The Vulnerability of Disclosure: Navigating Neurodivergence in the Workplace

Disclosure can be a delicate decision for anyone, but for neurodivergent individuals and those with invisible disabilities, it’s often more than just a choice—it’s an act of vulnerability. Sharing a diagnosis with a current or potential employer can feel like opening a door to both support and misunderstanding, creating a tension that leaves many jobseekers hesitant to disclose at all.

In an ideal world, employers would respond to every disability disclosure with open arms, full acceptance, and immediate accommodations. But unfortunately, that’s not always the reality. As many people with autism or other disabilities have discovered, sharing this information can lead to bias, discrimination, or simply a lack of understanding from those who hold the keys to employment. This makes the decision to disclose deeply personal and potentially risky.

Last year, I had the opportunity to write an article/Blogpost for CareerWise e-magazine about disclosure.  https://careerwise.ceric.ca/2023/04/13/the-no-1-strategy-for-supporting-clients-who-wont-disclose-their-invisible-disability/. In it, I explored how this decision can impact a client’s job search and employment experience, and offered insights into how to approach disclosure when it involves requesting accommodations. But there’s more to the story, especially when it comes to the vulnerability of disclosure for neurodivergent individuals.

Why Disclosure Feels So Vulnerable

For people with invisible disabilities, disclosing a diagnosis can feel like handing over a sensitive part of their identity. Although sharing this information may allow an employer to better understand a person’s behavior or needs, it may also expose the individual to prejudice, or worse, prevent them from being hired in the first place. The fear of being judged, misunderstood, or even excluded from opportunities is real.

As Career Development Professionals (CDPs), we often find ourselves helping clients navigate this tricky terrain. The question of whether or not to disclose a disability in a cover letter, job interview, or once employed is complicated by each individual’s unique needs, fears, and experiences. While some clients may feel empowered to share their neurodivergent identity to access necessary accommodations, others may worry that it will create more barriers than benefits.

When Should Disclosure Happen?

A useful guideline is to consider whether the client needs accommodation in an interview or on the job to perform effectively. Disclosure, in this case, becomes a practical step—solving a problem rather than introducing one. If the accommodation is crucial for a successful interview, then disclosure is likely necessary.

However, many neurodivergent individuals don’t need a formal accommodation during the interview itself but may have behaviors that diverge from typical social norms, such as making less eye contact, using a more direct tone, or struggling with small talk. These subtle differences can trigger unconscious bias in interviewers, preventing highly qualified candidates from getting the job.

In my work as a Career Development Professional for autistic professionals, I often see this scenario play out. Many of the clients I support are well-educated, highly skilled individuals who can perform the technical aspects of a job, yet they struggle with the unspoken social rules of job interviews. For example, an autistic person may come across as “disinterested” or “unengaged” simply because they don’t use typical facial expressions or body language, even though they are genuinely excited about the opportunity. These nuances create additional pressure on the decision to disclose or remain silent.

Partial Disclosure: A Tool for Vulnerable Moments

One approach that can help in these situations is partial disclosure or what I call "disclosing without disclosing." This technique allows the individual to explain how their behavior might differ from the interviewer’s expectations without directly revealing their disability. By offering a script that explains the impact of their neurodivergence, clients can address potential biases without having to disclose their diagnosis.

For example, an autistic jobseeker who struggles with eye contact could say:
"I do my best thinking when I’m not making direct eye contact, so if I’m not looking at you during parts of the interview, please know I’m listening closely."

Or for someone who doesn’t show facial expressions, a helpful script could be:
"I don’t always express my excitement on my face, but I’m genuinely enthusiastic about this opportunity."

These simple explanations can be the difference between a client being seen as capable or being dismissed based on unconscious bias. It shifts the narrative, allowing the client to maintain control over how they are perceived while keeping their diagnosis private.

Unconscious Bias and Neurodivergent Jobseekers

Unconscious bias can be a significant barrier for neurodivergent individuals in the hiring process. Interviewers may not realize they hold biases that favor certain social behaviors, such as eye contact or smiling, and unknowingly disqualify candidates who don’t meet those expectations. As Holly Corbett writes in Forbes, “If you have a brain, you have bias. It doesn’t make us bad people; it’s simply the brain’s way of speeding up decision-making.”

For neurodivergent clients, addressing these biases without fully disclosing a diagnosis can be a powerful tool. This allows them to create a bridge between their authentic selves and the expectations of the interviewer, without putting themselves in a position of vulnerability.

Empowering Clients to Navigate Disclosure

Supporting clients in their disclosure decisions means empowering them with strategies that protect their privacy while ensuring they get the accommodations or understanding they need. Whether that’s through full disclosure, partial disclosure, or deciding not to disclose at all, it’s about giving them the tools to navigate these vulnerable moments in a way that feels right for them.

If you want to learn more about helping neurodivergent clients with these delicate decisions, join us for our upcoming Disclosure Webinar. We’ll dive into practical strategies, tools, and insights to better support clients with invisible disabilities as they navigate the workplace.

Sign up today for the Disclosure Webinar and gain valuable knowledge on how to empower your neurodivergent clients with the confidence to handle disclosure on their terms! https://www.nextlevelasdconsult.com/disclosure-webinar