Disclosing Mental/Learning Disorders to your Employer?

[use2betrix]

When I was in college, I spent a full day with a Psychologist preforming tests for a suspected learning disorder. I was ultimately diagnosed with dysnomia (trouble recalling specific words), dyslexia (reading speed/comprehension), and a non-verbal learning disorder (understanding how processes tie together, issues with math/foreign language). I also have pretty bad anxiety and have been medicated for over a year.

I have never felt a need to disclose any of these items to an employer, aside from some bosses that were close friends and I had no issue sharing about my anxiety.

I have been at my current position a year (contractor) and in most aspects, have exceeded expectations. Recently I was thinking about leaving for a sabbatical or other employment, shared some concern with my boss, and was soon offered a $10,000 retention bonus to stay through 2021 and another $10,000 to stay through June 2022. I’d say that this (in addition to  frequent compliments across the company) wound indicate they are very happy with my work.

As my stress and workload increases, and a newly assigned boss that is much more of a micromanager that I’m used to, I’ve considered sharing my diagnosed disabilities that do impact me quite considerably, however I’ve just always been able to work around by excelling in other aspects. I do feel that if I share the information, I should be prepared to answer whether or not there are any certain accommodations I need. At a minimum, maintaining my own office (others share) would be very important to me, as I need a lot of time with my door shut and no distractions to perform my duties. I may also request to work at my office at our headquarters (10 mins away) more often (I typically work on a job site) as it’s much more quiet/private.

I’m not totally sold on it, which is why I’ve never disclosed it formally at any workplace, and I’ve been in my industry for about 12 years. I am a higher level manager with a handful of direct reports and around 25 additional reports to that team. I work for a worldwide Fortune 500 company who is constantly talking about mental health, so it seems as there may not be a negative stigmatism that arises from the disclosure.

[Chris Pascale]

Since you're not talking about going into a job saying these things, but informing people who know you're awesome that it's in spite of legit stuff you deal with, I say it's yours to share, so feel free.

[Dicey]

Not a pro in this field, but you said you are a contractor. You do not have the same protections as employees, correct? If that's true, I think I would tend to let my work speak for itself.

[cool7hand]

This document summarizes how the Interactive Process should work to determine whether you can continue to perform the job with a reasonable accommodation: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada.

But, as another member posted, the ADA does not protect contractors. Some state laws protect contractors, so you should research that as well.

[use2betrix]

Thanks for the information thus far. In short, I think that the learning issues are less of a concern than the anxiety, however I do think that the slight accommodations for the learning disorders could help reduce the anxiety.

After some more thought, I don’t ‘think’ I’ll disclose anything at this time. More so if they try and put another person in my office, which would majorly impact the quiet, dedicated time that I need to concentrate.

In regard to me being a contractor - I’m still a full time W-2 employee (not 1099) i.e. I get benefits and all the same protections. I’m just considered a contractor as I am a representative of the company that pays my contracting agency, but do not work directly for them.

Will look forward to any other comments/experiences regardless that may convince me it would certainly be worthwhile to disclose.

[RedmondStash]

I have a couple of thoughts.

First, if you disclose a disorder or disability, there's the chance that other people may look at you differently after that. Sometimes that's temporary, sometimes it's not. So I would be sure you're prepared for a shift in how people treat you -- not that that's necessarily good or bad, just something to be sure you're ready for and okay with managing.

Second, it's possible that you can decrease your anxiety by disclosing your conditions to those around you, and it's also possible that they'll take it in stride, no problem, no change in behavior except to be more aware of and supportive of you. I've seen that happen too. The old phrase "You're only as sick as your secrets" comes to mind. If you're hiding something, it may feel shameful to you. If you expose it to the light of day, you're telling yourself that it's nothing to be ashamed of, and that may help you feel more confident and at ease.

It's tricky because once that cat is out of the bag, you can't stuff it back in.

I would suggest sitting down and writing out lists of what you hope to gain and what you fear you might lose, and assess how realistic the items are. That may help you gain more clarity about your objectives and your best course of action.

[afox]

NFW! Tons of downside potential, very little upside potential, potentially catastrophic.

You know those stories about the "CEOs with ADHD" well they were at the top of the food chain and beholden to judgment by virtually none. Wait till you're running the company or about to retire to become a martyr.

[mathlete]

That's a tough one. I would say it depends strongly on your relationship with your new manager and how much backing you think you'd get from the law/HR.

If you do choose to go down that road, I would be very prepared. Being able to phrase requests in terms of how they would help the team/boss/company meet XYZ goals, and being prepared to point to your prior history of success, are a must.

Good luck!

