Tips on If, When and How to Disclose your Neurodivergence at Work.
It's deeply personal and can make life harder, but it can also make things so much easier.
Introduction
Navigating the corporate world is a complex challenge for anyone, but it can be especially tricky for individuals with neurodiverse conditions like ADHD, autism, dyslexia or other similar traits. One of the most delicate issues to handle is the question of disclosure: if, when and how should you disclose your neurodivergence to your employer or colleagues? The decision can have significant implications for your career trajectory, personal development and well-being. This blog post aims to provide insights and practical tips to help you make informed choices in this regard - it is based purely on my own experience!
Pros and Cons of Disclosure
Before diving into the "when" and "how," it's crucial to understand the potential advantages and disadvantages of disclosing your neurodiverse condition.
Pros
Accommodations: Many countries have laws requiring employers to make reasonable accommodations for employees with disabilities or neurodiverse conditions.
Understanding: Disclosure may foster a more understanding and empathetic workplace environment.
Authenticity: Being open about your condition allows you to be yourself, reducing stress related to hiding your struggles.
Cons
Stigma: Despite advances in understanding neurodiversity, prejudice still exists.
Overfocus on Condition: There’s a risk that colleagues might attribute your work performance solely to your condition.
Privacy: Once disclosed, the information might spread beyond the people you trust.
Factors to Consider Before Disclosing
Timing
During the Interview Process: Generally not recommended unless your condition impacts your ability to perform job tasks.
After Hiring, During Probation: This is a period where both you and your employer are assessing fit. If accommodations are needed, this may be an ideal time.
After Probation: If you feel secure in your job and believe that disclosure will improve your work environment, this may be a good time.
The most important element is that you feel this will have a positive impact on your career and well being. You are under no obligation to disclose, at any stage.
Recipient
Who you tell can be just as important as when you tell. Options typically include HR, your immediate manager, or team members. Understand that colleagues are unlikely to have the same level of understanding on what you’re sharing, you will likely have to take on a role to educate and may be faced with some, well meaning, but hurtful responses.
Legal Considerations
Research the laws in your jurisdiction about disclosing medical or psychological conditions at work. This can guide you on the protections and accommodations you might expect.
Tips on How to Disclose
Prepare Your Case
Compile any evidence or documentation that will help you explain your condition and the type of accommodations that may help you perform better at work. Have a couple of links ready to share where your manager or colleague can go to find more information.
Choose Your Time and Place
Timing is key. Choose a moment when you and the recipient of the disclosure can have an undisturbed conversation.
Be Clear and Concise
Use straightforward language to explain your condition, how it affects you, and what accommodations might be beneficial.
Follow Up
After disclosing, it’s vital to keep the lines of communication open. Check in regularly to ensure that any accommodations are helping and to reassess needs.
Real-world Scenarios and Strategies
Scenario 1: Disclosing to HR
Strategy: Reach out to set up a confidential meeting. Bring documentation and prepare to outline specific accommodations.
Scenario 2: Disclosing to Your Manager
Strategy: Choose a time when both of you are not swamped with work to have an open discussion. Use “I” statements to convey your experience.
Scenario 3: Disclosing to Colleagues
Strategy: This is generally less formal and depends on your comfort level. It might be brought up casually in conversation or may warrant a specific meeting, depending on your relationship.
Conclusion
Disclosing a neurodiverse condition in a corporate setting is a highly personal decision that comes with both risks and rewards. Given the complexity and potential impact, it requires careful thought and planning. Each corporate culture is different, so what works in one environment may not work in another. The key takeaway is to be prepared, do your research, and choose your timing and recipient wisely. Disclosure can open the door to a more inclusive, accommodating, and ultimately successful career in the corporate world.
I’m lucky enough to have a young relation that I’m trying to front load some of the educational lift so they won’t need to do as much.. That's my drive… What is yours?