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Neurodiversity in the Workplace: Closing the Support Gap
Written by: Sam Wise, CRHRA DEI Chair
If you don’t spend your free time doom-scrolling like I do, you might not know that one of the most common questions in neurodiversity forums (especially on Reddit) is: ‘Should I tell my employer I have ADHD?’
On the surface, it’s a yes-or-no question. But every time it comes up, the responses pour in with hundreds of comments sharing personal stories about why disclosure can be risky. Don’t believe me? I got receipts!
A post from July asked, “Those who disclosed ADHD at work - was it worth it?”
Here’s a small sample of the more than 300 responses:
- “Nope, it was immediately used against me.”
- “It wasn’t a good move for me.”
- “I would only disclose if it’s serious enough to put your job at risk.”
- “No. I got fired.”
- “Hell no. Never disclose a disability.”
From an HR perspective, these posts are always upsetting to read. I don’t want employees to ever feel their only options are hiding part of their identity or struggling because they are too afraid to request an accommodation.
From the perspective of someone with ADHD, I can understand the hesitation. There are misconceptions and some strong opinions surrounding neurodiversity. If you aren’t sure if disclosing will make things better or worse, not disclosing probably seems like the safest option. The reality is the modern workforce is a wonderful mixed bag of diversity, and not every organization is properly equipped to provide the support employees may need. Nick Ferrara discusses this in his article for SHRM, “Champion an Inclusive Environment for Neurodivergent Employees and Applicants.”
Ferrara provides a great roadmap for accessibility, beginning with recruitment and continuing throughout the employment lifecycle. He also addresses how overlapping biases can impact inclusion and belonging among neurodiverse employees. Definitely check out the article at the link above.
For the local HR community, my recommendation is to identify where there is a gap in your organizational support. You might identify a need for training managers on neurodiversity, but do you have someone in the organization qualified to provide that training? Capital EAP and Capital Counseling both offer a wide variety of training topics aimed at strengthening your managers’ skills.
You might have a manager struggling with a neurodiverse employee meeting performance expectations. Does that manager have the skills to coach the employee, or would an outside resource be more beneficial? Liberty ARC’s Career & Employment Network provides success coaching at no cost to you as an employer!
For national resources to check out: Neurodiversity Hub, Employer Assistance and Resource Network on Disability (EARN), and the Job Accommodation Network, to name a few.
The truth is you have neurodiverse employees, even if they aren’t disclosing that information. The best plan is a proactive plan, so consider where you may have support gaps and identify key resources. You may not solve every problem immediately, but you’ll be setting yourself up for better outcomes in the future.
If you have questions, reach out to [email protected]!
More local resources:
General Support
- UAlbany’s Center for Autism and Related Disabilities
- Autism Society Greater Hudson Region
- Mental Health Association in New York State
- National Alliance on Mental Illness Capital Region NY Local resources
Supported Employment and Success Coaching
Training and Workshops
Business Communication Support
