I have a question for anyone who works in HR.

10 Comments

1. AnonymousApril 9,2025 at 2:03AM UTC

   It is illegal to discriminate in hiring based on disability. However, you'd have to be able to prove that was the reason you weren't hired.

2. Tina MorenoApril 9,2025 at 6:57PM UTC

   This is such an important question, and I appreciate you bringing it up. As someone who works in HR, here’s how I would approach it:

   First, you’re never required to disclose a medical condition or disability—including autism—during an interview, unless you are requesting an accommodation that would directly impact the interview process or the way you perform a core function of the role. In that case, it’s best to connect with HR directly to understand what accommodations are available and how the process works.

   When you're asked about strengths and areas for improvement (I prefer this language over “weaknesses”), the focus should always be on job-relevant skills and behaviors. Talk about things you’re great at and things you're actively improving, especially if you've made real progress. Autism isn’t a weakness—and it’s not automatically a strength either—it’s a part of who you are that may influence how you work, not whether you can do the job.

   Legally, employers cannot discriminate against someone on the basis of a disability if they are otherwise qualified to perform the essential functions of the role, with or without reasonable accommodations (this is protected under the Americans with Disabilities Act in the U.S.). That said, not all employers are educated or inclusive in practice—so you need to be informed, confident, and empowered before entering the interview process.

   If you are on the spectrum, I strongly encourage you to research interview tips, disclosure strategies, and workplace accommodation rights specific to autism. There are excellent resources and communities out there that can help you prepare so you can showcase your talent and advocate for what you need to succeed.

   You are not obligated to lead with your diagnosis. Lead with your value.

3. Krystin MorganApril 11,2025 at 7:00PM UTC

   This is exactly what I would have said, but you said it a lot better than I probably would have. :)

4. AnonymousApril 10,2025 at 2:26PM UTC

   Merit-based hiring is DEI using a different name (and without quotas). They still state that they will not discriminate based on anything illegal to do (race, gender, disability, sexual orientation, etc.), so it is crucial to understand how you are covered under ADA. Do not say Autism is a weakness, because it is not. It is a disability, and you should NEVER disclose it during an interview unless you are also asking for an accommodation (like others have said). If it generates a weakness (like a personality quirk), explain it that way. "I sometimes get frustrated when I don't completely understand something, but I counter that with [what you do when you don't understand something]" works better than "I have a problem understanding things sometimes." Always follow the weakness with a comma to explain what you are doing about it.

5. AnonymousApril 11,2025 at 3:00PM UTC

   The OP asked about the interview/hiring process, not policies regarding accommodation or consequences for existing employees.

6. AnonymousApril 11,2025 at 3:52PM UTC

   DEI is only being eliminated in companies that do not want to do the right thing. Yes, it seems to be top of mind at the moment because of our difficult political stance. Find an employer who always chooses the right way to hire and promote those who have the skills to do the job. Ask the right questions and don't reveal your health situation to any employer unless you need to for an accommodation after being hired. When asked about your strengths and weaknesses the best response is to let the prospective employer know what you are good at, at work. Then let them know that where you are weak is being unprepared in a new work environment by not being given clear direction for tasks ahead. Or something simple like that. No need to point to anything negative, that question is a trick one and really does not ever amount to any good information that is useful to let them know why you are good (or not) for a role. This is written from an HR/legal perspective.

7. anon4653April 12,2025 at 12:52PM UTC

   companies may be getting rid of internal DEI programs, but Congress has not repealed laws that prevent discrimination such as Title VII (gender, race, national origin, color, religion) or the ADA (disabilities) or the ADEA (age). It is still unlawful to discriminate based on these protected categories. So no, a company cannot refuse to hire someone who is able to perform the job with a reasonable accommodation because of a disability.

8. AnonymousApril 12,2025 at 2:17PM UTC

   Yes, and with the Eeoc being eliminated and many laws being repealed. The disabled community will be greatly affected.

9. AnonymousApril 12,2025 at 4:07PM UTC

   As someone in HR and Talent Acquisition, please don’t use this answer in your interview. Even if the EEOC and DEI efforts were continually supported, it opens the door for discrimination. The only major difference will be that the HM would be able to say that’s why they’re turning you down vs a made up answer.

10. R McArApril 13,2025 at 12:24PM UTC

    "Autism" isn't an appropriate answer to an employers questions regarding strengths and weaknesses as that's not what they're referring to. They're looking for qualities like punctuality, flexibility, perfectionism - even weaknesses shouldn't be framed as weaknesses. They're not looking for you to divulge medical diagnosis as it's inappropriate to do so.

    Even if it was appropriate to answer that way, declaring whether autism is a strength or a weakness is a slippery slope?