"The ADA prohibits discrimination on the basis of disability in employment, State and local government, public accommodations, commercial facilities, transportation, and telecommunications. It also applies to the United States Congress.
To be protected by the ADA, one must have a disability or have a relationship or association with an individual with a disability. An individual with a disability is defined by the ADA as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. The ADA does not specifically name all of the impairments that are covered."
- ADA.gov
"The ADA is the most fundamental law protecting the civil rights of people with all types of disabilities, including those with autism. The ADA provides civil rights protections to people with autism similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion."
- Autism Society, Fact Sheet 2021
Neurodiverse individuals face many stereotypes and biases, and disclosing can be scary. It is an individuals choice to disclose to an employer if you are neurodiverse or need accommodations. Below are articles and information to help you make your decision.
Where do you believe the company has the most opportunity to improve DEI and accessibility efforts?
How often does this company attend workplace bias checks and awareness trainings?
How receptive is the company to new ideas, different perspectives, and change?
What kind of flexible working environments does the company support?
Are employees required to attend workplace gatherings?
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