Just like beginning a school year or heading off to college, starting a new job brings a mix of excitement and uncertainty. It can be a blur of onboarding, training, meetings, new names and faces — an adjustment for anyone, especially those living with ADHD.
Part of those new-job jitters can involve when or if to disclose your ADHD diagnosis to your new manager. Predictably, the answer is complicated and personal.
As “the new person,” it’s natural to overanalyze every decision or interaction. There’s no one-size-fits-all answer when it comes to informing your new employer about your ADHD diagnosis, but asking the right questions early can help you make the call that’s best for you and your future success in a new role.
Why disclose your diagnosis
Access to accommodations is a common motivation to disclosing an ADHD diagnosis. ADHD is protected under the Americans with Disabilities Act (ADA), which means you may be entitled to workplace accommodations if you formally disclose.
Accommodations are considered any workplace adjustments that can help aid performance. They can range from flex time and telecommuting to noise-canceling headphones or access to an enclosed workspace. However, an ADHD diagnosis alone doesn’t entitle an employee to accommodations:
- The diagnosis must be documented in writing and must show that ADHD “substantially limits a major life activity” (such as a job).
- The accommodations shouldn’t place an undue hardship on the business.
- You must show that you are otherwise qualified to perform the job.
- The company must have at least 15 employees.
Another reason for disclosing could be the old adage that honesty is the best policy. Some might be tempted to inform their managers to get ahead of any potential issues, such as taking longer to complete tasks or missed deadlines. And while some managers may be understanding and accommodating, it’s no guarantee that all will be receptive to the news.
Things to consider
At the end of the day, sharing your ADHD diagnosis is sharing personal information — and as is the case with sharing any type of personal information, there are things to think through before doing so:
- No going back – Once you’ve shared your diagnosis, you can’t take it back, so make sure you’re prepared for it to be documented.
- Misinformation abounds – There’s still a wide lack of knowledge and understanding around ADHD. Stigmas still exist, so before fully disclosing, it may be wise to broach the subject in a casual way and gauge the reaction.
- The rumor mill – People talk in the workplace, so when the information is out there, you can’t control who finds out and how they will react.
Thinking it through
When you’re deciding on whether or not to disclose your ADHD diagnosis in your new role, it’s worth taking a beat to ask yourself a few questions that might help clarify your decision:
- Who do I need to tell and why?
- Do the people I am informing seem like they will handle the disclosure with confidentiality and without judgment?
- Can I manage my ADHD and make adjustments on my own or do I need additional support?
- Does this new environment feel ripe for distractions?
“It can change things for the better if the person receiving it understands what it means and is willing to help the person adapt the job to best suit their brain,” psychologist Marcy Caldwell, PsyD says. “Revealing [the diagnosis] also helps reduce stigma and allows people with ADHD to show up more wholly as themselves, not trying to change, blend, or assimilate.”
Succeeding without disclosing
Disclosing your ADHD diagnosis isn’t the only path to setting yourself up to best function in the workplace.
“I encourage clients to frame it from the symptom lens versus the diagnosis,” says Darleshia Bibbins-Spikes, LCSW. For example, approach conversations by presenting not only the symptom, but also a solution:
- “I work best with short check-ins. Would it be okay to do a 10-minute sync twice a week?”
- “I really benefit from regular feedback on my performance. Can we schedule weekly meetings to touch base on how I’m doing while I get up and running?”
- “I get easily distracted near the break room. Could I move to a quieter spot?”
- “I’ve found that blocking off focus time in the morning helps me deliver better work. Can I block that time on my calendar?”
Finding creative ways to get accommodations should help you improve your job performance while keeping your ADHD diagnosis private.
Feel it out
Give yourself time to settle in. There’s no timeline for deciding whether or not to share your diagnosis. Learn the ropes, build relationships, and feel out what kind of support, if any, you might need. Then revisit the decision when you have all the information and feel ready to do so.
Whether you disclose immediately, later, or not at all, your success isn’t defined by your ADHD diagnosis. It’s shaped by how you advocate for your needs, build trust, and work in a way that works for you.
Sources
Should You Tell Your Boss About Your ADHD? – ADDitude Magazine
Your Rights to ADHD Accommodations at Work – ADDitude Magazine
