Disclosure of a neurodivergent status in the workplace is a deeply personal decision
For many employees, it’s not just about whether they feel comfortable sharing this part of their identity, but also about whether they trust their employer to respond appropriately and supportively.
The experiences shared by neurodivergent employees from the Project’s National Advisory Group highlight the importance of creating an inclusive workplace where employees feel safe and supported, whether they choose to disclose or not.
The decision to disclose: a matter of trust
One neurodivergent employee shared their hesitation to disclose at the start of their employment journey:
“I have never disclosed my neurodivergent status at the start of my employment journey. I honestly didn’t really trust that any employer wouldn’t use it as a reason not to hire me.”
This sentiment is all too common. For many neurodivergent individuals, the fear that disclosing their status could lead to discrimination or bias is a significant barrier. This fear often stems from past experiences or a general lack of trust in how employers will handle such sensitive information.
Disclosure later in the employment journey
For some, the decision to disclose comes later—once they feel more secure in their role. However, even then, the response from employers can be disappointing. Another neurodivergent employee shared their experience:
“I have disclosed my ADHD status at one workplace in the past, but I had been working there for several years before I chose to disclose. And to be honest, my employer wasn’t very accommodating of my needs, unfortunately.”
This highlights a critical point: creating an inclusive workplace isn’t just about encouraging disclosure—it’s about being prepared to support employees when they do disclose.
The right to choose
It’s essential to understand that disclosure is a personal choice and one that should never be pressured. As one employee wisely stated,
“No one should ever feel pressured to disclose. If they disclose in the workplace, it doesn’t need to be shared externally. You should be able to choose when and who you disclose to. It’s about safety.”
Employees must feel that they control their own narrative. The decision to disclose should be theirs alone, made in a supportive environment where they know their information will be handled with care and respect.
Creating a safe environment for disclosure
So, how can employers create a workplace where employees feel safe to disclose their neurodivergent status, should they choose to do so?
- Build trust: Trust is the foundation of any inclusive workplace. Employers need to demonstrate, through consistent actions and policies, that they value and support neurodivergent employees.
- Respect privacy: Respect the privacy of employees who choose to disclose. Information shared should be kept confidential unless the employee has given explicit permission to share it more broadly.
- Provide support: If an employee discloses their neurodivergent status, be ready to provide the necessary accommodations. This could include flexible work arrangements, clear communication, or adjustments to the work environment.
- Foster open communication: Encourage a culture where open communication is valued, and where employees know that they can share their needs without fear of judgment or discrimination.
Enhancing inclusion by respecting choice
An inclusive workplace is one where employees feel safe and supported, whether they choose to disclose their neurodivergent status or not. By building trust, respecting privacy, and providing the necessary support, employers can create an environment where disclosure is a choice, not a necessity. When employees feel that they can share their neurodivergent status without fear of discrimination, it’s a sign that the workplace is truly enhancing inclusion.
Remember, disclosure is a personal decision. By fostering a supportive and respectful workplace culture, you not only enhance inclusion but also help every employee, neurodivergent or not, feel valued and understood.
The image used in this case study is sourced from Unsplash.