Neurodiversity 101: Reveal it all... is disclsure a good idea... or not?

I asked... you answered....

We often say be open, be your 'authentic self'... and all will be well but when I asked the question in a poll on Linkedin I did not get a clear picture that this was really a good idea.

The term we use is disclosure and often one I feel uncomfortable with as it certainly sounds like you are hiding something.

disclose?(v.)

late 14c., disclosen, "to uncover and expose to view, open to the knowledge of others," from Old French desclos "open, exposed, plain, explicit," past participle of desclore (Modern French déclore) "open, break open, unlock, reveal," from des- "opposite of" (see dis- ) + clore "to close" (see close (v.)

What did people say and what were their experiences?

Fear of negative consequences

Many contributors expressed a common fear of negative repercussions if they disclose their neurodiversity during the job application process. This concern stems from experiences of bias, discrimination, and being undervalued.

• Example 1: One individual mentioned not disclosing unless directly asked due to past experiences of being treated differently. This accentuates the need to understand and be empathetic to people's experiences and how impactful one bad event can have on some one.
• Example 2: Another person highlighted facing preconceived notions that overshadow actual skills, leading to underestimated expectations.
• Example 3: One person stated that disclosure has closed many doors in the past, influencing the decision not to disclose when urgently needing work.

Strategic non-disclosure

A prevalent strategy reported by some neurodivergent individuals is to withhold disclosure until they are securely employed. This approach is seen as a way to navigate the uncertainties of employer attitudes towards neurodiversity. I am still not sure how confident ( even at my age) sharing information about myself and potential challenges I may have too soon because of the impact of what others think... if this is me at my age.. and stage.... I really know how hard this is to do!

• Example 1: The initial comment argued for getting through the door first and making it the company's problem after securing the job, leveraging legal protections.
• Example 2: Another individual sometimes discloses in cover letters if concerned about errors but primarily reveals dyslexia during the interview to avoid pre-judgment.

The value of openness and authenticity

In contrast, some individuals advocated for full disclosure, emphasising the importance of authenticity and seeking environments that accept and support neurodivergent employees.

How authentic should we really be?

Do we want to tell our interviewers of all our trials and tribulations?

How do we decide how much to tell and what to leave behind?

• Example 1: One person disclosed their neurodivergent status publicly and during interviews to ensure acceptance and support from the start, resulting in a positive work environment.
• Example 2: Another person responded by presenting information that neurodivergent traits as their strength and preferred being open about this to avoid issues later in employment, highlighting their commitment to authenticity. I don't think this can be a one-size approach.

Need for employer education and inclusivity

Several comments reflected on the need for better employer education and clear signs of inclusivity to encourage disclosure and support neurodivergent employees effectively.

• Example 1: One individual pointed out that fear of disclosing often arises from a lack of clear signals from employers about welcoming such disclosures. Knowing when and where can be hard to judge.
• Example 2: Another person emphasised the benefits of declaring to be able to receive reasonable adjustments and participate in a guaranteed interview schemes, suggesting structured support can alleviate fears. However you need to be sure what happens next when you disclose/share this information.

Experiences with bias and stereotypes

Some of the stories reported revealing ongoing challenges with bias and stereotypes, which discourage many from disclosing their neurodiversity.

• Example 1: One person shared that neurodiversity doesn’t fit conventional expectations, leading to alarm and discomfort among others. This highlights the need for awareness training too.
• Example 2: Another person described that stereotypes about what people think of autism has limited opportunities and overshadowed their actual abilities.

Individual differences in approaches

People can really have their own approach to sharing and the language we can use and don't always define ourselves by a condition or disorder. One person used a cryptic approach by referring to themselves as "neurospicy," reflecting a personalised and light-hearted method of disclosure.

What can we learn about how and when and how much to share?

1. Natural disclosure and gradual acceptance

• Some individuals found that disclosure happened naturally over time. For example, one person shared with relevant partners after diagnosis and was initially discouraged from disclosing more widely but eventually shared naturally with their team.
• Another person noted that the disclosure process involved setting up a peer support group, highlighting a positive outcome from sharing their experience.

2. Creating a supportive environment

• Several individuals emphasised creating a team culture built on understanding, flexibility, and compassion. For example, one person who frequently disclosed their ADHD and ASD diagnoses mentioned that this helped foster a culture of mutual support within their team.
• Sharing personal experiences within the team led to an open, supportive environment where everyone felt comfortable discussing their challenges and strengths.

3. Formal acknowledgment and leadership involvement

• In some instances, disclosures were announced more formally, such as during board meetings, which indicates a level of organisational acceptance.
• Leadership involvement also played a role, with one individual receiving mentorship from the CEO, who shared her own experiences with neurodivergence.

4. Personal advocacy and empowerment

• Individuals who disclosed their diagnoses often became advocates for neurodiversity within their organisations. For instance, one person wrote an article for the International Day of People with Disabilities, which generated interest and led to further initiatives like peer support groups.
• Others mentioned actively championing neurodiversity causes after their own experiences or after recognising neurodivergent traits in themselves and their families.

5. Open and educative company culture

• Some organisations have cultivated an open dialogue around neurodiversity, providing education to all employees—both neurodivergent and neurotypical—on how different brains work and the importance of respectful communication.
• This approach fosters inclusivity and ensures that neurodiversity is a common topic of discussion rather than something that is hidden or stigmatised.

Neurodiversity Index 2025.... Please help

We are going to be launching the Index for 2025- and we need YOUR help!

Last year we asked about disclosure in senior leaders and some themes emerged.

PLEASE complete this survey and share your experiences and we can all learn more...

??https://lnkd.in/egjee9GR

Blog Author

I am Amanda Kirby, CEO of Do-IT Solutions a tech-for-good company that delivers consultancy and guidance, consultancy, training and web-based screening tools that have helped 10s of 1000s of people.

Contact us and we can discuss how we can help.

We strive to deliver person-centered solutions relating to neurodiversity and wellbeing.I am a mixed bag of experiences and skills and have 25+ years of working in the field of neurodiversity.

I am a medical doctor, Professor, and have a Ph.D. in the field of neurodiversity; most important of all I am a parent and grandparent to neurodivergent wonderful kids and am neurodivergent myself.

I have written 10 books so far.Theo Smith and I wrote the UK award-winning book?Neurodiversity at Work Drive Innovation, Performance, and Productivity with a Neurodiverse Workforce . My 11th book came out in 2023 Neurodiversity and Education . Theo and I are writing a new book this year about parenting and neurodiversity!

• all views are my own.