Disclosure in the workplace: Enhancing inclusion by building trust

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.

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“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”