223: The Disclosure Dilemma: Neurodivergence in the Workplace

In this episode of Interview Boss, hosts Emma and Sarah tackle the complex and deeply personal decision of whether to disclose neurodivergence in the workplace, particularly during job searches and interviews. Drawing from heartfelt listener stories, they explore the emotional weight of late diagnoses, the stigma still present in many workplaces, and the tension between self-advocacy and fear of discrimination. The hosts emphasize that disclosure is not a one-size-fits-all decision, and instead offer a nuanced framework for considering timing, method, and intent. They advocate for moving beyond formal diagnosis labels and instead focusing on sharing practical, specific insights about how neurodivergence manifests in work—such as communication preferences, sensory sensitivities, or cognitive load—so that teams can better understand and support individuals without needing to know the clinical label. The episode highlights the power of indirect disclosure, like sharing 'work style profiles' or requesting small accommodations, as a way to foster inclusion without triggering bias. The hosts stress that the goal of disclosure isn't just to get accommodations, but to reduce misinterpretation, build trust, and create a more authentic work environment. They caution against disclosing immediately after a diagnosis or in response to negative feedback, as these moments can feel reactive and defensive. Instead, they recommend taking time to process the diagnosis and assess workplace culture. They also explore the legal protections available in many jurisdictions, while acknowledging that real-world discrimination often persists regardless. Ultimately, the episode empowers listeners to make informed, personalized choices based on their values, their role, and their workplace context, with the core message that understanding and accommodation are possible—even without a formal label.