Common Career Questions: A Guide for Neurodivergent Students & Students with Disabilities

No. Disclosure is your choice.

There is no requirement to put a disability, diagnosis, or neurodivergence on your resume or disclose it during a typical job application or interview.

You may choose to disclose if doing so would help you:

• Request an accommodation
• Explain a specific workplace need
• Access a disability-focused hiring program
• Help an employer understand how you work best
• Build a more transparent relationship with your supervisor

You may also choose not to disclose.

There is no universally correct decision. The right choice depends on your circumstances, the type of work you’re pursuing, your support needs, and your comfort level.

The Social Security Administration’s Choose Work! Guide to Disability Disclosure explains that disclosure is a personal decision and can happen at different points in the employment process—or not at all.

The U.S. Department of Justice’s Guide for People with Disabilities Seeking Employment also explains your rights related to reasonable accommodations during the hiring process and employment.

Before deciding, ask yourself:

• Would disclosing help me access something I need?
• Am I requesting an accommodation?
• Would disclosure help explain how I work best?
• Do I feel comfortable sharing this information with this employer?
• What information actually needs to be shared?
• Could I explain the accommodation I need without sharing my diagnosis?

You do not owe an employer your entire medical history.

Yes.

If you need an accommodation to participate in the hiring process or perform the essential functions of a job, you can request one.

An accommodation might include:

• A modified interview format
• Additional time for an assessment
• A quieter interview environment
• Assistive technology
• Written instructions
• Flexible scheduling
• A modified work schedule
• Changes to the physical workspace
• Communication adjustments
• Other changes that allow you to perform the essential functions of the job

Under the Americans with Disabilities Act, qualified applicants and employees with disabilities may be entitled to reasonable accommodations unless providing the accommodation would create an undue hardship for the employer.

The Job Accommodation Network (JAN) is another excellent resource for learning about workplace accommodations and exploring possible solutions for specific disabilities and work situations.

You don’t necessarily need to use medical or legal terminology when making a request.

For example:

“I have a disability that affects my ability to process verbal information quickly. Would it be possible for you to provide the interview questions in writing as well?”

The goal is to communicate what you need to participate successfully, not to provide more personal information than necessary

You can ask for them.

The hiring process is part of employment, and reasonable accommodations can apply to interviews, assessments, applications, and other parts of the hiring process.

For example, you might request:

• An accessible interview location
• A virtual interview instead of an in-person interview
• Additional time for a skills assessment
• An interpreter
• Assistive technology
• Written instructions
• A quieter environment
• Alternative ways of demonstrating a skill

If you need an accommodation, you can contact the employer before the interview and explain what adjustment would allow you to participate.

For example:

“I’m looking forward to the interview. I have a disability that makes it difficult for me to process verbal information quickly. Would it be possible to receive the questions in writing during the interview?”

You are advocating for access, not asking for an unfair advantage.

You don’t have to make your disability the center of your professional story.

If you choose to disclose, focus on what you bring to the workplace and what allows you to perform at your best.

For example:

“I work particularly well in environments with clear expectations and written project documentation. That structure allows me to stay organized and produce my strongest work.”

Or:

“One of my strengths is my attention to detail. I tend to notice inconsistencies and patterns that others may overlook, which has been particularly useful in my academic and project work.”

You can discuss a workplace need without necessarily naming a diagnosis.

Think:

Need → Solution → Strength

Some employers may have misconceptions about disability or neurodivergence. That is a reflection of their understanding, not your potential.

Your goal isn’t to convince every employer that you are the right fit.

Your goal is to find opportunities where your skills, working style, and support needs align with the position and workplace.

Think about what you bring to a workplace.

You may have developed:

• Persistence
• Creative problem-solving
• Attention to detail
• Pattern recognition
• Adaptability
• Empathy
• Self-awareness
• Focus
• Written communication
• Technical skills
• Advocacy skills
• The ability to navigate complex systems
• Creative approaches to challenges

You don’t need to present disability as a “superpower,” either. You can simply recognize that your experiences have helped you develop skills that are valuable to employers.

UM’s Career Competencies can help you identify and articulate skills you’ve developed through coursework, employment, extracurricular activities, and other experiences.

Start by looking beyond an employer’s diversity statement.

Look for evidence of accessibility and inclusion in the actual workplace.

Research:

• Does the organization discuss accessibility?
• Does its careers page explain how to request accommodations?
• Does it offer flexible or hybrid work when appropriate?
• Does it have employee resource groups?
• Does it participate in disability-focused employment programs?
• Do current employees describe an inclusive workplace?
• Does the organization demonstrate accessibility in its hiring process?
• Does the job description clearly distinguish essential functions from preferred qualifications?

