One of the common themes we work on with LSA coaching clients is balancing neurodivergence in the workplace–especially how and when to discuss your unique learning needs with an employer.
Do I share that I’m autistic in a job interview?
Am I hiding something if I don’t want to talk about it?
How do I talk about my strengths and weaknesses in a way that doesn’t focus on ADHD?
These are all questions we’ve heard from clients who are trying to develop an approach to a job interview that feels authentic and gives them confidence in navigating the hiring process.
In this post, we’ll explore five considerations in the job interview process that can help you confidently discuss your neurodivergence with potential employers. These approaches are designed not only to present your traits as strengths but also to ensure that you find a workplace that values and supports your unique abilities.
By the end of this guide, you’ll have the tools to communicate effectively about your neurodivergence (if you choose to do so!), ensuring that you can advocate for yourself and find a job that aligns well with your talents and needs.
Click here to jump to the TL;DR summary.
Understanding Neurodivergence in the Workplace
Before we dive into job interviews, let’s first pause to acknowledge that neurodivergence in the workplace may be more common than you think.
According to the U.S. Census Bureau data reported in Forbes Magazine, around 65.5 million members of the workforce have some sort of attention or learning issues. Roughly 20% of the population of employees in the United States identify as having some form of neurodivergence.
As the neurodiversity movement continues to gain recognition, more and more companies are recognizing neurodivergence as a valuable aspect of the workplace diversity spectrum, with many companies now actively seeking to include neurodivergent individuals as a competitive advantage. Neurodivergent individuals often bring unique skills to the table, such as heightened creativity, attention to detail, and a strong ability to focus on specific interests. These traits can translate into exceptional performance in roles that match their skill set and interests.
Real-Life Challenges in Getting Hired
All of that sounds great, but we know that the experience of being neurodivergent in a professional setting can vary widely. Despite record-low unemployment nationally, neurodivergent individuals face significantly higher rates of unemployment, with some reports of up to 30-40% unemployment.
In part, this may be due to neurodivergent individuals facing unique challenges in job interview settings. How one clearly communicates one’s needs and strengths, as well as the workplace’s readiness to accommodate and leverage these differences can make a big difference in getting hired.
It’s important that you understand these real-life hiring conditions and prepare to meet them head-on as you head into the job interview process. Having a strategy during your job interview to talk about your neurodivergence can help potential employers envision how your unique skills and talents make you an ideal candidate for their team.
5 Strategies to Talk About Your Neurodivergence in a Job Interview
Navigating the conversation about your neurodivergence during job interviews can be challenging but rewarding when done correctly. Here are five strategies to help you approach this discussion effectively:
Strategy One – Practice Timing and Context
Choosing the right moment to discuss your neurodivergence is crucial. If you choose to disclose, it’s best to introduce the topic at a moment when it feels natural and directly relevant to the discussion. Spend some time with a coach or trusted friend thinking and practicing the different opportunities in a job interview when you might be able to open the door to discussing your neurodivergence.
One strategic approach is to wait until you are asked about your strengths, challenges, or required accommodations. This timing ensures that the conversation about your neurodivergence is tied to your potential contributions or needs related to the job, rather than standing out as a separate or unrelated disclosure.
Another strategy is to discuss your neurodivergence within the context of the company’s values or mission. If the company emphasizes creativity, diversity, or innovation, highlight how you can contribute to these areas. This not only helps potential employers see the value in your neurodivergence but also integrates it into the larger narrative of what you bring to the team.
It’s important to recognize that the goal is not just to disclose your neurodivergence but to integrate it into a broader discussion about your qualifications and fit for the position. This approach helps shift the focus from what might be seen as a potential challenge to instead be viewed as a distinctive strength, aligning your traits with the company’s goals and needs.
Strategy Two – Framing Your Strengths
While the neurodivergent movement has made significant strides in educating the general population about different forms of neurodivergence like autism and ADHD, unfortunately, many hiring managers still may have stereotypes or perceptions of what this might mean for an employee.
Instead of just stating “I have ADHD,” or “I’m autistic,” instead focus on explaining how features of your neurodivergence are unique to you, and how they are beneficial for the role you’re applying for. Prepare to frame your strengths with concrete examples from past experiences that demonstrate how these traits have been advantageous in academic or other work settings.
For example, if you are discussing a role that demands innovation and problem-solving, you might mention how your ADHD helps you think outside the box, citing specific instances where this ability has led to successful outcomes in past projects or situations. Alternatively, when the topic of workplace environment or culture comes up, it can be an appropriate time to discuss accommodations you might need, such as a quiet space for work if you are easily overstimulated.
Do you need some additional support in identifying your strengths? Check out our free downloadable Executive Functioning Assessment which can help you identify strengths like planning, organization, and problem-solving that help you succeed in the workplace.
Strategy Three – Prepare Responses and Use Notes if You Need
Preparing responses in advance can significantly ease your stress and give you a higher probability of success in the moment. Hiring managers who see a candidate prepared with notes, shows that you’re taking the interview process seriously and have taken time to prepare. Here’s a list of common job interview questions for which you could consider preparing responses, particularly if you want to talk about your neurodivergence:
- Can you tell us about a challenge you’ve faced at work and how you overcame it?
- Prepare to discuss a scenario where your neurodivergent traits presented a challenge but also offered you a unique solution or insight. This can highlight your problem-solving skills and creativity.
