update: HR says I have a moral obligation to tell everyone I’m autistic

This post was written by Alison Green and published on Ask a Manager.

It’s a special “where are you now?” season at Ask a Manager and I’m running updates from people who had their letters here answered in the past.

There will be more posts than usual this week, so keep checking back throughout the day — there’s still more to come.

Remember the letter-writer who was told by HR that they had a moral obligation to tell everyone they’re autistic? Here’s the update.

Firstly, thank you so much for your response to my letter, and to all the commenters. It was incredibly reassuring and did give me the strength to raise the issue with the interim CEO. One of the commenters, also autistic, said that they felt autistics could be especially vulnerable to emotional manipulation and the feeling that we are always in the wrong — I think that’s partly why I was so twisted up about it and unsure what to do.

I think a lot of people wanted some serious consequences for Jane, which didn’t happen as I didn’t really want that. I could see that she was doing good in some other ways (I’ll explain further down!). I spoke to the interim CEO, who suggested a mediated conversation with an autistic counselor. They were able to express the issues in a much better way than I could have, and Jane apologized. I think she also got a warning from the CEO. She’s since been on a training course with an autistic charity, and we’ve had some really good conversations about autism and how it affects me.

As I said in the letter, the company had a lot of issues relating to discrimination against neurodivergent and black employees especially, and a lot of it stemmed from two members of senior management. Even while the above was going on, Jane was starting to work on that. Those two individuals have now both left the company — one was fired, and one saw the writing on the wall and resigned. It was a stressful period (the one who was fired raised several retaliatory grievances, including against Jane and the interim CEO) but now thankfully is over.

With them gone, we’ve started a DEI audit which will hopefully lead to new policies and training for all staff. I have started to be a little more open about being autistic, but haven’t yet made any company-wide announcements!

Part of Jane’s frustration came from hearing real distress from some of our employees, and feeling that I was part of the senior management and not doing anything about it. I know she was definitely in the wrong to let this lead her to tell someone I was autistic and then telling me that I had a responsibility to share this (and she now agrees and has apologized!) but I do also want to try and be stronger in future in challenging discrimination if I’m in a similar position again (hopefully not).

Thank you so much again for your reply. I was feeling really low but speaking to the interim CEO and Jane, while stressful at the time, ended up with everything in a much better place – and I’m not sure I would have done that without you and all the comments!