Disclosing a neurodiversity diagnosis — such as attention deficit hyperactivity disorder (ADHD), autism or dyslexia — can be a pivotal moment in one’s career. It holds the potential to unlock greater understanding and support but also requires careful thought and strategy.
As you navigate this journey, understanding the landscape of neurodiversity disclosure can pave the way for a more inclusive and empowered workplace.
When to consider disclosing your neurodiversity
Determining the right time to disclose your neurodiversity at work depends on several factors.
- Whether you feel ready: Before disclosing, take the time to think about what you want to achieve. Having clear goals can guide your conversation, whether it’s specific accommodations, greater understanding from colleagues or a more inclusive work environment. Take the time to reflect on your own comfort level and readiness to share this aspect of your identity. Consider what you hope to gain from disclosing and how it might impact your work and relationships.
- Whether you have a supportive workplace to disclose to: Assess the inclusivity and openness of your workplace. A supportive and understanding culture can make disclosure easier and more beneficial.
- Whether you have sufficient support outside of work: Connect with neurodiversity advocacy groups or professional networks. They can provide valuable resources, support and advice on navigating disclosure. Neurodiversity programs can also help navigate challenges and develop a sense of community with fellow members.
- Whether you need help to be your best self in the workplace: If your neurodiversity impacts your job performance or if you require specific accommodations, timely disclosure can be essential to receive the necessary support. This support might include flexible work hours, noise-canceling headphones, written instructions or a quiet workspace. The goal is to support you in performing your job effectively.
How to navigate disclosing neurodiversity at work
When you’re ready to share your diagnosis at work, your approach is crucial. Here are some practical steps to guide you.
1. Reflect on your message and goals
Preparing your message before your actual meetup will help you feel more confident, which can make the disclosure process that much easier. Think about how you will clearly articulate your neurodiversity, how it affects your work and what accommodations, or support you need.
Focus your message on how these accommodations will enable you to perform at your best. It’ll be clear to your employer that it’s in their best interest to support you if you tie any requests into tangible things like productivity levels. Even if your employer isn’t typically the most accommodating, no one can argue with the fact that disengaged employees cost UK businesses an average of £340 billion each year, meaning increasing your comfort and engagement is a no-brainer.
2. Decide who to tell
Who you disclose your diagnosis to is a big decision and a highly personal one. Some people may feel comfortable with their neurodiversity being known around the workplace. Others may want to give only the most need-to-know individuals access to that information.
Envisioning what you’re hoping to get out of the conversation may give you clarity as to who you should tell. For example, if you’re hoping for longer deadlines for a work project, a direct supervisor might be able to be of more help. However, if you’re requesting larger accommodations or have a discrimination complaint, an HR representative would be the best option.
Ultimately, the choice depends on the nature of your workplace and who can best provide the support you need.
3. Know your rights
As an individual with a neurodevelopmental disability, you have certain rights afforded to you, which will depend on where in the world you live. For example, the Americans with Disabilities Act (ADA) in the U.S. obligates employers to provide reasonable accommodations for employees. In the UK, the Disabilities Discrimination Act (DDA) provides similar protections, obligating employers to provide reasonable adjustments and taking steps to prevent discrimination.
Beyond disability-specific laws, you also have universal rights as a human in the workplace. For example, as stated in the UN’s Universal Declaration of Human Rights, everyone has the right to privacy and the right to avoid having their privacy interfered upon. Thus, the only people your employer should be talking to about your disability are those you chose to allow them to tell. This fact can be empowering for neurodivergent people who might be afraid of their diagnosis being gossipped about in the workplace.
Not every workplace, however, is as familiar with those rights as others. By knowing your own rights, you can remain confident throughout the process and can speak up and take action if you see those rights being violated.
4. Time it right
Select an appropriate time for the conversation, ideally when you and the recipient can have an uninterrupted discussion.
Block off more time than you think you’ll need to ensure your conversation isn’t stopped abruptly by the other person needing to hop into a different meeting or by someone else waiting to use the conference room. Disclosing a disability can be an emotional time, and the words might not come easily. Having more time than you need can help take some of the pressure off of getting all the words right immediately.
5. Speak clearly about your needs
Communication barriers are a common challenge when neurodivergent employees seek to share their experiences. Try to be as clear as possible when communicating your needs and how meeting these needs will help you succeed in your role.
Be open to discussing potential solutions and compromises with your employer. The road to successful workplace accommodations is a process and involves continual collaboration between you and anyone else involved.
If you’re worried about forgetting something during your conversation, feel free to write down and bring a list of what you want to cover. You could also first meet with a doctor or therapist to discuss what you might want to say and have them draft up a doctor’s note with their recommendations.
6. Document your disclosure
Keep a written record of your disclosure and any agreements made in the workplace. Take notes during the conversation, and consider reading back any action items afterwards to the person to whom you’re disclosing so that you’re both on the same page.
This practice can be helpful for future reference and to ensure mutual understanding. Further, if your employer decides to ignore your request or if they violate your rights, you have a paper trail of your discussion that can be used by your HR representative or a legal professional.
Creating an inclusive workplace together
Navigating the disclosure of neurodiversity at work is a personal journey that requires careful consideration and planning. You can foster a more inclusive and supportive work environment by understanding your rights, preparing your message and choosing the right time and person
to disclose to. Leaders and professionals have a crucial role in embracing neurodiversity and creating a culture where everyone can thrive.
Take the time to reflect on your needs and goals, seek support, and approach the disclosure process with clarity and confidence. Workplaces that accept and celebrate neurodiversity unlock the full potential of every individual.
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