- How do you handle stress or high-pressure situations?
- Given that neurodivergent individuals might experience stress differently, explain your personal stress management techniques and how these methods lead to effective performance under pressure.
- What are your greatest strengths?
- It wouldn’t be a job interview without this question! It’s a softball question that can allow you to tailor an answer to include specific strengths associated with your neurodivergence, such as exceptional focus, detailed observational skills, or innovative thinking, and provide examples of these in action.
- How do you prefer to communicate and collaborate with team members?
- Discuss your communication style honestly, including any preferences or accommodations that help you interact more effectively. This can include your preference for written communication, the need for clear and structured tasks, or how you manage group settings.
- What kind of work environment do you find most productive?
- Share what environments play to your neurodivergent strengths. For instance, you might thrive in quiet spaces, or perhaps dynamic, fast-paced settings energize you and enhance your ability to produce excellent results.
- Do you require any specific accommodations to perform your job effectively?
- Be prepared to explain any accommodations you might need, such as a flexible schedule, the option to work from home on brain-drain days, or technical tools that help you manage your tasks more effectively. Emphasize how these accommodations contribute to your productivity and job satisfaction.
By preparing responses to these questions, you can ensure that your neurodivergence is understood as an integral part of your professional profile, not as a limitation. This preparation not only makes you appear more confident and self-aware but also helps potential employers recognize the value you can bring to their organization.
Strategy Four – Know Your Rights
While it’s better to emphasize your time more on preparing successfully to answer the job interview questions, we do also recommend that you spend a few minutes researching your legal rights regarding disability disclosure and accommodations in the workplace.
In most regions, you are not required to disclose any medical or disability information unless you choose to request accommodations. Knowing these rights can help you navigate how much to share and protect you from discriminatory practices.
Start by visiting the websites of your government labor or employment departments, which often provide guidelines and resources about disability rights at work. Search out organizations dedicated to disability rights or neurodivergence in your community, as they may also publish up-to-date information and practical guides that can clarify what accommodations might be considered reasonable and how to request them. Additionally, consulting with a legal professional who specializes in employment law or disability rights can provide personalized advice tailored to your specific situation and needs.
By investing time to understand these protections and resources, you can approach job interviews and employment discussions more informed and prepared, ensuring you can advocate effectively for yourself in professional settings.
Strategy Five – Seeking Work in Supportive Environments
Our final strategy takes place before the job interview is ever scheduled.
Identifying companies that genuinely support neurodivergent employees is key to finding a work environment where you can thrive. Look for employers that have explicit diversity and inclusion policies, and those recognized for their inclusive hiring practices or workplace accommodations. Websites that offer reviews from current or past employees, such as Glassdoor can be useful resources for insights into a company’s culture.
It’s also possible to engage directly with potential employers through informational interviews or pre-interview queries to discuss their culture and support systems. Asking targeted questions about team dynamics, how they handle accommodations or examples of how they’ve supported neurodivergent employees in the past can provide deeper insights into whether a workplace is likely to be supportive. This proactive approach not only helps you filter potential employers but also demonstrates your commitment to finding a mutually beneficial fit.
Additional Resources and Tools
LSA has many different resources to further assist you in your job search and interview preparation; here are just a few options and tools designed to support neurodivergent individuals in career planning:
- How to Find the Right Career Fit When You Have ADHD
- 14 Tips For Managing ADHD (And Neurodivergence) At Work
- Life Skills Advocate Coaching: Work with one of our professional coaches who are help neurodivergent job seekers in managing time, tasks, and interpersonal communications more effectively.
- Inclusive Job Boards: Websites like Mentra and Jobs for Humanity specifically cater to neurodivergent job seekers, offering job listings from employers known for their inclusive practices.
- “Employment Section” of LSA’s Neurodivergent-Friendly Tools & Resources page.
In Conclusion
Remember, every job interview is an opportunity to learn and refine your approach. Start by reflecting on these strategies and consider how you can apply them in your next job interview. Practice discussing your neurodivergence with friends or mentors and seek feedback to refine your approach. Your neurodivergence is a strength—embrace it as you step into your career journey.
Whether it’s adjusting how you communicate your strengths or finding better ways to articulate your accommodation needs, focusing on improvement and treating each interview as an opportunity to grow will help you find the right job that appreciates and utilizes your unique talents.
TL;DR – (Too Long, Didn’t Read)
Successfully navigating a job interview as a neurodivergent individual involves not only understanding and articulating your unique strengths but also being aware of the right timing and context to discuss your needs and abilities. By employing the strategies outlined in this post—from timing your disclosure to understanding your legal rights and seeking supportive environments—you’re better equipped to present yourself as a valuable candidate who brings unique perspectives and skills to the table.
Further Reading
- CNBC – JPMorgan Chase, Microsoft among growing number of companies turning to neurodiverse workers to help meet need for talent
- Deloitte – A Rising Tide Lifts All Boats: Creating a better work environment for all by embracing neurodiversity
- Forbes Magazine – Neurodiversity In The Workplace: Why It’s An Asset, Not A Liability
- Glassdoor
- Harvard Business Review – Neurodiversity as Competitive Advantage
- Jobs for Humanity
- Life Skills Advocate Coaching
- Life Skills Advocate – How to Find the Right Career Fit When You Have ADHD
- Life Skills Advocate – 14 Tips For Managing ADHD (And Neurodivergence) At Work
- Mentra