Something that I get asked a lot, and something I thought about a lot after my own diagnosis, is whether sharing a diagnosis (formal or self diagnosis) at work is the right thing to do. In an ideal world, workplaces would understand what that diagnosis meant and would support with accommodations to help you. But, in a realistic world, it's often the case where it can be really difficult to make yourself understood and get what you need.
Some workplaces are just not aware of what a neuroinclusive culture looks like. Maybe there hasn't been enough training and it can be absolutely exhausting trying to advocate for yourself if what you're sharing just isn't understood properly.
So, something I often share with clients is a way of sharing what you need without having to 'declare' all your personal information. And actually, why should you always need to? It's entirely your decision what you feel comfortable sharing and who with. Sharing how you work best can be a much easier way of getting your needs met because you're focusing on your needs, but in a way that highlights how you can bring more value (read, productivity and money because, capitalism) to your work.
Here’s how you could approach it:
Focus on Your Strengths and Needs
Instead of starting the conversation with your diagnosis details, you can frame your request around things that will help your productivity and well-being. Sharing how you work best helps shift the focus to your strengths and what allows you to thrive, rather than on any perceived limitations. This approach can feel less daunting as well if you're worried about how to open the conversation.
For example:
"I work best in a quiet environment or with noise-cancelling headphones." This could help with sensory sensitivities or focus challenges, whether or not you mention ADHD or autism.
"I’m most productive when I can break my tasks into smaller, structured steps." This request highlights your working style without needing to label it as an executive function issue.
"I do much better thinking when I have a bit more time to process - could I email you after the meeting?" Coming up with responses to questions on the spot might be harder, and this helps you manage expectations without disclosing the reason.
Tailor Your Environment
You can also ask for adjustments to your physical or digital workspace in ways that suit your unique needs. This might look like:
"I get so much more done when I can limit visual distractions." This could translate into asking for a desk in a low-traffic area or the ability to use tools that help organise your space. You could also reframe this question in terms of blocking out time for deep work and asking not to be disturbed.
"It's much easier to see what needs to be done when I can prioritise tasks using a visual planner." If you benefit from visual aids, and this communicates your needs in a positive, solution-oriented way.
When You Might Want to Share
While you don’t always need to mention ADHD or autism, there are times when more formal accommodations might be necessary, especially if you’re facing significant challenges or require legal protections. In these cases, sharing your diagnosis with your manager or HR in a confidential setting can help you to receive the support you’re entitled to under laws like the Equality Act 2010.
Hopefully, this is a really simple idea that allows you to express your needs more clearly, focus on your strengths, and create a work environment where you can do your best work and be more yourself. Whether or not you decide to disclose your diagnosis is a personal choice, but communicating your preferences for how you want to work can be a great first step toward creating a supportive workspace.