Cracking the Code Thriving in Neurodiverse Workplaces

If it makes them uncomfortable, neurodivergent people do not have to disclose their condition to potential employers.

In workplaces with 15 or more employees, the Americans with disability Act prohibits discrimination for disability, even those that are not immediately apparent.

Regardless of disclosure, actions can be performed to evaluate and enhance workplace inclusion.

Self-disclosure, according to Microsoft's Neil Barnett, may promote advocacy and provide comfort during interviews.

Prior to an interview, identifying oneself enables seeking accommodations like agenda previews or additional time.

For applicants with disabilities, the US Equal Employment Opportunity Commission requires appropriate accommodation

Finding out who leads diversity at a firm can provide you insight into how they feel about neurodiversity.

Lack of corporate attention to neurodiversity may be a hint that more inclusive choices need to be investigated.