Happy Monday everyone! :)

We received feedback from our organizational surveys that there is a concerning percentage of people that are feeling unsafe to disclose their disability in the workplace.

What activities or experiences do you think could help build empathy and understanding among team members with neurodiversity, ADHD, and other invisible disabilities?

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Bias training for managers / employees. To be blunt, we’re not the problem, society is. This bowl is filled with people talking about how they don’t feel comfortable disclosing so the silver lining is it’s not just your organization.

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Be empathetic and accommodating to those with visible disabilities.

Have a clear policy for people to follow for disclosure and accommodation requests.

Allow for the minimum amount to be disclosed in order to discuss accommodations - for example, don’t require doctors to sign off on an accommodation. You don’t need a diagnosis to allow an accommodation; employers just like to have that because they don’t trust their staff.

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This! I'm hearing impaired and I disclosed this at the beginning. My office has a zoom meeting with other offices every morning. I was being bullied by other employees for turning the sound on my computer so I could hear with my hearing aids. I'm unable to connect with Bluetooth. CC is terrible with translating medical terms and accents. We sit in an open space with several desks. Other employees would yell at me or just walk over and turn my sound off without permission.
After a particularly upsetting day when two others bullied me (we were the only three in the office at the time and I had arrived first so didn't expect a problem with having my sound on), I finally complained to management. One manager suggested we put the meeting on the large screen in the office so everyone can hear but my supervisor nixed that. Her solution is that I have to stand behind her for the entire meeting, putting me and my disability on display for my peers, for up to a half hour every morning. The saddest part is, I still can't hear because I'm too far away from her computer. I've started just going to another room and isolating myself.
Obviously, I am currently seeking a new job. It saddens me because I like this job but I can't do it if I miss all of the information in those meetings. Also, having a supervisor who is so unaccommodating makes me really uncomfortable working there. Hopefully, I will find something else, soon. I'll miss the patients and a lot else about this job but it's not going to work out for me. I've always worked at larger companies who seem much better at handling accommodations for the disabled.

From what I understand, it has a ton to do with liability. Because of the disability act, if an employer fires someone that has a disability (ADHD is considered a disability under this act) after a trail period, the former employee has the right to sue that employer for discrimination.

I sincerely appreciate this question, though, because there's also a ton of stigma and misinformation about ADHD. I think educating people is a huge part of it, since nearly every time that ADHD comes up in everyday convos it also tends to come with a lot of misconceptions.

Perhaps we can also seek out examples of people with ADHD who are successful at their jobs/careers. If we have solid data for the way that ADHD provides an advantage to employees, we can help change the perspective of employers. As well as the perspectives of folks with ADHD and the general public.

Many people in this group mostly or only see ADHD as a disadvantage in this society, and I would love to share more solid sources with them to help them see how our tendencies can be utilized to create a more fulfilling life.

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Zero. Why would anyone trust HR when they are laying off people on FMLA leave, have disabilities, and/or are active in ERGs.

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I don’t think there are advantages to disclosure, so while it’s inquires may be well meaning it just further serves to classify these people (me too) as a minority group with a negative stigma and they will get sidelined.

The problem is neurotypicals like to be with people like themselves and are far too judgy.

The best strategy in any group for a few individuals who are different is to keep your head down.

If it resulted in a real raise I would participate, but the likelihood of that is soooo low …

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