small companies fumble and find their way.

Out sourcing HR is really good advice for any small company. Out sourcing lots of things is extremely good advice, you will get better people than you can afford to employ giving you better advice than you can find.
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Disagree totally - a forum is fine for sharing ideas and interests not gin and tonic legal advice
 
big soft moose said:
what they absolutely can't do is fire him because hes autistic (not least because its unethical but also because they'll be sued witless)

On the declaration point - you are required to declare health issues on your occupational health form (after the offer is made), you are not required to declare disabilities (this becomes a grey area as some chronic illnesses such as cancer also garner protection under the DDA)
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That is not strictly true.

If you lie or do not disclose, when asked to do so, any health or disability issues that may have an effect on your ability to do the job but then later down the line claim, or it becomes apparent, you have a disability/health issue then your employer could, if they so wish, sack you and they will face no consequences because you chose to lie when asked and it is for this reason you could be sacked and you could also face prosecution for lying as well
 
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I think the wording has to be along the lines of 'Do you consider yourself to have a disability?' - in which case you can say yay or nay. I believe the wording "Are you registered disabled has had to be removed under legislation. Reading the sentence will determine the correct approach.
 
Blank_Canvas said:
I think the wording has to be along the lines of 'Do you consider yourself to have a disability?' - in which case you can say yay or nay. I believe the wording "Are you registered disabled has had to be removed under legislation. Reading the sentence will determine the correct approach.
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Autism is not a disability.
 
Keith W said:
That is not strictly true.

If you lie or do not disclose, when asked to do so, any health or disability issues that may have an effect on your ability to do the job but then later down the line claim, or it becomes apparent, you have a disability/health issue then your employer could, if they so wish, sack you and they will face no consequences because you chose to lie when asked and it is for this reason you could be sacked and you could also face prosecution for lying as well
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nope, thats true for prexisting health issues - its distinctly not true for disabilities, as not only do you not have to declare them , but since the equality act 2010 the employer shouldnt even be asking (except for exempted roles)
 
It's true that whilst a prospective employer can no longer enquire as to medical conditions in the recruitment process, if you're applying for a role and you fail to volunteer a condition that will seriously affect your ability to carry it out, your new employer can terminate said employment without predjudice when both inability and deceit become apparent.
There's plenty of precident.
 
Keith W said:
Yes it is

Autism is a lifelong developmental disability - The National Autistic Society
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No it's not....

Autism is a serious and lifelong developmental disability. On its own, autism is not a learning disability or a mental health problem.

That is from the NHS

I find it quite odd that the NAS use the term disability. I work with a number of autistic societies (including the NAS) and It is not classed as a disability. It comes under SEN, not disability.

Another site that also states it is not a disability.

http://www.learningdisabilities.org...ability-a-z/a/autistic-spectrum-disorder-asd/

And another...

https://www.mencap.org.uk/about-lea...bility-and-other-conditions/autism-and-aspe-0

Autism Wessex...

http://autismwessex.org.uk/info_and_advice/parent_family_carer/understanding_autism/what-is-autism-1

Scottish Autism uses the word condition, not disability...

Autism is a lifelong, developmental condition

Hampshire Council....

Fifty per cent of people with autism also have a learning disability.
 
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