NeuroTactics @WORK

Unfortunately, the answer for many of us is – we (or someone we know) has disclosed before, and suffered for it. Or perhaps we’ve seen the other ways discrimination has filtered in to our workplace (unconscious or not). You may simply not want to be treated differently from your colleagues.

Research has shown that people with hidden disabilities (like autism and ADHD) are also at risk of worse employment outcomes than their peers. Autistic individuals are more likely than their neurotypical peers to be un/underemployed, overqualified and/or overeducated . They are also more likely to be at risk for chronic stress conditions and burnout.

However, many neurodivergent people I’ve spoken have found that keeping their diagnosis as a “dirty secret” is distressing as they don’t feel like their authentic self. They are also unable to make adjustments to their work processes or ask for accommodations without disclosing. Perhaps there would be a more efficient way for them to work, however this would require being very vulnerable without a guarantee of safety. 

Here are some things to consider before jumping in to disclosing your neurodivergence, and some tips to disclose safely.

 The most successful time I disclosed my neurodiversity was to a supportive manager with limited experience with neurodiversity. 

Knowing she had limited knowledge, I got a few wins under my belt, and then chose to disclose my support needs little by little, until I had fully disclosed my AuADHD status. I showed my strengths and explained how small adjustments to process and small accommodations could improve my performance.

First, I shared that I had a disorder that affected my working memory and flagged that there were a few processes I wanted help reviewing so I didn’t miss things.

Later, when my boss was more comfortable with making accommodations here and there, I shared my full diagnosis, and talked through what it meant.

I was very careful to share this when I was still performing well (rather than when I was in crisis/had made a big mistake). I also made a point to discuss both the strengths and weaknesses of my brain, and to keep an emphasis on my own accountability (while still acknowledging that I will need support at times). 

I was very lucky to have a manager who was empathetic and a fabulous leader, however this was also a corporate workplace so processes and documentation were my friend.

For instance, when I had a period where my ADHD symptoms were very severe (yay perimenopause!) I flagged this with my manager and we put in place additional review processes and meetings for a period of time. After a while (when my symptoms had resolved somewhat) some of the processes we dropped (bye additional meetings) while some of the processes actually benefited the full team and were kept (inclusivity win!).

I also discussed my support needs, wins and accommodations in formal reviews so that there was documentation of my disability in the company record. This wasn’t needed but always something to consider.