It is estimated that 15-20% of the population has some form of neurodivergence. Despite this significant number, my experience as a talent specialist over the past eight years reveals a stark contrast: less than 1% of candidates have willingly disclosed their neurodivergent status to me during interviews. Admittedly, as someone with a neurodivergent profile, I’ve never disclosed either. However, my perspective has shifted since becoming a mother.
The need for change
Having witnessed firsthand the adjustments my son requires to thrive in a preschool environment, I feel a sense of responsibility to advocate for change. When I think of his future, particularly as he enters the workforce, I feel compelled to create change so that he can have a better quality of life.
Employers like UKG are helping to create change by offering accommodations and reasonable adjustments for employees. And yet, I wonder how we can more widely foster a culture where people feel safe in disclosing their neurodivergent status.
Let's start at the beginning
The employee life cycle starts with the recruitment process.
This is a prime opportunity for both the candidate and hiring manager to have a transparent conversation about the requirements of the role, the individual’s needs, and how the organization can provide support. For hiring managers, it’s important to understand that neurodivergent profiles are highly individual, and actual needs may differ from preconceived notions.
Having this conversation upfront allows both parties to consider whether this role aligns with the candidate’s potential and provides a supportive working environment. UKG is proud to be an equal opportunity employer committed to promoting belonging and equity in the workplace, including the recruitment process.
Do I have to disclose my neurodivergence?
Legally, you are not obligated to disclose your neurodivergence unless the role specifically requires a medical assessment. It is entirely your choice whether to share this information.
Why consider disclosure?
Disclosure can foster understanding. For instance, I once interviewed a candidate who appeared distracted by a key ring. He disclosed having ADHD and explained that fidgeting helped him organize his thoughts and focus on our conversation. What might have been perceived negatively became easily understood and accommodated.
While disclosing your neurodivergence is a personal decision, potential benefits include:
- Authenticity: Being your true self at work without masking neurodivergent behaviors.
- Utilizing strengths: Recognizing and harnessing your unique skills and perspectives.
- Accommodations: Access to workplace accommodations that support your wellbeing and productivity.
Is it safe to disclose?
For many neurodivergent individuals, disclosure can be daunting due to potential stigma and past negative experiences. It's essential to assess whether your workplace environment is supportive and understanding before making this decision.
Signs of an emotionally safe environment
Indicators of a supportive workplace include:
- Public statements on belonging, diversity, equity, and inclusion that mention neurodiversity.
- Neurodiversity training programs for employees and managers.
- Employee resource groups (ERGs) that support neurodivergent individuals. At UKG, our ERG that supports people with disabilities is called ADAPT.
- Emotionally intelligent leaders who demonstrate understanding and empathy.
- Company values that prioritize employee wellbeing, including mental health support.
- Flexible working policies and access to Employee Assistance Programs (EAPs).
- Visibility of openly neurodivergent employees sharing positive experiences.
Setting neurodivergent employees up for success
Implementing reasonable accommodations is crucial for supporting neurodivergent employees. Examples include:
- Autism: Adjusting lighting, providing noise-cancelling headphones, and offering work-from-home options.
- ADHD: Allowing flexible working hours to accommodate periods of hyperfocus and attention challenges.
- Anxiety: Maintaining open communication channels for reassurance.
- Bipolar disorder: Offering flexible schedules and access to EAPs for emotional support.
- Dyslexia: Providing training materials in multiple formats (e.g. video, audio).
Approaching the conversation
When discussing your neurodivergence with your employer, preparation and clear communication are key.
- Address negative assumptions by educating employers about neurodivergent needs.
- Connect your neurodivergence to your strengths and how they can benefit the organization.
- Use strategic moments, such as discussions about company values or your professional strengths, to introduce the topic.
Asking for accommodations
It's essential to establish a framework for how you wish to be supported in your role:
- Advocate for trust, flexibility, and open communication as foundational elements.
- Clearly articulate specific accommodations that enhance your performance.
- Frame requests in terms of how accommodations can contribute positively to your work outcomes.
Whether you are interviewing at a new company or have been with your employer for some time, it's never too late to disclose your neurodivergence and request accommodations that support your ongoing success. Approach the conversation respectfully and emphasize your commitment to contributing effectively to the organization.
Want more job tips from UKG recruiters? Check out more of our career advice.
