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> On the other hand, I feel like it'd be harder to convince higher-ups that hiring Autistics in other roles is at all worthwhile if they can't get through a neu

by mpyne 12y ago

> On the other hand, I feel like it'd be harder to convince higher-ups that hiring Autistics in other roles is at all worthwhile if they can't get through a neurotypical (unaccommodating) hiring process. May not matter what higher-ups think in that regard (at least in the U.S.), as to be compliant with the ADA these companies would have to allow reasonable accomodations if necessary for the disability in question, even for the job interview process. If the job to be hired into doesn't require any further accomodation because it so precisely matches the skillset of the person involved, so much the better.

cpwright 12y ago
I would say that for some of the jobs mentioned, I can perfectly understand that an autistic could function at a high level (developer, tech writer, etc.). However, for an HR or PR job; I have a hard time believing that proper accommodations could be made that would allow them to function as well as someone with more social skills. When the job basically boils down to dealing with people, the vast majority of who will not be autistic; your ability to make eye contact, or be in social situations, is a defining characteristic of the role.
- mpyne 12y ago
  That's fine. That would need to be one of the "bona fide occupational qualifications" contained in the job description for the job you're trying to hire for. For those jobs where the nature of the disability itself prevents someone from being able to accomplish those BFOQs then no accomodation is necessary, nor would you have to hire someone to fill that job. But I was referring to the hiring interview process itself, where it's completely possible to imagine that some assistance would be necessary even though, if hired, the autistic person would be able to complete their job requirements with only reasonable accomodations. Likewise you don't need to provide unreasonable/super costly accomodations. But you can't just ignore ADA either.

by mpyne 12y ago

cpwright 12y ago

I would say that for some of the jobs mentioned, I can perfectly understand that an autistic could function at a high level (developer, tech writer, etc.). However, for an HR or PR job; I have a hard time believing that proper accommodations could be made that would allow them to function as well as someone with more social skills. When the job basically boils down to dealing with people, the vast majority of who will not be autistic; your ability to make eye contact, or be in social situations, is a defining characteristic of the role.

mpyne 12y ago
That's fine. That would need to be one of the "bona fide occupational qualifications" contained in the job description for the job you're trying to hire for. For those jobs where the nature of the disability itself prevents someone from being able to accomplish those BFOQs then no accomodation is necessary, nor would you have to hire someone to fill that job. But I was referring to the hiring interview process itself, where it's completely possible to imagine that some assistance would be necessary even though, if hired, the autistic person would be able to complete their job requirements with only reasonable accomodations. Likewise you don't need to provide unreasonable/super costly accomodations. But you can't just ignore ADA either.