Disability employment legal rights clarification request - Asperger Syndrome

I have Asperger Syndrome, which in brief affects my ability to communicate socially in face-to-face situations. Employer used a competency-based interview, and surprise surprise, the competencies which relate directly to my disability (team work, and customer appreciation) are both highlighted as my weak points. As these relate to social communication, it is clear that these are related to my disability. Otherwise the employer said I was good with the technical side of things, i.e. the big part of the job.

I know some will go "come off it" and so on, but this problem follows me wherever I go seeking work, even for unskilled positions where you would not imagine great dexterity with these skills is required. I am nearly 31 and have never had a paid job, despite best efforts otherwise, but have good University qualifications, and have volunteered on occasions. I am currently not on any benefits. This is a big barrier to any kind of work. It seems this barrier will persist till the day I die. I am desperate for that first job, whatever it is.

I thought some theoretical examples might help illustrate my point.

Ok so let's start with a stupid example. Someone may be good at the skill of soldering - say for example someone else argues the reason they are unable solder, is that they have a disability which makes soldering difficult for them, and they demand a job soldering because they have a disability that means they find it difficult. This is a situation that I doubt will ever arise. Firstly, the person is unlikely to want to engage in such a role because they are unlikely to enjoy it. But in such a situation I suspect an employment tribunal is unlikely to help.

Wheelchair bound person applies for a job, employer says "can't work here, no lift or ramps and you have to climb some stairs". Equality Act 2010 says reasonable adjustments such as ramps must be installed. In such a situation, I suspect it highly likely an employment tribunal would help?

In my case I apply for jobs and competencies relating to my disability are judged as being not of the required standard for the post. I can understand why employers do this, they want someone who is able to fulfil all possible parts of the role. However, I feel I have been treated unfairly as the decision relates to skills dependent on my disability which is something I cannot control, rather than skills I either have or don't have. I am not completely incapable and I feel I would have managed with the side of work for which the competencies relate. It's not like I applied for a position in a call centre or sales where I would be using such skills minute by minute. I applied because I knew I had strengths in the technical side, as the employer stated in feedback. I feel the employer could reasonably anticipate I would have these difficulties as I requested adjustments for interview, which they provided, and disclosed the nature of my difficulties - and I would call to question why they bothered to offer an interview in the first place, unless it's just to keep their positive about disability two ticks accreditation. I feel there are reasonable adjustments which could be made to accommodate my difficulties if they pose as much of an issue as they suggest they will, such as taking on another employee's work, in return for them completing tasks I find difficult. I am unsure how I will ever get experience at these skills, if I am continually knocked back by employers.

So which is my case closest to - the person with the soldering disability, or the wheelchair user? I would argue it is closer to that of the wheelchair user. I have the technical ability to perform the technical tasks, and I would argue this is the big hurdle as I doubt there are a very large number out there who would have the technical ability. Although I might not be great at team-work or customer service, I am not completely incapable. My University qualifications also prove this to be the case. It is a difficulty with which I may require some reasonable adjustments, and merely providing the opportunity to engage in these skills may provide an opportunity through which to get better at them. I just need that "little ramp" and "height adjustable desk" to help me do my job. Had I not had the technical skill whatsoever, then I would be the soldering disability person.

A previous employment tribunal case, Hewett V Motorola Ltd 2004 (word document)

Mr Hewett, an engineer, had Asperger’s Syndrome. He took out a grievance regarding his appraisal ranking of SI (some improvement) as opposed to ME (meets expectations). He was criticised as being over-sensitive to banter (a manifestation of his disability). Mr Hewett went off sick in June 2002. In July, the employer began disciplinary action against him for his failure to attend work, although it abandoned this after Mr Hewett challenged its appropriateness. When his sick pay entitlement ran out and the company refused to continue it, Mr Hewett resigned.

The tribunal found the company had failed to make reasonable adjustments, eg adjusting his appraisal score to ME, adjusting the way he was questioned during the grievance to reflect the fact that he becomes stressed when he is cross-examined, and continuing to pay sick-pay because his absences were disability-related.

Source: http://www.hief.org.uk/sitebuildercontent/sitebuilderfiles/hieftoolkit7.pdf

This case seems to suggest a possible reasonable adjustment is to consider competencies relating to disability as meeting expectations. For example things like team-work skills. Is this a reasonable interpretation? Could this extend to recruitment practices also?

Thanks in advance.