I told them about it and they said okay so reasonable accommodations is another way of saying basically you can't do your job and now they're threatening my position
I disclosed everything before they even hired me, but they constantly yell at me over things that could have been handled with reasonable accommodations but despite me asking for them time and time again and speaking up for myself time and time again they say I can't believe we have to talk about this with you again and I said huh let me check yep still disabled
I wonder about companies who point out and document ND traits (where a person hasn’t shared a diagnosis) then use those traits against someone instead of supporting them. So the company clearly recognises someone is struggling in a certain area but they may not know that the particular trait is part of an ND condition. For example refusing a promotion and stating that it is because the person isn’t good at networking, small talk or eye contact.
I work in the public sector and if a promotion becomes available then you would have to interview for it, not just refused due to bad work. Sometimes you actually get shortlisted automatically for an interview if you disclose your condition on the application. It is sometimes just a case of being able to answer interview questions well, as the questions are usually marked out of 5 and the candidate who scores the most gets the role. This can be hard for people who find it hard to think quickly on the spot, and with communication difficulties but it helps to prepare beforehand.
@harrietwindebank6051 This is a critical issue you've highlighted. It's concerning when companies identify neurodivergent traits yet fail to support the individuals exhibiting them. Recognising these traits without understanding or accommodating the underlying neurodivergent conditions can lead to unfair treatment and missed opportunities. It's crucial for organizations to foster an inclusive environment by educating themselves about neurodiversity and providing the necessary support and accommodations. Addressing these biases not only benefits the individuals affected but also enriches the workplace as a whole. Thank you for bringing this important topic to light.
@Bellabambina123 Thank you for sharing your insights from the public sector. It's encouraging to hear that disclosing a condition can lead to automatic shortlisting for interviews, which is a positive step towards inclusivity. However, the challenge of performing well in interviews, especially for those with communication difficulties or who struggle with quick thinking, is a significant barrier. Preparing beforehand is excellent advice. Additionally, advocating for interview accommodations, like extra time or alternative formats, can also make a big difference. It's important that the process continues to evolve to support all candidates fairly.
Hmm.. I have just researched it and it says "Altered or synthetic content can include content that is fully or partially altered or created using any audio, video, image creation or editing tools. Realistic content and meaningful changes require disclosure, while unrealistic or minor edits don't." Hope this does not affect people finding us
@ay-tj7pj Absolutely, many individuals with ADHD excel independently and achieve great success. Embracing unique strengths can lead to remarkable outcomes. :)