You can also ask questions during an interview.

For example:

“How does your organization support employees who work differently or need workplace accommodations?”

Or:

“What does your team do to make communication and collaboration accessible to different working styles?”

You’re interviewing the employer, too.

CareerOneStop’s resources for people with disabilities provide career exploration, job search, training, and employment resources specifically for people with disabilities. CareerOneStop is sponsored by the U.S. Department of Labor.

Yes.

There are programs designed specifically to connect students and recent graduates with disabilities to employers and career opportunities.

One example is the U.S. Department of Labor’s Workforce Recruitment Program (WRP), which connects college students and recent graduates with disabilities with federal and private-sector employers.

The WRP provides opportunities to learn about federal employment, participate in career development activities, and connect with employers. For the 2026 cycle, student registration opens August 17.

You can also explore CareerOneStop’s disability employment resources, which include career exploration, training, job search, and local employment resources.

If you receive SSI or SSDI, the Social Security Administration’s Ticket to Work Program offers free, voluntary employment support, including career counseling, job-search assistance, training, and benefits counseling.

Don’t make assumptions about how employment will affect your benefits. Get individualized information before making decisions.

If you receive SSI or SSDI, the rules surrounding work, income, healthcare coverage, and benefits can be complicated.

The Social Security Administration’s Ticket to Work Program provides free employment support to eligible beneficiaries ages 18–64. The program can connect you with Employment Networks and state Vocational Rehabilitation agencies that provide career counseling, job placement, and other employment services.

You can also use the Ticket to Work Find Help tool to locate providers and filter results by services, disability expertise, and whether support is available virtually.

Before accepting a job, consider asking:

• How will my earnings affect my benefits?
• What happens to my healthcare coverage?
• Are there work incentives I qualify for?
• What happens if I need to stop working?
• Can I work part time while transitioning into employment?

Interviewing is a skill, not a measurement of your worth or potential.

If traditional interviews are challenging, preparation can help you focus on communicating your qualifications rather than trying to predict every possible question.

Practice:

• Talking about your strengths
• Describing previous experiences
• Answering behavioral questions
• Explaining why you’re interested in the position
• Asking employers questions
• Discussing projects you’ve completed
• Explaining how you solve problems

Use the STAR method to organize answers:

Situation → Task → Action → Result

You can also prepare a few examples in advance that demonstrate:

• Problem-solving
• Communication
• Teamwork
• Leadership
• Adaptability
• Technical skills
• Conflict resolution
• Organization

If you need an accommodation for the interview, you can request one. The ADA.gov employment guide explains that reasonable accommodations can apply to the hiring process.

Job descriptions can sometimes make positions sound more restrictive than they actually are.

Start by separating the essential functions of a job from the way those functions are traditionally performed.

For example:

“Must be able to communicate with clients.”

That doesn’t necessarily mean you have to communicate exclusively through phone calls or face-to-face meetings.

The actual question might be:

Can you effectively communicate with clients using an appropriate communication method?

Similarly:

“Must work independently.”

Doesn’t necessarily mean:

“You can never ask questions or need written instructions.”

If you’re unsure whether a position is compatible with your needs, talk with a career coach, disability-services professional, or someone currently working in the field.

You can also research potential accommodations through the Job Accommodation Network (JAN).

Don’t reject yourself before an employer has the opportunity to consider you.

You don’t have to disclose your disability to demonstrate the skills you’ve developed from navigating it.

Think about what you’ve learned from solving problems in your own life.

For example:

Experience → Skill → Workplace application

• Navigating accommodations → Self-advocacy → Communicating needs and expectations
• Managing complex schedules → Organization → Project coordination
• Adapting to different environments → Flexibility → Problem-solving
• Finding alternative ways to complete tasks → Creativity → Process improvement
• Navigating accessibility barriers → Systems thinking → Identifying inefficiencies
• Managing competing demands → Prioritization → Time management

You should never feel pressured to frame difficult experiences as positive.

But if an experience helped you develop a skill, you are allowed to recognize that skill as part of your professional story.

You don’t have to wait until you’re applying for jobs.

Career coaching can be especially useful when you are:

• Exploring careers and don’t know where to start
• Unsure whether a career fits your needs
• Trying to identify your strengths
• Deciding whether to disclose a disability
• Preparing to request an accommodation
• Looking for accessible internships or work experiences
• Preparing for an interview
• Building a résumé or LinkedIn profile
• Trying to explain gaps in your employment history
• Looking for disability-inclusive employers
• Transitioning from college into the workforce
• Trying to understand how your skills translate into different careers
• Returning to work after time away
• Navigating concerns about benefits and employment

You can make an appointment with an ELCS career coach here.