Should You Self-Disclose Your Neurodivergence at School or Work?
- Kaitlyn Boudreault
- May 27
- 7 min read
Updated: Jun 8
Are you currently weighing the pros and cons of whether to disclose your ADHD, autism, dyslexia, Tourette’s, OCD, or another neurodivergent identity in the workplace or classroom?
Deciding whether to disclose is a deeply personal and complex choice that can be difficult to navigate.
While this process of self-disclosure can be empowering, it can also bring about challenges, such as discrimination, stigma, and misunderstanding.
There’s no one-size-fits-all approach to self-disclosure. Ultimately, the decision is yours. If you decide to share this part of your identity, Blue Sky Learning has a team of neurodiversity-affirming therapists and coaches who can support you in navigating this process.
In this guide, we'll explore what self-disclosure means, the benefits and risks involved, and how to make a well-informed decision, whether you're a student or working professional.
Understanding Neurodiversity and Neurodivergence
Before discussing disclosure, it’s important to clarify key terms.
Neurodiversity recognizes that all brains function, think, and perceive the world differently. and that these differences are a natural part of human variation. No two brains are the same. This diversity enriches workplaces and schools by bringing different perspectives that foster creativity, collaboration, and problem-solving.
Neurodivergence refers to individuals whose cognitive functioning diverges from the societal “norm.”. An estimated 15-20% of the population is neurodivergent, including individuals with neurotypes such as:
Tourette’s
OCD
Auditory Processing Disorder
The key to supporting neurodivergent individuals is to recognize neurodivergence as a different, not a deficit.
What Does Self-Disclosure Mean?
Self-disclosure means voluntarily sharing personal information about your identity. In the context, it means revealing that you are neurodivergent to a manager, teacher, classmate, HR department, or accessibility office.
You may choose to disclose during:
A job interview
Your first day of work or school
When requesting accommodations
During performance reviews
When signing up for a task
While seeking learning support
The decision is yours, and there is no legal requirement to disclose your exact diagnosis or disability to access accommodations in most jurisdictions. You only need to disclose how your condition affects you and what support you need.
Why Is the Decision to Self-Disclose So Complex?
For many neurodivergent people, deciding whether to disclose involves a delicate balance between authenticity and self-protection.
While disclosure may open the door to support and understanding, this isn’t guaranteed, and it can also expose you to risks in environments that are not yet inclusive.
Because of these challenges, many people choose not to disclose, and that’s valid. Your safety and comfort come first.
Barriers Faced by Neurodivergent Individuals at Work and School
Even without disclosure, neurodivergent people often face systemic obstacles that hinder their success in the workplace and classroom, including
Lack of awareness and understanding about neurodiversity
Rigid accommodation processes or unclear policies
Ambiguous communication, expectations, or social norms
Pressure to mask traits to appear “professional,” leading to exhaustion and burnout.
Discriminatory and bias hiring or evaluation practices (e.g., misinterpreting avoiding eye contact as unprofessional).
Fear of rejection or being treated differently after disclosure
These challenges make it harder to succeed. This is not because of a lack of skill, but because environments aren't built for diverse neurotypes. For example, surveys show only a minority of autistic adults are employed compared to non-disabled peers.
The Benefits of Disclosing your neurodivergence
Despite the risks, in supportive and psychological safe settings, disclosure can offer powerful advantages:
Access to legal accommodations (e.g. flexible deadlines, sensory tools)
Less pressure to mask
Clear communication of your needs
Improved understanding from supervisors or peers
Advocacy opportunities for more neuro-inclusive policies
In neuro-inclusive environments, disclosure contributes to culture change and can lead to policies and practices that make everyone’s lives better.
The Risks of Disclosing Your Neurodivergence
Despite the positive strides we have made with neurodivergent inclusion, unfortunately, not all environments are inclusive. Disclosure can lead to:
Bias or discrimination
Ableism or microaggressions
Loss of privacy
Concerns about job security or academic standing
Lowered expectations from colleagues or educators
Increased emotional labor (feeling obligated to explain your diagnosis)
Exclusion from opportunities
Stress and burnout if the reaction is negative
Fear of rejection or stigma
For example, a survey of Fortune 500 companies showed that only 20% responded positively to applicants disclosing a mental or neurodivergent condition.
This underscores the need to carefully assess your environment before disclosing. Consider whether the environment is safe, supportive, and informed enough to handle your disclosure respectfully. If not, withholding disclosure might be a necessary choice.
The Social Model of Disability and Systemic Barriers
Many institutions in society still operate from a medical model of disability, which views neurodivergence as a personal deficit to be fixed.
In contrast, the social model frames disability reframes challenges as the result of inaccessible systems, not individual shortcomings.
