Disclosure of Neurodivergent Status in the Workplace
Miss M., a British primary schoolteacher, struggled with adulting tasks like emails and planning due to her ADHD diagnosis at 38. She decided to disclose her mental health status to her employer, a move that led to increased productivity and job satisfaction. Recognizing the importance of being one’s true self at work, her employer provided support and accommodations, leading to a positive impact on her overall well-being.
The UAE’s new Federal Mental Health Law protects employees from discrimination based on disability and emphasizes confidentiality. Despite these legal protections, there are still concerns about facing stigma and discrimination when disclosing neurodivergent status. However, companies implementing inclusive practices, such as well-being committees and mental health support systems, can create a supportive environment for neurodivergent individuals, enabling them to thrive in their roles.
According to Rebecca McGuane, Head of Corporate Wellbeing at Lockton Insurance Brokers, disclosure can empower both employers and employees by harnessing the unique perspectives and strengths of neurodivergent individuals. Access to necessary accommodations and support, along with increased connections with colleagues and managers, can significantly enhance an employee’s performance and well-being.
Miss M.’s positive experience with disclosing her neurodivergent status to her headteacher led to a supportive and empathetic work environment. The acceptance and understanding she received from her colleagues encouraged other teachers to also disclose their mental health status. While she encourages rational disclosure, she emphasizes the importance of finding a supportive workplace that recognizes the strengths of neurodivergent individuals and provides the necessary support.
In conclusion, the disclosure of neurodivergent status in the workplace can lead to a more inclusive and supportive environment for employees. Employees who feel comfortable being their true selves at work are more likely to experience increased job satisfaction, productivity, and overall well-being. Employers play a crucial role in creating a positive and supportive workplace culture that values and supports neurodivergent staff. By implementing inclusive practices and providing necessary support, companies can harness the unique perspectives and strengths of neurodivergent individuals for the benefit of both the employees and the organization.
