Unlocking your potential: an employee's guide to neurodiversity

Melanie uses her 30 years in HR, expertise as a neurodiversity champion and experience as a mum to a neurodivergent teen to share strategies for disclosure, adjustments, and success in the workplace

Should I disclose my neurodiversity?

It's important to note that the decision of whether or not to disclose a neurodivergent condition is a personal one. There is no right or wrong answer, and the best approach will vary depending on the specific situation. According to the Neurodiversity Index Report 2024, the percentage of people who shared their condition at work and received a positive or neutral reaction decreased from 58% in 2023 to 42% in 2024. However, more and more companies are recognising the benefits of having a genuinely neurodiverse workforce, with neurodiverse teams being reported to be 30% more efficient, according to the Harvard Business Review.

Revealing your neurodiverse condition can open the door to accommodations that make your job easier and allow you to perform at your best. It can also foster a more understanding work environment and build trust with your colleagues. That being said, there is still a lot of progress to be made in this area. Some organisations provide customised assistance for neurodivergent individuals, but disclosing may lead to misunderstandings or unconscious bias, and some workplaces may not be equipped to offer proper support.

When considering whether to share sensitive information, it's important to consider the company culture and how receptive they may be. A good way to assess this is by talking to current employees, who may be able to offer valuable insights.

Another helpful tactic is to perform a quick online search using the company's name and the term 'neurodiversity' to gauge their stance on inclusion. In an ideal situation, a company's diversity and inclusion statement should explicitly mention neurodiversity, along with other important factors.

How do I disclose my condition to an employer?

If you're considering sharing your neurodiversity with your employer, it may be helpful to have a chat with your line manager first. You can discuss your unique strengths and challenges and the tools or support you need to succeed. It's important to approach the person you feel most comfortable with and confident in helping you thrive. If you'd rather keep this information private, you can approach HR or occupational health, if available, instead.

If you're uncomfortable with full disclosure, start by mentioning specific challenges you face, for example, you may tell your manager that you find it difficult to focus in noisy environments.

During the conversation, try to focus on your positive attributes and how you can contribute to the company. This way, you'll ensure you receive the necessary accommodations while also demonstrating your benefit to your team and the business.

What reasonable adjustments are available?

Reasonable adjustments, also known as accommodations, are tailored to individual needs and are important to ensure that everyone performs at their best in the workplace.

Reasonable adjustments can take many forms, such as:

• flexible schedules
• access to assistive technologies
• quiet workspaces
• clear communication channels.

The first step is to identify what is most useful to each individual, as what works for one person may not work for another. For example, a flexible schedule may not benefit someone who thrives on routine.

There's no pressure to share more than you're comfortable with. If you choose not to disclose, you still have the right to request reasonable accommodations for any disability-related challenges you face.

Identifying the adjustments that are available to help us do our best work can be challenging but knowing that we can turn to HR or occupational health for guidance and support is a great starting point.

For more information and details on your legal rights, see how to apply for reasonable adjustments.

What practical strategies can I use?

In addition to disclosure and reasonable adjustments, practical strategies can help in fostering a supportive working environment.

1. Advocate for your preferred communication style. Do you prefer written instructions or one-on-one meetings? Let your colleagues know what works best for you.
2. If you have sensory sensitivities, discuss them with your manager. Simple changes like adjustable lighting, noise-cancelling earplugs or designated quiet areas can make a big difference.
3. Embrace flexibility in work arrangements to accommodate diverse needs. Ask your organisation whether options like remote work, flexible hours, or job-sharing arrangements are possible. This ensures that you are working when your brain is most productive.
4. Develop personal tools. Explore time management apps, noise-cancelling techniques, or fidget toys that can help you stay focused and manage stress.
5. Join or start a neurodiversity employee resource group (ERG). Running awareness sessions on common traits, strengths and challenges associated with neurodivergent conditions is a good starting point and can promote empathy and a sense of belonging.

Find out more

• Read all about neurodiversity in the workplace
• Discover tips on fostering diversity at work.