Related Posts
The cutest wanna be consultant
Recs for sushi grade tuna to buy pls? Thanks!
Enthusiast
Additional Posts in Creatives
Community Builder
Mentor
What makes a bro?
GSP San Fran or Leo Chicago?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
No. Nobody cares and at best will see it as an excuse. Don’t give people reason to judge you based on your disability. Even if you don’t see it that way, they might.
There was another thread about this recently you might find helpful.
This is true and unfortunate—Society and corporations still very much conflate “disability” with “physically incapacitated” and they don’t realize that plenty of disabled people are pushing through working full time and living up to the expectations that others are expected to.
To be fair, the expectations on us, especially in advertising, are ridiculous for ANY person, let alone someone who has an ADA-recognized disability.
I don’t get why we have to involve doctors and pathologizing people needing accommodations, depending on our lifestyle or some transition in life or our condition, we may need to have accommodations—if the company agrees to offer it and the employee is doing their job, why can’t that be done for everyone and not only when they’re considered “disabled” by the ADA?
Disability protections and accommodations being extended to ALL workers would change everything.
Instead, we live in a world where those of us who are suffering with an invisible disability have to “prove” we are disabled—and even those who have visible disabilities have to jump through hoops to prove they should receive what is a pittance or government assistance.
The fact that disabled people lose their benefits if they get married or have more than like $2k in savings is a major red flag with this system.
All that to say, as someone with ADHD I never officially mentioned it to my team, I may have mentioned in passing to team members that I felt safe around and/or they mentioned they had it too. Otherwise, I didn’t want to put myself “on the grid” with HR for that.
They did so kindly give me a 4 day schedule as a freelancer when I told them that was my availability—I didn’t disclose the health reason nor did I have to prove it, but I also had been working there for a while and had a good relationship. You may just be able to ask your hiring manager if you can have an adjusted schedule or whatever accommodation “for health reasons” and they may do it.
Nope, fear that might be used against me tbh. Also, I assume we all have a lil bit of either or too.
Yeah that’s kinda my reasoning to adhd too. But adhd is supposedly a protected class under the ada that requires reasonable accommodation but I think my agency’s reasonable accommodation would be for me to not work there.
Pretty much every meeting
Both. Definitely both
Coach
Nope. It can and will be used against you.
Community Builder
Following for this and disclosing other mental health diagnoses
AuDHD here; No. I don't bother anymore. All that really happened in my experiences is a conversation to the effect of, "oh ok so you've got coping mechanisms? great! you should be able to cope 100% then" because the expectations are still the same at the end of the day
I feel like it depends on the size of your organization or parent company. I would need to know that the company has demonstrated they adhere to practices they preach.
I work at a medium sized hold co agency, they have mentioned they recognize the importance of mental health before but I doubt it’s anything more than lip service, seeing how burnt out a lot of my colleagues are.
I have yet to work with clients or colleagues that don't have mental health or behavior issues of one form or another. It seems to come with the territory. I wouldn't mention it or give it another thought, OP. Focus on the work and you'll be fine. Personal things like that are on a need-to-know basis, and they don't need-to-know unless they bring it up.