All my working career I have been told I am ‘too much’ or my personality doesn’t fit, I was even once sat down by one CEO over dinner and told to be ‘less clever’.
These phrases and opinions became so familiar that I even started to use them to describe myself to people. Then at 44, I was diagnosed with ADHD and Autism, and I began to find other women who had other experiences during their career just like mine.
At the time of my diagnosis, I worked for a small company as their Commercial Director and reported to the CEO. It was a challenging environment for me, and suddenly, I had a reason that might help me understand some of those challenges. But to help others understand me, it meant disclosure, and this was not an easy decision. It was 18 months after my diagnosis, and during this time, I had started a PhD exploring the experiences of neurodivergent women in leadership. It was this that pushed me to decide to disclose at work.
I had been asked to do a personality profile (after someone in the company had complained about me, and this was the solution offered), and after reading the results, I found that the language used to describe me could be useful in helping others understand me better.
I asked if I could share this profile at a leadership meeting, and decided that if the situation to disclose came up naturally, then I would take it. It did, and I did. The news was met with a quick ‘ok then’, and we moved on to other parts of the agenda, and this was the last time it was mentioned. There was no offline talk with my boss about what support might help me thrive.
During my PhD research, I have spoken with many women who have had similar experiences, some better, some worse, but the common theme was that even after disclosure, it was up to them to drive the agenda for their support. I have heard great reports about Access to Work and companies embracing this and helping employees go through the process. My application was closed after a ten-minute conversation where they told me I could buy anything I wanted myself (I was applying after being made redundant and starting my own business).
However, with any support, it relies on the person feeling comfortable enough in their workplace to disclose their diagnosis, and for many reasons, not all of us can do that.
What I do know is that when people who are neurodivergent find community, with others in a similar situation or by having advocates, then all I have seen is growth both personally and professionally, and this is only good for the workplace. Communities within a workplace can be a powerful force for positive change, and they are inexpensive and straightforward to start.
If you or your organisation wants support with disclosure, ND leadership, or community building, feel free to reach out — I have plenty of experience and research to share.