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As a late-diagnosed person, I’ve gone years progressing in my career unaware of my neurodifference.

I’ve done roles where I’ve disclosed my ADHD and where I haven’t.

Today’s case will be about disclosing your neurodifference.

When I first discovered my ADHD, it was a shock to me and I felt it was appropriate to let my boss know. Don’t ask me why!

As much as they were initially supportive, their response was “I couldn’t tell, I don’t see any issues with you”?

Granted, that may not be the appropriate response for some and may appear dismissive.

I didn’t take it personally.

Nevertheless, I shared the challenges that come with being an ADHDer and they were appreciative of me sharing this and quite in awe of me navigating work for many years undiagnosed.

I do believe that I disclosed it prematurely without understanding what was at stake, even though I was doing a consulting role.

I didn’t think I needed support or anything. “If something is not broken don’t fix it”.

If I were to disclose my neuro difference over again this is what I would consider:

Different Approach to My Boss

Assuming you’ve got a diagnosis during your current role and subject to how close and comfortable you feel with your manager, it might be worth discussing with it them.

If I were to do it again, I would “pitch it” to them differently. Highlighting my strengths:

• Hyperfocus

• Out-of-the-box thinking

• Problem solver

This way I’m giving my boss the idea that I’m proactively doing things to work to my strengths.

Ultimately making their lives easier, especially if they are ignorant of the symptoms.

Does the company facilitate these things? 

As much as I believe some corporations love doing ‘lip service’, it can be comforting when they pledge to support inclusion (including neurological differences).

Being aware of my ADHD, I would prioritize the companies that make these pledges. In which case I may feel safe disclosing.

These companies may offer support, such as:

• More flexible working arrangements

• Equipment (noise-canceling headphones etc)

The requirement of the role

You would think and hope that everyone does this before applying for a job right? You must understand what you are signing up to.

Assuming you’re aware of your neuro difference before applying for a job.

Try gauging the energy requirements as well as the task requirement.

It may help you understand your emotional regulation and your stress management.

Disclosing my neurodifference, in this case, may serve me well, getting the additional support I may need to help me succeed.

If you’ve applied and secured an interview for a role, that’s an opportunity to further understand the requirements of the role.

The interview is not just the hiring manager interviewing you, it’s also you interviewing them to see if the role is a right fit for you as well.

Questions like “What does a busy day look like?”

• “What is work-life balance like?

• work culture

• “What does flexible working look like”?

Speak to other people

You’ll be amazed how many of us are going through similar circumstances at work.

If your company has any sort of neurodiverse groups that talk about these issues feel free to join them.

You’ll be amazed at how much you can learn from them and how many ideas you can bounce off each other.

Giving you the confidence and the know-how to navigate a situation like that.

Next week we’ll discuss the decision to not disclose and why I didn’t in my most recent role.

If you enjoyed this post, or know people who can benefit from it. Please spread the word. They can subscribe at neurodiversediary.io/subscribe

Some stuff I stumbled across on the web…

• Government Support for Neurodiverse Employment: UK panel to enhance job prospects for neurodiverse individuals.

Lastly,

Stay Different,

The AuDHD Exec

Disclaimer: I am not your psychiatrist, coach, doctor. Neurodiverse Diary does not provide medical services or professional counselling and is not a substitute for professional medical care. Everything I publish represents my opinions, experience, not advice.