Considerations for Workplace Disclosure as a Neurodivergent Professional

Written by: Jasmine K. Y. Loo (Psychologist)

For many neurodivergent professionals, the workplace can be a landscape of both opportunity and challenge. Understanding one’s own unique strengths and difficulties at work is an important first step, but having some structure to help one consider or navigate workplace disclosure and support can empower neurodivergent individuals to thrive in their careers.

This article explores these aspects, focusing on practical insights for consideration. Nevertheless, these only serve as a general guidance. Since everyone’s needs and circumstances are unique, not all suggestions may be suitable for everyone. Please adapt these ideas to what works best for you and your situation.

1. Some Pros and Cons of Disclosing Neurodivergence at Work

Deciding whether to disclose neurodivergence in the workplace is deeply personal. There are potential benefits, but there are also risks to consider.

Pros:

• Access to Accommodations: Disclosure may open up some opportunities for professionals to negotiate some reasonable adjustments, such as flexible work hours or arrangements (e.g., work from home days, etc), noise-cancelling headphones, or task prioritisation support.

• Authenticity: Sharing one’s neurodivergence can foster authenticity, reducing the emotional strain of masking (i.e., suppressing neurodivergent traits to blend in).

• Awareness and Advocacy: Disclosure can contribute to a more inclusive workplace culture, paving the way for others to feel safe.

Cons:

• Stigma: Misunderstandings or biases about neurodivergence might affect how colleagues or supervisors perceive an individual’s abilities.

• Privacy Concerns: Disclosure means sharing personal information, which may bring about feelings of vulnerability.

• Uncertain Reactions: Not all workplaces or teams are equally receptive, and there’s a risk of negative or dismissive responses.

  
  

2. Ideas on How to Identify Safe People for Disclosure

Finding a trusted ally at work can help make disclosure a more positive and supportive experience. Here are steps to identify some potential safe people:

• Observe Interactions: Pay attention to how colleagues or supervisors respond to others’ vulnerabilities or accommodations. Do they seem empathetic, respectful, and inclusive?

• Start Small: Share general challenges or preferences that may or may not be related to your neurodivergence without explicitly disclosing your neurodivergent conditions to gauge their reactions before disclosing more personal information.

• Look for Diversity Advocates: Allies often champion inclusivity and diversity in workplace discussions or policies. They may participate in initiatives supporting marginalised groups.

• Utilise Confidential Channels: Consider speaking with HR professionals or employee assistance programs (if available) to explore disclosure options confidentially.

• Seek Peer Support: If your workplace has employee resource groups (ERGs) or affinity groups for neurodivergence, these can be valuable spaces for connection and shared experiences.

Final Thoughts

Navigating the workplace as a neurodivergent professional comes with its own unique set of experiences. By understanding your strengths and difficulties, weighing the decision to disclose, and identifying supportive colleagues, you can create a career path that aligns with your values and abilities.

Remember, the workplace isn’t just a space for productivity — it’s also a space where you deserve to be understood, respected, and empowered to thrive. If you'd prefer to talk this through with a professional before making a decision, make use of our NAPAA Directory to look for a qualified professional to support you through this process.