Disclosure of health conditions, would anyone in HR comment?

[TheQuiet]

Could anyone who works in HR / recruitment tell me a bit about the attitudes that exist towards disclosing health condition or disability when recruiting?

For example if there is a hidden condition that is medically diagnosed, but does not have actual health effects and does not affect the work? The same diagnosis in other people might have more noticeable effects and recruiters might have a stereotyped idea about the condition, but this generic picture does not really apply to this particular person. Basically the job applicant does not consider himself disabled, but the name of the condition would imply a disability under the DDA?

Is there any particular attitude to something like Asperger? Is there any awareness that it affects individuals differently and does not in itself imply any level of ability?

How would recruiters react if it comes up at the health questionnaire stage? Would they pull the offer?
How to handle this?

I don't think it's possible to generalise about attitudes tbh.

However in terms of the law, it's now not legal to ask medical questions before an offer of employment has been made. Medical questionnaires should be about working out whether any adjustments are necessary to enable the person to do the job, and would very rarely reveal something so serious that the person clearly wouldn't be able to do the job and making withdrawal of offer an option.

Speaking for myself, I have very little knowledge of Aspergers at all so if an offer had been made in those circumstances I'd probably ask the individual how the condition manifests itself, then if in any doubt, would seek occupational health opinion about how the condition may impact the individual's ability to do the job and what adjustments could be made accordingly.

It depends on (a) the disability and (b) the organisation

In one v large organisation that I know, having a recognised disability that doesn't affect ability to do the job would be a major + for an applicant - the org could show diversity without making any effort. Also the larger the org the more flexible it can be in moving people around to a role that fits.

In terms of disclosure, there is a lot of legal protection and it would be very difficult to get an offer withdrawn. But in something like Aspergers there may perhapos be an advantage in disclosing upfront if you think that the condition might affect ability to impress at interview. If that were the case then, as an interviewer, I would welcome a note in advance of the interview explaining why the condition might impact the interview and also why it will not impact capability in the role. BUT I would recommend that you proceed carefully - many interviewers and many organisations might be scared off by a condition they don't understand, so I would only disclose if you feel your interview performance WILL be affected.

bump

Thanks for helpful comments.

People with Asperger who do well are able to recognise and moderate the effect of the condition, so it doesn?t affect their work.
It is simply a different way of internal functioning. Achieving the same result but in a slightly different way, which does not contradict any good business practices and policies.

I understand why people are scared off. The image of "disability" isn?t instinctively associated with a wholesome capable person. However the DDA definition of disability involves doing things "in a different way".

There are a lot of misunderstandings about Asperger?s, descriptions are mystifying and stereotypes are based on more severe autism cases, and are untrue of higher functioning individuals. Press reports and campaigns often portray people who didn?t yet develop the skills at moderating their condition. The absence of open discussion on the issue is unhelpful. Even in this anonymous forum people are reluctant to engage.

We should hear more from the people who have Asperger?s and are successful in their careers. We need to hear the voice of those who understand it from within rather than ?research? it.

I agree. I'm sure that if you repost this again making it clear in the subject line that you're talking about Aspergers, you'll get people with Aspergers responding with their views and experience. Although Aspergers can certainly be disabling, it can also be a real asset to some jobs requiring concentration, attention to detail and concentration. A friend of mine with Aspergers makes excellent use of his obsession with spreadsheets in his job in data security, and his colleagues love him for doing all the boring bits of the job.

In general terms, though, I think disclosing v not disclosing can be a no-win situation. Say too much and you can be discriminated against. Say too little, and if/when your disability/health problem affects your performance you can be in trouble for not having warned them/not having asked for help. I've never yet got the balance right.

Sorry I'm a bit confused, I was assuming I was giving advice to someone either in this situation or asking on behalf of someone in this situation, but from your last post that's not clear.

Are you currently applying for jobs or considering applying for jobs TheQuiet?

It was me commenting, not the OP.

I was referring to the OPs last post.

Ooops sorry

Yes, I am applying for jobs. It's clear from the OP, since you answered it.

I am glad to hear from Useful.

Anyone else?

As I said, it sounded that way from the OP but your last post didn't sound that way, so in fact it was not clear. Now it is, fine.

Public sector managers/ interviewers can be very different animals to those in the private sector.

If you are certain the condition won't impact on your results. You could mention it at public sector interviews - depending on how the interview is going. But definately don't mention it at a private sector interview. Wait until Occ Health asks you (if they do) and by then they will have already offered you the job.

Flowery, could you clarify what is not fine with the second post?

Agree with Flowery - your last post was very general and sounded like research or discussion about disabilities in general. Nothing wrong with that, obviously, but didn't sound like OP.

All threads evolve and become nebulous with new postings touching on different aspects. It is certainly the case in topics with large following.

Why should 2nd post sound like 1st? What do you mean really? Something in particular made you uncomfortable?

It just says Asperger people are OK and we should hear more from them.

How can you say nothing wrong with that and object to that in the same sentence?

Oh don't be so defensive.

And I don't object to it, I do think discussions about disabilities and the workplace is good. I really can't be bothered to repeat myself, I've stated my opinion above already.

I am not defensive, I am surprised at your irritation
Are you being defensive now?

surprised by

"... Imaginative solutions to complex strategic scenarios based on your ability to not be influenced by accepted protocol". I really like this, it does describe a one of my strengths, and though I am not in IT (I suppose it could apply to any industry in broad terms).

I am not sure whether any explanations would reverse "assumptions which will be made" sadly. This is a very interesting point, I wondered whether this would be the case and Starlight confirms this.

It sounds like for very mild female Asperger like me it is, if anything it's detrimental to disclose.

I say this because renowned researchers Simon Baron-Coen and Tony Attwood observed that Asperger girls and women are much more flexible and socially adept than AS men, not necessarily geeky, so they blend in, never diagnosed. That's why the female to male ratios in diagnosis of AS is 1:9, while it is 1:4 in autism. The male AS seems to define the assumptions though.

Thank you everyone for all your comments which are all very helpful. I would like to convey that I do appreciate that you engage in this discussion :)

What do you think; would any explanation change the assumptions, would anyone listen?
Can the image of Asperger as "geeks good with data, can only do boring back office work " be changed?

Flowery, I do appreciate, actually, your very sharp postings in this forum :)

Oh yes, I recognise this, "can come up with remarkable solutions to problems", intuition, strategy, "can read the situation very well, but just not the way others always read them".

I also read the situations very well and do know how others read the situation, but sometimes stick to my guns (i.e. my own conclusions) naughty, naughty. Isn?t this the advantage of diversity? When everybody looks one way, someone looks all around?

well if you have no symptoms surely tehre's no need to mention it at all?

Asperger's is not a sickness; it's a different cognitive style. It is always there, integral to strengths and weaknesses.

Recently a relative of mine had to fill in a questionnaire with a direct question: "do you have an Autistic spectrum disorder?" If I tick the box "yes?, all the office would know after a day or two. Is this information likely to affect the way the colleagues will treat me?

What can I do to have an input and be involved in the assumptions made about me, which will affect my livelihood?

Don't tick the box if you think it is a condition rather than a disorder.