How To Tell Your Manager You’re A Neurodivergent
Telling your manager you’re neurodivergence to an employer can be a daunting prospect, especially if you fear judgement or criticism. However, with increased awareness and support for neurodiversity in the workplace, there are ways to approach this conversation that can help mitigate those fears. Here are some tips to help you navigate this sensitive topic effectively.
Understanding the Importance of Disclosure
Before diving into the tips, it’s essential to understand why disclosing your neurodivergence can be beneficial. Open communication can lead to:
Better Workplace Environment: Employers can make reasonable adjustments to support your needs, making your work environment more conducive to your productivity and well-being.
Improved Understanding: When your employer and colleagues understand your condition, they are more likely to be supportive and accommodating.
Legal Protections: In the UK, the Equality Act 2010 protects against discrimination based on disability, including neurodivergence. This means your employer is legally required to make reasonable adjustments to support you.
Tips for Disclosing Your Neurodivergence
Evaluate the Company Culture:
Research your company's stance on diversity and inclusion. Look for any policies or employee resource groups that support neurodiversity.
Speak with trusted colleagues or mentors about the company culture and their experiences - this will help you understand what is already in place and what has happened in the past.
Prepare Yourself:
Understand your neurodivergent condition thoroughly. Be ready to explain how it affects your work and what specific accommodations you might need.
Gather any supporting documentation or resources that can help explain your condition.
Choose the Right Time:
Decide whether to disclose during the hiring process, after you’ve settled into your role, or when specific challenges arise.
Consider timing the conversation for when your employer is likely to be most receptive, such as during a regular check-in or performance review.
Identify the Right Person:
Choose someone you trust and who has the authority to implement necessary accommodations. This could be your direct manager, HR rep, or another trusted colleague (however choose this colleague wisely).
Provide Context:
Explain how your neurodivergence impacts your work and what adjustments would help you perform better.
Focus on practical solutions and how they will benefit both you and the company.
Emphasise Your Strengths:
Highlight how your unique perspective and skills can be an asset to the team (you have more than you think!).
Show that you are proactive in seeking solutions and committed to contributing effectively - you don’t want to go into this stating demands, this is a team effort with your manager.
Stay Positive and Proactive:
Approach the conversation with a positive attitude, focusing on collaboration and problem-solving.
Be open to feedback and willing to discuss potential adjustments.
Example Disclosure Script
"Hi [Manager/HR Representative],
I wanted to have a conversation with you about something important. I have [neurodivergent condition], which means that I sometimes process information and work in ways that are different from others. I’ve found that [specific challenge] can impact my work, and I believe that [specific accommodation] would help me perform at my best. For example, having a quiet space to work or flexible hours would make a significant difference.
I’m sharing this with you because I’m committed to doing my best work and believe that these adjustments will enable me to contribute more effectively to the team. I’ve also brought some resources that explain more about [neurodivergent condition] and how it can be supported in the workplace.
Thank you for understanding and for considering my request. I’m happy to discuss this further and find the best solution together."
So the above is a foundation to what you can send to your manager, HR Rep, Director but it is crucial to make this personal to your circumstances, research the company and provide solutions to them to make this an easier transition.
Dealing with Potential Judgement or Criticism
Stay Informed and Confident:
Being well-informed about your rights and the benefits of accommodating neurodivergence can help you feel more confident.
Remind yourself of your strengths and the value you bring to the team.
Seek Support:
Reach out to internal support networks, such as employee resource groups, or external organisations that specialise in neurodiversity in the workplace.
Connecting with others who have had similar experiences can provide reassurance and practical advice.
Document Everything:
Keep a record of your disclosure conversation, any agreed-upon accommodations, and follow-up communications. This can be useful if you need to refer back to it in the future.
Be Patient and Persistent:
It may take time for your employer and colleagues to fully understand and accommodate your needs. Be patient and persistent in advocating for yourself.
Disclosing your neurodivergence to an employer can be a challenging but ultimately rewarding process. By understanding your rights, preparing thoroughly, and approaching the conversation with confidence and clarity, you can help create a more supportive and productive work environment. In 2024, as awareness and support for neurodiversity continue to grow, embracing and disclosing your neurodivergence can lead to a more inclusive and innovative workplace.
For more insights on creating an inclusive workplace and supporting neurodivergent employees, visit Tania Gerard Digital or follow us on social media:
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Take the first step towards a more inclusive workplace today. Contact Tania Gerard to discuss your bespoke needs and book a neurodiversity in the workplace workshop. Book an appointment or email hello@taniagerard.co.uk to get started. Don’t wait—transform your business for the better.