Will This Letter Help or Harm Jonathan’s Chances of Getting a Job?
Parent’s name
Address
April 23, 2022
To whom it may concern,
I am writing on behalf of my son Jonathan(last name), who has been invited to an interview for a position with your company. Jonathan has been diagnosed with Autism Spectrum Disorder (ASD), and he does evidence some of the communication challenges and has some behavioural idiosyncrasies typical of autistic individuals (which tend to make a typical job interview challenging for both sides), but he has worked hard on strategies to deal with these things, and he has strengths in other areas that could be of great value.
Jonathan has always loved keeping things neat and tidy, inside or outside. He can often be found sweeping, raking leaves, or shoveling snow for a neighbour without being asked. Having grown up in Tokyo, however, he has not had the experience in driving and using power tools that many young men have had. He may need a little more guidance than a non-ASD individual at the beginning, but he listens well to instructions and has learned to ask questions if he doesn’t understand something. And he is a diligent worker with a high level of attention to detail and doesn’t mind repetitive, what some might consider monotonous tasks.
I would be happy to answer any questions you may have. I can be reached by email at mom’semail@gmail.com or by phone at 587-587-5875.
Thank you for your consideration of Jonathan’s application.
Sincerely,
Jonathan’s mom
This is a letter a well-meaning parent shared with me a couple of years ago. She was advocating for her adult son, Jonathan, who is on the autism spectrum, in hopes of helping him secure employment at a garden shop. On the surface, the letter appears thoughtful and sincere, aiming to inform the employer about Jonathan’s autism and how it might impact the interview process. But does it really help Jonathan’s chances, or could it be doing more harm than good?
As a parent, it's natural to want to protect and support your child, especially when navigating challenges like employment for a neurodivergent individual. However, when it comes to disclosing a disability, particularly in a job application or interview process, context and timing matter significantly.
Let’s break down some of the key points in the letter and explore whether it could help or hurt Jonathan’s chances of getting the job.
What Works:
1. Highlighting Jonathan’s Strengths: The letter does a good job of showcasing some of Jonathan's strong traits. His attention to detail, enjoyment of repetitive tasks, and willingness to help neighbors with physical tasks like raking leaves or shoveling snow are all relevant skills for a position in a garden shop. These are qualities an employer would find valuable, especially for a role that involves maintaining cleanliness and organizing items in a shop or garden setting.
2. Acknowledging Communication Challenges: The letter provides a helpful explanation that Jonathan might face communication barriers due to his autism, which could be beneficial in setting realistic expectations for the interview. It’s important for employers to understand that neurodivergent individuals may communicate differently, and the letter makes an effort to introduce this idea in a respectful way.
Where It Could Harm Jonathan’s Chances:
1. Parent’s Involvement in the Process:
One potential red flag for an employer is the fact that the letter comes from a parent, rather than Jonathan himself. This could inadvertently send the message that Jonathan isn’t capable of advocating for himself or handling the responsibilities of a job independently. Employers generally expect to communicate directly with the candidate, particularly for adult jobseekers. Autonomy and self-advocacy are key traits in the workplace, and receiving a letter from a parent might make the employer question Jonathan's readiness for the job.
2. Focusing Too Much on Deficits:
While the letter aims to help the employer understand Jonathan's challenges, it may unintentionally highlight his limitations more than his strengths. Mentioning his lack of experience with power tools or his need for additional guidance could make the employer view him as a liability, especially in a competitive job market. It's crucial to frame challenges in a way that emphasizes how Jonathan can overcome them or how they do not hinder his ability to perform the core tasks of the job.
3. Timing of Disclosure:
The letter discloses Jonathan's autism and his specific needs even before the interview takes place. While early disclosure can be helpful in certain contexts, it is not always necessary or beneficial. In fact, it might be better for Jonathan to wait until after receiving a job offer to disclose his autism, allowing him to prove his qualifications first. This way, the focus remains on his ability to do the job rather than on preconceived notions about his disability.
The Great Disclosure Debate
This case brings us to the heart of a common dilemma for neurodivergent jobseekers and their advocates: when and how to disclose a disability like autism. While disclosing a condition early in the hiring process can lead to necessary accommodations, it can also expose the candidate to unconscious bias or assumptions about their abilities.
At our upcoming webinar on October 22, 2024, "The Great Disclosure Debate: Assisting Neurodivergent Students with Decisions Around Disclosure," we’ll delve into this very topic. We’ll explore how and when to disclose, the pros and cons of early versus later disclosure, and real-world strategies for helping neurodivergent jobseekers navigate the hiring process with confidence.
This webinar is designed for Career Development Professionals working with neurodivergent students in post-secondary institutions. You’ll walk away with practical tools and insights to guide your students as they make critical decisions around disclosure—decisions that can make or break their chances of securing meaningful employment.
Key Components from the Webinar:
How to help neurodivergent jobseekers weigh the risks and benefits of disclosure
Strategies for framing disclosure in a way that highlights strengths, not just challenges
Real-world case studies, like Jonathan’s, to illustrate the impact of disclosure decisions
Join us on October 22 at 10:00 AM MT for this informative and actionable session.
First 50 registrants get 15% off, so don’t miss out!
Click here to register now; https://www.nextlevelasdconsult.com/disclosure-webinar
Let’s ensure neurodivergent individuals like Jonathan have the best shot at achieving their employment goals.