Hi, I’m Brett, the AudHD Boss, and I’m here to help you navigate the challenges and opportunities of being ADHD and autistic in the corporate workplace. One of the most common questions I receive is: Should I share my ADHD and autism diagnosis at work?
This question is deeply personal and complex, and there’s no one-size-fits-all answer. In this blog post, I’ll explore some key considerations to help you make the best decision for yourself.
Evaluating Your Work Environment
Before deciding whether to disclose your diagnosis, reflect on:
- What would you like to have coming out of this experience?
- Do I feel safe sharing this information?
Evaluate the inclusivity of your workplace. Is it a supportive environment where you can be open about your neurodivergence without fear of judgment or discrimination? - How well do I know the people I’d be sharing with?
Understanding your colleagues’ (or even your boss’s) attitudes towards mental health and neurodiversity can help you gauge their likely response. If you’re unsure, observe how they talk about or treat other neurodivergent individuals or mental health issues as a way to test the waters.
Defining Your Goals for Disclosure
Knowing why you want to disclose your ADHD and autism diagnosis can clarify your decision. Consider these motivations:
- Seeking support:
If you’re looking for emotional or professional support, sharing your diagnosis might help you find allies and understanding in the workplace. - Building better workplace relationships:
Sometimes, sharing your neurodivergence can foster better communication and collaboration with colleagues who may have similar experiences or who appreciate knowing more about how you work best. - Requesting accommodations:
Disclosure is often necessary when you need specific accommodations to do your job effectively. In these cases, sharing your diagnosis can help set up a supportive structure.
Sharing with Colleagues vs. Sharing with Your Boss
Disclosing to colleagues is different from sharing with your boss, and each situation has unique considerations:
- Colleagues:
Conversations with coworkers can be informal. If you share with a colleague, think about how much you want them to know and what you hope to gain from the discussion. Are you looking to build camaraderie, share experiences, or find mutual support? - Bosses:
When sharing with a boss, the conversation might be more about your job performance and how your neurodivergence affects your work. Be prepared for questions about accommodations or how your diagnosis may influence your role.
My Personal Experience with Disclosure
When I first considered sharing my ADHD and autism diagnosis, I was nervous. I worried about being treated differently or facing negative reactions. However, I decided to share because I wanted to be a resource for others and to advocate for a strengths-based approach to neurodiversity. My experience has varied—some people were understanding, some shared that they too were neurodivergent, while others were indifferent.
Managing Negative Reactions
Unfortunately, not everyone responds positively to disclosure. Some might minimize your experiences by saying things like, “Oh, everyone has those moments.” Here are some strategies for dealing with negative reactions:
- Set boundaries:
Decide how much time and energy you want to spend educating others. It’s okay to prioritize your well-being over trying to change someone else’s perspective. - Respond with information:
If you feel comfortable, use the opportunity to share accurate information about ADHD and autism. This might help others understand your perspective better. - Redirect the conversation:
If the discussion is not productive, it’s okay to redirect or end the conversation. Protecting your mental health is crucial.
Educating Others About Neurodiversity
If educating others is something you enjoy and feel comfortable doing, consider sharing reliable resources or personal insights. Not everyone understands ADHD and autism, so your perspective can be valuable in promoting a more inclusive and understanding workplace.
However, remember that educating others isn’t a requirement, and it’s perfectly fine to set boundaries and decide not to take on that role.
When to Ask for Accommodations
In some cases, you might need to disclose your diagnosis to request accommodations. For example, if certain tasks are challenging due to ADHD or autism, sharing this information can help your employer understand your needs and provide the support you require. I’ve had to do this myself to overcome specific barriers and find a workflow that suits me better.
Conclusion: Making the Best Decision for You
Ultimately, the choice to disclose your ADHD and autism at work is personal and should be based on your comfort, goals, and the specific dynamics of your workplace. Consider what you want to achieve, how much energy you’re willing to invest, and how disclosure might impact your mental health and work relationships.
Join the Conversation
Have you shared your ADHD or autism diagnosis at work? What was your experience like? I’d love to hear from you. Share your stories and thoughts in the comments below. If you found this blog post helpful, please share it with others who might benefit from this advice. And don’t forget to check out more content on navigating neurodiversity in the workplace!
