From the course: Hiring and Supporting Neurodiversity in the Workplace

Understanding the importance of disclosure

From the course: Hiring and Supporting Neurodiversity in the Workplace

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Understanding the importance of disclosure

- Creating a climate of disclosure will help alleviate these challenges and, as a result, provide an environment where all employees can do their best work. Disclosure is a decision to reveal an official diagnosis openly. It is one of the most challenging decisions for an individual with a concealable disability to make. You see, the stigma associated with neurodiversity is one of the most significant reasons candidates, employees, do not disclose. The reason to not disclose align tightly with the reason individuals select a social camouflage. To disclose is to be vulnerable. Many neurodivergent, they want to fit in and they want to pass as a normal person. Neurodivergent also keep their diagnosis to themselves to avoid retaliation and bullying by others, and manage impressions made to others. For example, Sally has been fired in the past for speaking out of turn, so she has an internal struggle and is afraid of messing up again. She has internalized stigma, and that leads to her feeling like she can't be herself. Her experience isn't unique in this community. So, why is disclosure important? First, formal disclosure can create protections for the candidate or employee. In many countries, disabled people are considered a protected population. This means that it's illegal to discriminate against someone because of their disability. If an individual's impairment substantially limits one or more life activities, they will fall into this protected group. The concealable or non-visible aspect of many neurodivergent impairments makes it difficult for human resource managers to support proactively. Because of this challenge, it is critical that individuals feel comfortable in the work climate and the culture to disclose and ask for the help they need to do their best work. Adding to the challenge with disclosure for both the individual and the employer is the episodic nature of some impairments. We discussed how the environment or camouflaging could lead to anxiety and burnout. This is a case of a person becoming disabled because of their environment. Remember Sally? The environment taxed her system so much, that she functioned at a low resource level for a long period, until she got burnt out. Before she experienced burnout, she didn't require any support. Instead, she moved into a state of being disabled. I think that you should note that if each candidate and employee had the opportunity to express how they work best and what tools they need, then disclosure would not be necessary. Be open with your candidates and employees about your efforts in neurodiversity training. It will encourage individuals to take a chance and disclose. And when employees feel comfortable disclosing, your culture will reap the benefits.

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