Navigating Workplace Accommodations Without Disclosing Neurodivergence

Not everyone feels safe or ready to disclose neurodivergence at work - and that’s okay. In an ideal world, we’d all be working in roles, environments and systems that are safe and supportive of individual differences. But just because the world falls short of that ideal doesn’t mean your ability to negotiate reasonable adjustments should be dependent on a formal diagnosis or disclosure. If you are considering disclosure, you might also find our other resource here helpful.

While there’s absolutely nothing wrong with choosing to share aspects of your neurodivergence with your employer, this article explores a different path: how to ask for what you need in order to do your best work without disclosing a diagnosis or personal details. Whether you're trying to reduce sensory overwhelm, protect your focus or manage energy levels, advocating for your needs doesn’t have to come at the cost of your privacy.

Here are a few tips on how to start that conversation - and some language that can help you keep things both professional and self-respecting.

1. Start with Strengths and Framing

Lead with what helps you thrive, not what's "wrong":

• “I work best when I can manage my time autonomously.”

• “To optimise my productivity, I’ve found from experience that XYZ play a key role...”

• “I’d love to talk about what brings out my best work.”

These phrases shift the focus from needing "help" to setting up the conditions for success - something most employers appreciate.

2. Focus on Task-Specific Needs, Not Diagnoses

Instead of saying, "I get overwhelmed by too much noise",

Try “To stay focused and efficient, it really helps if I can work in a quiet space or use noise-cancelling headphones.”

Instead of "I have trouble with working memory",

Try “I do best when I can follow written instructions or summaries for complex tasks.”

This normalises accommodations without needing to justify them through disclosure.

3. Pre-emptive Personalisation

For new tasks or workflows:

• “Would it be okay if I took some time to map out my approach and come back with questions?”

• “I find visual instructions much more effective than verbal ones - can I follow up with you in writing via email to confirm my understanding?”

These preferences are common among a wide range of professionals, so they don't read as unusual or medical.

4. Normalising Self-Management Tools

Sometimes, the most effective strategies are the simplest - like managing your physical space or setting boundaries for your energy. These kinds of adjustments don’t need to be “explained away” as medical or disability-related needs. They can be reframed as productivity strategies or preferences that support your ability to do your best work.

Examples:

• Using a standing desk or ergonomic chair: “I find I concentrate better when I alternate between sitting and standing, especially during long stretches of desk work.”

• Wearing sunglasses, noise-cancelling headphones or discreet earplugs: “I work best in low-stimulation environments, so I use these to help manage my focus and energy levels.”

• Using a visual timer or whiteboard for task tracking: “This helps me stay on top of shifting priorities - it’s just how I manage my workflow best.”

• Taking brief breaks between meetings or tasks: “To stay productive, I’ve learned I work best when I have 5 minutes to reset between tasks. It helps me bring my full attention to each one.”

• Avoiding spontaneous phone calls in favour of scheduled check-ins: “I tend to give clearer updates when I’ve had time to prepare my thoughts - would it be okay if we scheduled a regular check-in instead of ad-hoc calls?”

These strategies are all about optimising your performance - not just coping. They’re not “special requests,” they’re smart self-management practices that benefit people across the board, neurodivergent or not.

5. Use 'Policy-Neutral' Language

HR-friendly phrases that avoid triggering defensiveness:

• “This would really support my sustainable performance long-term.”

• “I’m trying to reduce cognitive fatigue and ensure consistent output.”

• “It’s a focus-enhancing strategy I’ve used with good outcomes.”

You’re not asking for special treatment - you’re suggesting process improvements.

When You’re Met with Resistance

You don’t owe anyone an explanation. But you are entitled to a safe, supportive environment. If you get pushback, it’s okay to pause and say:

• “I’d like to revisit this once I’ve had some time to reflect. Should we set up a time for our next meeting, or is there someone else you’d suggest I discuss this matter with?”

• “I’m raising this because I really care about doing my job well. Can we both take some time to reflect on this some more, and come back with middle-ground suggestions in our next meeting?”

Both of these example responses are practical and easily modifiable depending on someone’s communication style. They:

• Avoid escalation

• Invite collaboration or redirection

• Buy time for emotional regulation and regrouping

• Emphasise the shared goal of doing good work, which makes the request feel less like a complaint and more like a mutual investment.

Final Thoughts

Neurodivergent or not, everyone has unique ways of working best. You don’t need to share your entire story to ask for what supports you. The goal isn’t just to survive the workplace - it’s to find ways to thrive in it.

Gentle Disclaimer

This article is intended as a starting point - a collection of ideas, not legal advice. Every workplace is different, and what works in one setting may not be safe or suitable in another. We encourage you to use what resonates, adapt what feels right, and seek support from trusted professionals (such as HR, union reps, or legal services) if you're ever unsure.

Your wellbeing matters, and you're not alone in navigating these challenges.

If you'd prefer to talk this through with a professional before starting the conversation with your workplace, make use of our NAPAA Directory to look for a qualified professional to support you through this process.