Many students have questions about the search process for their next internship or job after graduation. This search post challenges for a Neurodiverse individual, who might not know how to determine if a new job is a good fit. Many students also have concerns about requesting reasonable accommodations and whether or not to self-disclose a disability.
We appreciate that this is a complex and individualized decision informed by multiple factors. We invite you to view the following resources created by Duke Career Center.
2. Self-disclosure: Student-Guide-to-Disclosure-in-the-Job-Search.pdf
3. Legal information: Disabilities_Definitions_Laws.pdf
The Career Center’s website also includes further discussion about the pros and cons of disclosure.
A growing number of companies have made a commitment hiring Neurodiverse individuals, recognizing the many important contributions that can be made through innovation and “thinking differently.” Additionally, these companies recognize that the traditional hiring and on-boarding process may put a neurodiverse individual at a disadvantage. In order to level the playing field some companies have chosen to offer alternative interview and on-boarding processes that allow an individual to demonstrate his or her talents in a lower stress way.
While we do not plan to maintain a comprehensive list of companies engaged in this model, below are a few examples that may be of interest.
- The DXC Dandelion Project
- LiNC-IT: Linking North Carolina with Innovative Talent
- Microsoft Autism Hiring Program
- SAP Autism at Work
- Neurodiversity as a Competitive Advantage, Harvard Business Review