worried about asking for interview questions in advance

[markymark9]

Hi all,
I’m a senior leader in the public sector (15+ years’ experience) and have ADHD and autism. I’ve got an upcoming interview with one of the London councils for a senior role.
I always struggle with thinking on the spot — especially in interviews — and I usually ask for the questions in advance as a reasonable adjustment. Legally, I know this is fine under the Equality Act, and every time I’ve asked, they have given them to me.
But here’s the issue: not once have I been offered the role after making that request. Every single time — I get the questions, attend, give solid answers, but don’t get the job. It’s making me wonder whether asking in advance creates a bias or doubt about my ability.
I’m now torn. I know I need the questions in advance to be fair to myself — but I’m scared of repeating the same cycle. I feel like I’m being punished either way: mask and underperform, or disclose and lose out.
Has anyone been in this position at senior level? Would you still ask for the questions, or approach it differently?
Thanks in advance for any thoughts.

Wow, just wow!

The ability to think on the spot and perform well in role is entirely different to the ability to memorise (or write down ridiculously fast) a mulit-part question, then keep all the parts in mind whilst thinking of an example, then giving an answer in a way that hits complex scoring criteria without the usual real life ability to get feedback, check understanding and ensure you have met criteria before moving on.

Have you ever heard of the EA.

Some people have disabilities or learning differences that affect the way they do things, not their ability or their quick thinking.

I do agree with those who say their organisation would give questions in advance to all candidates if one asked.

I work in IT and I think quite few colleagues may have autism. I actually think some of them would be better managers than typical quick thinking MBA alumni. I remember one Project manager who wasn't popular in the team as he was quite rigid/blunt but at the end his approach saved us a lot of time as he was very structured and did a lot of research about tasks needed/optimal sequence.
Unfortunately I think the current hiring culture may filter out people like him as you can't be sure that the candidate wasn't coached when giving questions in advance, the hiring managers may prefer someone who provides a good enough anwser unprepared rather than someone who answered perfectly after some preparation. You may try to do some research to anticipate the questions, as pp said ChatGpt can generate some based ont eh role description, also check on linked in what are the people in the department doing, if they go to any conference, share any articles on the particular subject or even share memes.

@LuckyNumberFive At what point does an organisation justifiably say “you don’t have the skills for this job” ? Most organisations cut some slack but it’s not going to be ok in many roles if a candidate cannot think on their feet. It’s not discriminatory in that situation because they simply cannot make reasonable adjustments. Not everyone can do all jobs. We have to look at the skills needed as given to candidates and right fit - that’s a fair selection process.