Neurodivergence and Ex convict: Discussing to an employer- Some Do's and Don't

Navigating the workplace as a neurodivergent individual with a history of incarceration can present unique challenges. It's important to approach these discussions with potential or current employers thoughtfully, balancing transparency with professionalism. Here's a guide to help you navigate these conversations effectively.

Do's

1. Do Prepare in Advance

   • Know Your Rights: Understand the legal protections in place for both neurodivergence and ex-convict status. For example, the Americans with Disabilities Act (ADA) in the U.S. protects against discrimination based on disability, which includes many forms of neurodivergence.
   • Practice Your Explanation: Prepare a brief, clear explanation of your neurodivergence and/or ex-convict status, focusing on how you’ve grown and what you bring to the role. Rehearse what you plan to say to ensure you’re comfortable with the conversation.

2. Do Focus on Your Strengths

   • Highlight Skills and Achievements: Emphasize your strengths, skills, and the positive attributes you bring to the workplace. For instance, if your neurodivergence allows you to excel in areas like problem-solving, attention to detail, or creativity, make sure to mention these.
   • Discuss Rehabilitation and Growth: If applicable, share how you’ve grown since your conviction. Highlight any rehabilitation efforts, education, or work experience gained during or after your incarceration. This shows resilience and a commitment to personal development.

3. Do Be Honest, But Strategic

   • Disclose Selectively: You are not obligated to disclose either your neurodivergence or ex-convict status unless it directly impacts your ability to perform the job. If you do choose to disclose, be honest but keep the focus on how you’ve learned to manage challenges and thrive in the workplace.
   • Link to Job Requirements: If disclosing your neurodivergence, explain how it relates to your job performance and what accommodations, if any, you may need. Focus on how these accommodations can help you excel in your role.

4. Do Request Reasonable Accommodations

   • Know What You Need: If you require specific accommodations to perform your job effectively, be clear and specific about what you need. This could include adjustments to your work environment, communication style, or flexibility in tasks.
   • Frame Accommodations Positively: When discussing accommodations, frame them as tools that will help you contribute more effectively to the team. Explain how these adjustments will enable you to perform at your best.

5. Do Maintain Professionalism

   • Keep It Professional: Approach the conversation with confidence and professionalism. Avoid over-explaining or getting too personal—stick to the facts and how they relate to the job.
   • Be Solution-Oriented: Focus on how you manage your neurodivergence and past challenges. Emphasize your proactive approach to overcoming obstacles and how it has prepared you to succeed in the workplace.

Don'ts

1. Don't Lead with Your Challenges

   • Avoid Starting with Disclosure: Instead of opening the conversation with your neurodivergence or ex-convict status, start by discussing your qualifications, experience, and enthusiasm for the role. If disclosure is necessary, bring it up later in the conversation.
   • Don't Overemphasize Potential Issues: Focus on how you handle challenges, not on the challenges themselves. Avoid dwelling on what might be perceived as negatives—highlight your ability to adapt and succeed instead.

2. Don't Disclose Unnecessarily

   • Assess the Situation: If your neurodivergence or ex-convict status does not directly impact your job performance, you may not need to disclose it at all. Assess the situation and consider whether disclosure is beneficial or necessary.
   • Don't Feel Pressured to Share: You are not required to share details about your past or neurodivergence if it doesn’t affect your ability to do the job. Only disclose if it’s relevant to your work or if you need accommodations.

3. Don't Assume Bias

   • Stay Positive: While it’s natural to be concerned about potential bias, approach the conversation with a positive attitude. Assume the best intentions from your employer and focus on building a constructive dialogue.
   • Don't Apologize for Your Neurodivergence or Past: There’s no need to apologize for who you are or your history. Instead, present your experiences as part of your unique journey that has equipped you with valuable insights and skills.

4. Don't Neglect Your Achievements

   • Don't Downplay Your Successes: Your achievements, both personal and professional, are a testament to your resilience and capabilities. Don’t let the conversation focus solely on your challenges—make sure to highlight your successes.
   • Avoid Minimizing Your Contributions: Be proud of what you bring to the table. Ensure the employer understands the value you add to the team, regardless of your neurodivergence or past.

5. Don't Rush the Conversation

   • Take Your Time: If you decide to disclose, do so at a pace that feels comfortable for you. There’s no need to rush through the explanation. Allow for a thoughtful conversation where you can address any questions or concerns your employer may have.
   • Don't Overwhelm with Information: Provide enough information to explain your situation, but avoid overwhelming your employer with too many details. Keep the conversation focused and relevant to the job.

Discussing neurodivergence and ex-convict status with an employer can be daunting, but with the right approach, it can lead to a positive and productive conversation. By preparing in advance, focusing on your strengths, and maintaining professionalism, you can navigate these discussions confidently and effectively. Remember, your neurodivergence and past experiences are just parts of your story—they don’t define your ability to succeed in the workplace.