(indirect) discrimination of disablity at interview?

Comms69 wrote: »

But what's the job? Presumably they asked all applicants these questions. I think - In their opinion you would not, even with reasonable adjustments, be able to do the job.

That's not discrimination.

Call centre staff which I already have almost 6 years experience in of which one was for a medical based role and I dealt with sick and bereaved customers so needed empathy for the role.


Some of the questions asked things like "do you find life enjoyable" Others are more understandable like "do you effectively work with people" Then there was ones about coping with stress, motivation and such


The pre interview email did outright state the interview questions would be based on my responses to the questionaire so they would of had to choose ones that stood out which of course were related to issues with my autism as they never asked me questions on the purely work related questions/answers.


I can understand why they focus on certain questions but the ones they did I struggled with due to my various disabilities autism being one of them which don't reflect my actual work skills.

Brynsam wrote: »

It may have been designed to weed out unsuitable candidates, not catch them out.

If the ability to empathise, understand emotions etc is important in the role you applied for, it is a bit difficult to see how you would be comfortable in such an environment. Choosing the best person for the job is good commercial sense on the part of a prospective employer, not discrimination.

I am actually very empathetic thats something I see as a positive I even gave an example at the interview but was difficult since they wanted short and direct answers not like a regular interview I was praised at former call centre due to how good I was and how I would get customers ring back just to praise my performance and even the supervisors/managers said I went above and beyond.


What I believe happened is in a interview setting I cannot show my actual skills, I admit to being more anxious when being assessed as unlike the actual training and workplace you don't know company policies and can't use computer to get information.

PasturesNew wrote: »

In all honesty, if the role needed those skills you'd have been unhappy if you'd been picked without that test to "weed you out" as they become dissatisfied with you when you failed to respond in a way they expected.

With such a rigid and fixed HR recruiting process, it's probably done you a favour as maybe their environment wouldn't have been "for you" in the medium-long term and would have just made you unhappy and feeling like poo for not being able to operate in a way they automatically expected.

It's not you .... it's the system.
I, too, am on the scale and would rather "be out of it" and not find myself unhappy and floundering in a role that depended in any way on the interpretation of the random and bizarre behaviours of NTs.

With my autism my main flaw is self awareness of my own emotions and certain types of picking up other peoples if someone asks me how I felt I would say fine even if I was drained or having a bad day because I was coping, if someone else was coping even though they were stressed it would be hard for me to pick up on apart from a few small noticable things like certain body movements, tone of voice all that the issue would be would I could not tell how severe their problem was just they had one unless they were clearly agitated.

In a call centre enviroment you can hear peoples anxieties, from things like tone and speed of voice, if they are irate and from what they tell you on phone.

I knew I can do the role as its pretty much the same as my years of experience which I was praised for at each call centre I worked out just been out of work a few years after I lost last job as the company closed and my partner died a few months later.