I recently published a deeper piece on Medium, “Why I Don’t Recommend Disclosing Neurodivergence at Work,” but I want to share a distilled, conversational version here — one that I hope sparks honest discussion. (If you like it, feel free to check out the full version.)

🔍 The Heart of the Argument

Simply put: disclosure is risky — not because of big, obvious discrimination, but because of the small, creeping ways bias shifts how you’re perceived.

When I told my manager I was neurodivergent, nothing about my work changed. But the interpretation of my communication style did. Behaviors that used to be praised in peers (especially male peers) started being framed as “symptoms” or deficits. That’s not just misinterpretation — it’s a shift in the lens through which your work is seen.

The Subtle Costs

• You might be excluded from “high-visibility” projects.
• Your style might be scrutinised more than others’ — even if your output is the same.
• There’s a danger of being boxed in — cast as the neurodivergent person, rather than someone whose performance stands on its own.

Disclosure doesn’t just change how others view your diagnosis — it changes how they view you.

When Disclosure Makes Sense (Yes, Sometimes It Does)

I’m not saying disclosure is always bad. Sometimes it’s necessary — for accommodations or for safety. But before you decide, ask:

• What’s the culture like?
• Is your manager open and flexible (really)?
• Could disclosure limit your mobility or how your work is seen?

If you can get by without it — by choosing your battles and advocating for inclusion more broadly — that’s often safer.

What We Should Do Instead

We need workplaces where neurodivergence doesn’t have to be disclosed to be accommodated. That means:

• Universal design: flexible work, clear expectations, sensory considerations built in.
• Manager training: making implicit bias visible and no longer acceptable.
• Valuing diversity in communication and working styles — not just “neurotypical norms.”

You shouldn’t have to risk your career to ask for basic respect and accommodations.

If you’re curious, the full essay is here: https://medium.com/@atypally/why-i-dont-recommend-disclosing-neurodivergence-at-work-adebb206ec80?sk=6c33f5b59c8707f9c3fcccd612756ac5

Let me know your thoughts:

• Someone who has disclosed — how did it go, good or bad?
• People who chose not to — do you regret it, or do you think it was wise?
• What should workplaces do to make disclosure safe (or unnecessary)?