If you’ve told your boss about your ADHD and were met with disbelief or skepticism, you’re not alone. Many neurodivergent employees face this challenge at work, and how you respond can greatly impact your wellbeing and career. Brett, The AUDHD Boss and psychotherapist Dr. Bowen Marshall, PhD, offer actionable advice for navigating these situations and fostering a more inclusive workplace.
Below are highlights from our conversation:
- Understanding Neurophobia in Management: Dr. Bowen explains that resistance to ADHD or autism accommodations often stems from internalized biases and unresolved feelings about neurodivergence. He shares how some managers may unconsciously deny neurodivergence in others because they haven’t come to terms with their own traits.
- The Masking Trap: The conversation highlights the emotional toll of “masking”—where neurodivergent employees hide their traits to fit in. When requests for adjustments are met with disbelief, individuals may feel pressured to mask again, leading to burnout and decreased well-being.
- Power Dynamics & Workplace Equity: Not all neurodivergent leaders are supportive; sometimes, those in power perpetuate demanding or inequitable practices. Power differentials can make it difficult for employees to advocate for themselves, emphasizing the need for emotionally intelligent leadership.
- Communication and Processing Styles: Neurodivergent people may require more time to process information and respond thoughtfully in meetings. Quick answers are often valued in corporate spaces, but embracing deliberative, well-considered input can benefit teams and foster inclusion.
- Actionable Strategies for Advocacy:
- Use “test balloons” to gauge openness about ADHD or autism before fully disclosing.
- Frame requests as adjustments that help you succeed, e.g., asking for meeting agendas in advance or follow-up notes.
- Prepare scripts to communicate processing needs: “I’ll need time to think on that and follow up.”
- If faced with discrimination or negative reactions after disclosure, consult HR—ADHD and autism are protected by law in many regions.
Check out Bowen’s Substack: https://drbotyler.substack.com
Subscribe to Bowen’s YouTube channel: @DrBoTyler
Drains and Sparks: An AuDHD Workplace Workbook is available in the YouTube shop and at audiboss.com: https://payhip.com/audhdboss