I have an upcoming interview to return to a former employer. I had been let go during COVID, along with many others, but I admit my (under)performance was definitely a factor.

I’ve never disclosed my ADHD at any job before, but obviously if I was going to return to this organization, I want things to be different/better. For me and them.

Note that this org now has ND programs so maybe more accepting. Tough to say.

So question to you is if and exactly when would you disclose?

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Posting as :
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I wouldn’t ask during the interview phase. Maybe revisit if you receive an offer. It might he the best option to learn from your under performance and figure out a way to move forward with medication and therapy

likehelpful

I disclose early and often, but I am 30 years into my career and am high performing/functioning.

I view it like this: if I can avail myself of accommodations or even just awareness of my neurodiversity, I'm going to take it. I have to work harder to operate in an NT world, so if anything can take even a crumb off my plate, I'm going for it.

helpful

Thanks, I should have mentioned that my overall tenure is about the same, almost 30 years of post-college work experience.

I’ve had reasonable success, perhaps a mix of ‘because of’ and ‘in spite of’ my ADHD. But I want to be transparent (within reason) and make sure this is a win-win.

This potential role would be similar work on a different but related team. So I do want to be very prepared for any questions about my prior work.

And perhaps this is wishful thinking but I am hoping more people are willing to acknowledge, respect and support neurodiversity.

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I think if you’re going to bring it up in a rehire situation you should be prepared to discuss how you’re managing it differently as a show of how you will work to avoid performance issues this time around. Otherwise I’m not sure it will help you to just mention it as an FYI.

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Let’s put aside the performance issue for a moment, as this simply focuses on ADHD in a negative light.

If I view neurodivergence as a positive thing in many respects, from what I have accomplished to adding cognitive diversity to decision making and innovation, couldn’t I broach the subject if and when appropriate?

One aspect of this is that if I get into a situation where, for example, I am asked to take an assessment, do a case study, etc., where my neurodiversity is not accommodated, then the output and/or perception is negatively impacted anyway. At least if I disclose, there’s an opportunity for them to be understanding. Otherwise I’m out of the running anyway.

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