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11/3 Thread (General) :
Do small law firms have paralegal managers?
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I pro-actively tell people about it - mostly because I am now in a position where I lead multiple teams and I want to help normalize it.
Yep - told the partner who presents my case and she assumed I was making up an excuse and screwed my review utterly. I’m an unidentified diagnosis whose adhd worsened after watching a death (depression from extreme trauma like that can intensify adhd symptoms)
Thank God for other people at my company and HR
I tell people about is after a few months of working together so that they understand my quality of work already. It’s so common when I share my diagnosis for at least one other person on the team to disclose their diagnosis to me also, which makes me glad I’m helping to normalize having it.
I did an application to the same firm, one where I declared - no follow up.
One six months later - no declaration - straight to interview.
May be many factors at play - but it felt off.
Rising Star
As an ADHD boss, I understand the challenges people with ADHD have in the workplace. Let's say a critical issue comes up and I need someone to jump on a plane to meet with a client and work out a detailed and quick resolution. All else being equal performance and skill wise, do I rely on the person who disclosed that they suffer with ADHD (or depression or PTSD or autism or anxiety . . .)? Or do I rely on the person who did not disclose this information? And if I chose the person I thought could handle the stress better, is this discrimination? And what happens at review time? I'm curious of your thoughts from the managers position.