Manager using pre-disclosure performance data to fail probation
🧭 worksocial problemSingle report ●●●●●
A Junior Consultant reports that their manager is threatening to fail their probation based on performance feedback from before the employee disclosed their autism, despite the employee having a clean performance record since implementing accommodations.
What people do today
- Using live transcripts for meetings
- Using a proposed plan tool for tasks
- Seeking positive feedback from other managers
🔧 Fix this
Ideas a builder, maker or community group could start on:
- A template for a 'Performance Contextualization Memo' that helps employees formally document how accommodations changed their output.
- A peer-support network or advocacy service that helps neurodivergent employees navigate HR conversations regarding retroactive performance reviews.
- A policy proposal for firms to implement 'accommodation-aware' performance reviews that separate pre-disclosure and post-disclosure data.
Real voices
“I’m terrified he’s going to say, You should have told Elise in 2025 so she could have managed you better. Because you didn't, these 'errors' are now on your formal record, and I have to fail your probation.”
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