Signs It Might Be Safe to Disclose at Work

Disclosing a neurodivergence or mental illness at work can be a challenging decision. The fear of stigma, misunderstanding, or even discrimination can make it difficult to open up about your condition. However, in a supportive and inclusive work environment, disclosure can lead to better understanding, appropriate accommodations, and a more positive work experience.

7 Indicators To Look For When Thinking about Disclosing

Many times it’s asked what a company’s culture is like as this will often be the strongest indicator of whether it is safe to disclose at work not. We’ve tried to distil “culture” into 7 clear indicators you can seek out to help you determine whether it is safe to disclose at work.

1. Supportive Company Culture

Your workplace promotes mental health awareness and has initiatives like mental health days, wellness programs, or mental health training for managers.

Tip: Look for signs that your company values mental health and supports employees in managing their wellbeing. This can include formal policies, wellness programs, or even informal practices like open discussions about mental health.

2. Open Communication Channels

Your manager regularly checks in with you about your wellbeing and creates a safe space for open dialogue.

Tip: If you feel comfortable discussing other personal matters with your manager, this might indicate a supportive environment for disclosing your condition. Regular, open communication is a strong sign that your workplace values transparency and employee well-being.

We have many resources available for disclosing – check some out of them out here.

3. Positive Experience of Others

Other colleagues have disclosed their mental health conditions or neurodivergence and received positive support and accommodations.

Tip: If you know of other employees who have successfully disclosed their conditions, it may be a good indicator that your employer is understanding and supportive. Seeing how others have been treated can provide reassurance about your own disclosure.

4. Presence of HR Policies on Mental Health

Your company has clear HR policies and procedures for supporting employees with mental health conditions, including offering accommodations and confidential support.

Tip: Check your employee handbook or HR resources for policies on mental health and accommodations. Formal policies indicate that your employer is prepared to support employees with various needs.

5. History of Accommodations

Your employer has a track record of providing accommodations to employees with various needs, demonstrating flexibility and support.

Tip: If your employer has been accommodating to other employees with different needs, it’s likely they will be open to discussing accommodations for your condition as well. A history of flexibility is a positive sign.

6. Confidentiality Assurance

Your employer has a clear policy on maintaining confidentiality regarding personal and medical information shared by employees.

Tip: Ensure that any information you disclose will be kept confidential and only shared with those who need to know to provide support. Confidentiality policies are crucial for creating a safe space for disclosure.

7. Non-Discriminatory Practices

Your workplace has a strong stance against discrimination and actively promotes diversity and inclusion.

Tip: A non-discriminatory work environment is a safer space for disclosing personal information like mental health conditions or neurodivergence. Look for diversity and inclusion initiatives and anti-discrimination policies.

Practical Steps to Assess the Environment

1. Talk to Trusted Colleagues: If you have colleagues you trust, ask them about their experiences and perceptions of the company’s approach to mental health and neurodivergence.
2. Observe Reactions: Pay attention to how management and HR respond to other employees’ needs and requests for accommodations.
3. Seek Confidential Advice: Consider reaching out to HR or an employee assistance program (EAP) for confidential advice on disclosing your condition.

Conclusion

Deciding to disclose your neurodivergence or mental illness at work is a personal decision and should be made with careful consideration of your workplace environment. If you see signs of a supportive, understanding, and accommodating workplace, it may be safe to share your condition to receive the support you need. Remember, you have the right to a supportive and inclusive work environment where you can thrive.

If you’re unsure, The Neurodiversity Network is here to support you. Reach out to our community obtain tips and and support.