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We had amazing accommodations available to us through our DEI. Now that our company has stepped it all back, and removed all accommodations, unfortunately I regret bringing it to my managers.
And that's the problem. It's very subjective how these requests will be handled. Your manager may be great and accommodating now. But a new manager or new policy may use the info as ammunition to paint a different picture...of an inadequate performer. And once you've disclosed, you can't go back. It's just very risky. And I'm sorry for your negative experience. While we all agree working to reduce the stigma is admirable, it comes with personal risks to those brave enough to try. Risks we should be prepared for in making our choices. If I had a request, I would simply state it as a need based on being a unique human that works best with x,y,z. And highlight the strengths I bring to the table that others may not. No mention of disability.
Are you on record as having a disability (ADHD)? If not, I would first obtain a note from your psychologist stating your diagnosis. This will provide you with some “insurance” before conversing with them.
Do you have a feel about what type of person your manager and HR manager are as it relates to their beliefs/opinions on ADHD? Did you have a positive performance review last year and present year?
Always remember that HR works in the best interests of the company, not the employees. Therefore, always work within the “required by law” framework to protect yourself.
HR might help, but don’t expect miracles. If you want real accommodations, your direct manager’s support matters more. HR follows policy, but a good boss makes the biggest difference.
I've tried to receive formal accommodations twice with two different organizations, and have been denied because I've been told that my "limitations" need to be in writing from a doctor. I've just recently gone through a psych-ed assessment, and am waiting on the written report to try again with my current employer. However, HR has already told me that they will not accommodate me with a flexible schedule in my current job role, which is shift based. I've always had the best luck with receiving informal accommodations from supportive direct supervisors... but when the supervisor changed, I then "lost" the accommodations.
SAME.
Rising Star
I did, and it was a smooth process. Employer agreed to me working in a private space or from home as needed. They paid for some items to help me with time management, and I can get transcripts or subtitles on video content I am required to view (helps with auditory processing challenges).
Rising Star
Planners and a physical timer I use with the Pomodoro technique. It was about $100 for the company to cover, so minimal investment.
It's tough. I'm sorry to say I don't recommend it. But if you do or you must to survive, document EVERYTHING. Be strategic. Do everything possible in writing and take notes or write follow-up recaps on verbal discussions. Emphasize your value to the job description and goals, not your deficiency. Have tangible examples. Even when you only suspect subsequent retaliation, document it. Print or snapshot everything immediately and keep a personal file. Do all your research on EEOC and legal rights and time limits for complaints ahead of time. Cite written company policy and keep those records. Seek and keep positive peer feedback that can refute any retaliatory claims. Unfortunately there are many ways this can be used against you in back channel ways even if/after accommodation is granted. Longer term, Consider career changes/tweaks that better leverage your strengths so you don't have to constantly twist yourself in knots to conform.
Before asking for accommodations it’s generally recommended to exhaust all solutions on your end to meet job schedule and expectations especially in client facing roles like consulting
Rising Star
This is incorrect. ADHD accommodations fall under federal ADA compliance.
Do you work in a right-to-work state? If so, I can flat out tell you you aren’t protected, even with a registered (or not} disability. If HR is very pro-employer…let’s not kid ourselves, they ALL are, they will figure out a way to nudge you out eventually, if it’s too much on their system to actually help.
I say this as I work in a right-to-work state and for 35 years I’ve seen companies screw over disabled/divergent employees. They’ve just gotten really strategic how they do it so they don’t get sued.
I have a disability myself. (It’s a silent/not-obvious one because I work my ass off for it to never been seen). I WILL NOT disclose it in the application process, interviewing, EVER, period. With what I have seen over the years it’s backfired about 90% with others, that’s if you even get close enough to get interviewed. Much less after getting hired.
I've had mixed experiences disclosing my ADHD and requesting accommodations. My first manager created a safe space for open communication and understanding, which allowed me to thrive in my role. However, after she left, I faced significant challenges, including hostility, harassment, exclusion, and an eventual layoff. In my most recent job, disclosing my ADHD also led to difficulties, and I ultimately resigned as I felt I had no choice or I would fail and that would be on my terms and not someone else's. Despite these experiences, I don't regret being open about my ADHD and I would do it again. Each time, I've grown braver and more confident not just to disclose but in the choices I make in the workplace that are contributed my brilliant ADHD brain. I've learned there's nothing wrong with me or how my brain works—the real issue lies in employers' lack of awareness, understanding, training, and supportive processes. I hope this helps! You will know what it best for you :)
This is why this country is doomed. Easy accommodations, but we regress.
I don't think there is anything wrong with that and you absolutely should. I have found its better to tell them and get the accommodations because it makes work better for you. I have never worked somewhere that perceived it as a bad thinig at all.
I have ADHD and don’t disclosing or requesting accommodations. I’m a manager of a team of 10 and it’s important to consider the bigger picture and how these requests come off and impact the broader group you work with.
Try figuring out how to manage your adhd most effectively (the right medication / dosage, counseling etc).
I wasn’t able to take adhd medication (had been taking adderall for 15 years) during both my pregnancies and the first time was a STRUGGLE but I figured it out and pulled it off without my credibility and work quality suffering. It did take a lot of effort but it’s possible and it’s worth it.
Also there are so many effective treatment options for ppl with adhd to manage it well that I don’t feel requesting accommodations is valid unless nothing else has worked.
ADA Accommodations is a law but there are stipulations!!! Do your research and find out what your state allows...you are entitled to more than you realize!