Examples of systemic barriers include:
Rigid 9–5 schedules
Traditional job interviews
Standardized testing or deadlines
Sensory-overloading environments
By understanding this model, we can reframe disclosure not as an individual problem, but as a request for a more equitable environment.
What Does a Neuro-Inclusive Environment Look Like?
A key factor in deciding whether to disclose is the level of neuro-inclusion. A neuro-inclusive workplace or school:
Offers neurodiversity awareness training led by people with lived experience to reduce stigma and foster understanding.
Has clear, accessible, and flexible accommodation policies that doesn't require formal diagnoses.
Supports alternative communication and work styles
Uses diverse hiring and evaluation methods, such as alternatives to traditional interviews
Includes welcoming language in job or course descriptions that encourages applicants from marginalized groups to apply even if they don’t meet every requirement.
Disclosure is safer and less risky in environments like these because differences and authenticity are respected, not punished.
Personal Reflection: Questions to Ask Yourself Before Disclosing
Deciding whether to disclose depends on your comfort, the environment, and your support needs. To help you decide, consider:
Why do I want to disclose? (Support, validation, or pressure?)
Will disclosure improve or impact my mental health?
Do I need accommodations right now?
Is this environment psychologically safe?
Do I feel empowered or obligated to share?
There are no right or wrong answers, just what’s best for you right now.
Strategies for Self-Disclosure of Neurodivergence at Work
If you choose to disclose in a professional setting:
Choose What & How Much to Share
It is up to you to decide whether to disclose, with whom, and how much to share. You don’t have to reveal a diagnosis, just how your brain works and what supports help.
Example:
“I have a neurological condition that affects focus and processing speed. Structured tasks and written instructions help me thrive.”
Time It Strategically
There is stigma involved with hiring someone who is neurodivergent. Regardless of this stigma, you may need accommodations at some point, and this is totally okay.
Some people share during interviews as they may have accommodation needs. Others wait until trust is built. You decide when.
Be Clear About Your Needs
Workplaces and schools are legally obligated (in most countries, including Canada) to provide reasonable accommodations.
If you disclose, request specific accommodations like:
Noise-canceling headphones
Written instructions
Flexible deadlines or schedules
Alternative workspaces
Prepare Emotionally
Disclosing can be emotionally dysregulating. Rehearse or practice what you want to say or bring a support person if needed (e.g., a union rep). If it goes poorly, document everything and seek out neurodiversity-affirming spaces outside work to decompress.
Know Your Rights
In Canada, the Accessible Canada Act protects your right to accommodations. Familiarize yourself with your country’s laws. Knowing your rights can boost confidence and provide a framework for requesting accommodations.
Document Your Experience
Keep a record of both barriers and helpful supports. This can make accommodation requests more concrete and clarify what adjustments work best.
Build a Support Network
Look for colleagues, mentors, or employee resource groups that advocate for inclusion. Allies can provide advice, advocate on your behalf, and offer emotional support.
Use Written Communication If Preferred
If verbal communication is daunting for you, writing an email or letter outlining your needs and boundaries can feel less vulnerable than a face-to-face conversation and helps control how information is presented.
Plan for Different Scenarios
Think through potential reactions, positive, neutral, or negative, and how you might respond. Having strategies ready can help you feel more prepared and less vulnerable.
Strategies for Self-Disclosure at School
In academic settings, disclosure for neurodivergent students can help with accommodations, but also involves navigating bureaucracy and social stigma. Here’s how to approach disclosure in schools or post-secondary institutions:
Learn the System
Understand whether your institution requires a formal diagnosis or offers informal supports. Understanding the rules can help you plan ahead.
Decide Who to Tell
You don’t need to tell every teacher or peer. Consider sharing with those who can help with accommodations:
A guidance counselor
Accessibility services
A trusted instructor
Be Specific About What Helps
Common academic accommodations include:
Extended time on assignments/exams
Recorded lectures
Flexible attendance policies
Clear, written instructions
Seek Allies on Campus
Having one trusted adult or advocate in your corner can make a significant difference. Find instructors or staff who are neurodiversity-informed and affirming.
Practice Self-Advocacy
Learn how to clearly communicate your needs and explain how specific accommodations will support your learning. Role-play conversations with a support person to boost confidence.
Clarify Privacy Expectations
Decide how much you want shared and with whom. Schools are required to honour confidentiality.
Book a Free Consultation
There’s no “right” way to disclose. Some people never disclose and thrive. Others find freedom and support in being open. Your decision can change over time, and that’s okay.
If you’re feeling uncertain about disclosure, or want to do it in a way that feels safe and empowering, Blue Sky Learning is here to help.
At Blue Sky Learning, a team of neurodiversity-affirming therapists and coaches can guide you through the process of setting boundaries, requesting accommodations, and advocating for your needs.
📧 Email us at hello@blueskylearning.ca
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