[SunnyDays]

As a former psychologist, I would recommend not using any labels, like anxiety or learning disability, and just present your actual difficulties.  For example “Noise and activity really bother and distract me when I need to focus.”  Or, “I’ll remember that better if I learn it this way” (by being shown rather than told, seeing a process in pictures rather than words, etc.)  This avoids people seeing you as “less than” and also gives them tools to make your work easier for you.

I’m hoping that you college assessment also provided you with recommendations about strategies you can use to make life easier for yourself.  If so, pull it out and review the recommendations with an eye to how to apply them to your current situation.  If not, then you can still see a learning/educational psychologist for same.

[cool7hand]

First, if you disclose a disorder or disability, there's the chance that other people may look at you differently after that. Sometimes that's temporary, sometimes it's not. So I would be sure you're prepared for a shift in how people treat you -- not that that's necessarily good or bad, just something to be sure you're ready for and okay with managing.

The ADA prohibits people treating you differently because you have a disability. If they do, tell HR.

[mathlete]

First, if you disclose a disorder or disability, there's the chance that other people may look at you differently after that. Sometimes that's temporary, sometimes it's not. So I would be sure you're prepared for a shift in how people treat you -- not that that's necessarily good or bad, just something to be sure you're ready for and okay with managing.

The ADA prohibits people treating you differently because you have a disability. If they do, tell HR.

You're correct in a statutory sense, of course. But "different" treatment often comes about in ways that are difficulty to explain and quantify when approaching HR. i.e., you may have a strong sense that you were passed over due to your disability, but trying to verbalize that is very difficult.

[cool7hand]

As a former psychologist, I would recommend not using any labels, like anxiety or learning disability, and just present your actual difficulties. 

The ADA requires that an individual actually have a disability. It's much easier for an employee to get an accommodation if they have a diagnosis for a condition that the EEOC has listed as a disability. I'd strongly urge you not to merely identify symptoms as opposed to a condition.

[cool7hand]

First, if you disclose a disorder or disability, there's the chance that other people may look at you differently after that. Sometimes that's temporary, sometimes it's not. So I would be sure you're prepared for a shift in how people treat you -- not that that's necessarily good or bad, just something to be sure you're ready for and okay with managing.

The ADA prohibits people treating you differently because you have a disability. If they do, tell HR.

You're correct in a statutory sense, of course. But "different" treatment often comes about in ways that are difficulty to explain and quantify when approaching HR. i.e., you may have a strong sense that you were passed over due to your disability, but trying to verbalize that is very difficult.

I think you mean "prove", not  "verbalize".

HR should not tell anyone what an employee's condition is. HR should only discuss the essential functions of the job with the employee's supervisor and how the employee can perform those functions with or without a reasonable accommodation.

[terran]

They're giving you $10,000 retention bonuses to keep you 6 months. I think you can use that same leverage to keep a private office without disclosing anything. "Sorry, I know it's inconvenient but I know myself well enough to be able to tell you that to maintain the high level of productivity you pay me for I need a private office that I can use for time to work and think in quiet."

[BookLoverL]

Definitely I'd be very careful about disclosing your disability to your employer. I sometimes have disclosed mine and sometimes haven't in the past, usually based on whether I thought I needed specific accommodations that badly that time or not - for me actually half the accommodation I need is already done simply by the fact I only apply for part time jobs in the first place. But overall it depends how much confidence you have in your local disability protection laws, I think.

If I lived in one of those places where employers can fire at-will for any reason, I would be *extremely* careful about disclosing anything unless I had already proved through hard work that I was in fact one of the most productive employees the company had, because in those places, even if discrimination is technically illegal, they can just make up some other reason to fire you probably, because it's at-will.

On the other hand, if you are confident that disability law, unions etc. in your location will back you up, it could be well worth disclosing in order to be able to access accommodations. But even so, it may be that due to ableism your colleagues start to look at you differently after this, unless you are extremely lucky with what type of colleagues you have.

In some sense people with invisible disabilities are fortunate in this regard, because at least we *have* a choice whether to disclose, and don't have to always deal with the workplace ableism up front at the interview. But it can lead to struggling more with your job than a non-disabled person would if you don't disclose, for sure.

[BicycleB]

I wouldn't share the full deal. No no no, despite the statutes and the company policy. Highly supportive of the suggestions from @SunnyDays.

I was appreciated by one boss, but then worked under one who disliked my sometimes-hidden (sometimes-accepted?) difficulties/disabilities/quirks. Invited to resign and guess what, that's how I entered FIRE. If you have difficulty with new boss, focus on solving it, not on overpowering it. A boss has too many ways to undermine you and damage a previously healthy career.

SunnyDays' suggestion are golden. Also, while your current performance is better than mine was, consider brushing up the resume, quietly lining up transfers to other departments, etc. The clock may ticking and if so, you'll be glad to have alternatives. I suggest lining them up now while your position is still strong.

