www.som360.org/es
All answers
- In what areas do neurodivergent people perform best?
- Why are there higher unemployment rates among neurodivergent people?
- Are companies prepared to consider neurodiversity?
- What are the strengths of neurodivergent people in a work environment?
- What are the difficulties faced by neurodivergent people in a work environment?
- Do women with neurodivergence have more or fewer difficulties in the workplace?
- What initiatives do you think should be implemented so that neurodiversity is accepted as an asset and not as a deficiency that leads to exclusion?
- Can you give us advice on how to handle a job interview if we are neurodivergent people?
- Should I explain my condition in a job interview, or does the company have the right to ask?
- If I have received a neurodivergent diagnosis as an adult, should I inform my employer? And my teammates?
- How can I connect with the team during the first few days of integration into a new job?
- To what extent is entrepreneurship a better fit than salaried employment for the needs of neurodivergent people?
- What does it mean to be a neuro-inclusive company?
- What can a company adapt to make our work easier? What are the reasonable limits?
- Do basic adaptations have a cost for the company?
- How can we help neurodivergent colleagues?
- How important is the workspace for neurodivergent people?
- Are the adjustments a company can make for neurodivergent people regulated?
Should I explain my condition in a job interview, or does the company have the right to ask?
This is a question that often comes up, and it causes quite a bit of concern. We advise that you carefully consider it from the beginning, especially what your objective is in disclosing your condition. In principle, it shouldn't be a question at all.
- Candidate rights : You have the right not to disclose personal or health-related information that does not directly affect your ability to perform the tasks of the job.
- Company policies : You can establish policies on the disclosure of conditions that might require workplace adaptations.
- Legal regulations : Local laws may protect your privacy and set limits on what employers can ask.
- Personal decision : consider whether sharing your condition can help create a more inclusive work environment or if it is better to keep it private.
It is necessary to know if the company and the people employed are aware of and accept neurodiversity, and also to know why you want to disclose your condition.
It is important to know your rights and the applicable laws in your region before deciding to share personal information in a job interview.
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