PS. Just noticed that OP is use2betrix, who I always think of as a huge badass. I bet you have a lot of leverage if you're willing to move positions, though it sounds like your industry is specialized. Just ditch the bad boss if they don't accommodate? Anyway, good luck, @use2betrix!

[darkskys]

As someone in a similar situation (but very different diagnosis) I’ve chosen to not disclose at work. I don’t see the benefit of it. People are still extremely judgement of mental health struggles.

As someone said earlier if you are having difficulties in a work environment at some point I might just explain what type of environment is easier for you to thrive in.

This all depends on your work place as the experience can vary broadly.

[use2betrix]

Lots of great input here. The common theme is regarding the potential judgment from others. While I do fully believe I would ‘technically’ be protected - I’m also very well aware how real life is. I also work in industrial construction and while at the corporate level it’s very modern/professional, the job sites I work are still rather.. old fashioned, for lack of a better term.

I went back and reviewed the report I was given by the psychologist 13 years ago (archived in email). While it is geared towards school, many of the suggestions can also be applicable to the workplace. It’s a 4-5 page, single paged report, which is very interesting to read such a thorough evaluation about myself from a professional in regards to how I learn.

I have no issues at all discussing my anxiety, as I don’t really expect any accommodations for it and it’s more of a casual conversation with colleagues. I think that’s quite a bit different than making a formal notification and requesting specific accommodations.

Instead of focusing on the technical diagnosis/issues, I’ll continue to work with my employer on ensuring that I have the necessary amenities that I can justify to best benefit my company in the workplace.

All that aside, the beauty of being a contractor is that my project should end in a year, and while they say they have long term plans (I’m not really interested in a full time gig from what I think it would pay), a long, long sabbatical may be in my future.

@BicycleB - appreciate the nice comments!

[BussoV6]

As a former psychologist, I would recommend not using any labels, like anxiety or learning disability, and just present your actual difficulties.  For example “Noise and activity really bother and distract me when I need to focus.”  Or, “I’ll remember that better if I learn it this way” (by being shown rather than told, seeing a process in pictures rather than words, etc.)  This avoids people seeing you as “less than” and also gives them tools to make your work easier for you.

I’m hoping that you college assessment also provided you with recommendations about strategies you can use to make life easier for yourself.  If so, pull it out and review the recommendations with an eye to how to apply them to your current situation.  If not, then you can still see a learning/educational psychologist for same.

This is excellent advice. No need to label yourself.

[wageslave23]

They're giving you $10,000 retention bonuses to keep you 6 months. I think you can use that same leverage to keep a private office without disclosing anything. "Sorry, I know it's inconvenient but I know myself well enough to be able to tell you that to maintain the high level of productivity you pay me for I need a private office that I can use for time to work and think in quiet."

I did this before. I'm a great worker but I need my own office and silence. After proving myself, I told my boss this and requested my own office. I got my own office and it worked out well for everyone.  Since then I always verify that I will have my own office before accepting a job. Try the more casual route first, if that doesn't work then bring out the big guns.

[BicycleB]

@BicycleB - appreciate the nice comments!

Nothing but the truth, that's my plan! Best wishes for '22

[use2betrix]

Thought I would follow up on this thread. I received an email today (3 months after this thread lol) about ‘consolidating my office’ with a lead that reports to me. My lead has approximately 25 direct reports, which are frequently in and out of the office all day long.

I spoke to my direct supervisor and also the supervisor (at his level, but not a direct report) which sent the email about the consolidation. I mentioned the things in this thread (I reviewed it before speaking to them lol), really to no avail.. It was mostly a, “we all need to make sacrifices.” My direct boss told me to spend more time at the headquarters, which the other supervisor wasn’t fond of as he wants me on site.

When I got home this evening I got a note from the other supervisor wanting to give me a call.. We chatted and he said he didn’t like how things left off and wanted to discuss/clear the air. I decided to be completely transparent and mentioned my struggles with dyslexia and dysnomia and how I was concerned that the significantly more interruptions throughout the day were going to impact my ability to perform my job duties and what I believe are the expectations they have of my work. In both conversations, I think it was pretty clear that this was important to me as I don’t hide my feelings well.

Well fortunately, that changed the tide very quickly and he mentioned he wanted to ensure they could accommodate this. I really hated to pull “that card” but I also can’t fathom my insane workload growing even more because i’m that much less efficient at work.

With that in mind, I’m a contractor and expect my position to be finished at the end of this year. This certainly won’t cause it to end any sooner as I can’t see how it could. On the other hand, too much more stress and I could see my time there ending much sooner, electively on my own.. Also, I only told this in confidence to that supervisor. He doesn’t have any say in my long term future or potential permanent hiring. I am confident that he will keep it personal, but if not, that’s fine too.

[BicycleB]

Nice update. Sounds like you took the bull by the horns! Glad you got a positive response at the end of the day.