Pros and Cons of Disclosing Neurodivergence When Starting a New Job

Deciding whether to disclose your neurodivergence during a job interview or after receiving an offer can feel like a big decision. It’s deeply personal and there’s no single right answer.

At Genius Within, we believe that understanding your own strengths and needs is the first step to thriving at work. When you know what helps you perform at your best, you can make more informed choices about disclosure and reasonable adjustments.

You don’t have to disclose your neurodivergence to ask for reasonable adjustments; everyone deserves access to what they need.

However, being open about your neurodivergence can make it easier to explain why certain adjustments work for you and to ensure they’re put in place effectively. It also helps you advocate confidently for what genuinely supports your success, rather than relying on guesswork or generic solutions.

It’s also worth remembering that knowing what adjustments work for you can be a collaborative process. You don’t need to have every answer straight away. Disclosure can open up constructive conversations that help you and your employer explore what support will be most effective over time.

When you can clearly describe what helps you, it’s easier for employers to see that these adjustments aren’t about extra help, they’re about levelling the playing field. Imagine telling someone who needs glasses that they weren’t allowed to wear them at work. It really puts it into perspective, doesn’t it?

If you’re not sure what helps you as a neurodivergent person to work at your best or want to explore this in more detail, keep reading. We have something that can help you discover and articulate your strengths and strategies.

When you share your neurodivergence early, especially framed through a strengths-based lens, it sets a tone of authenticity and collaboration. Employers increasingly value transparency and diversity, and sharing your needs demonstrates self-awareness and proactive communication.

For instance, you might say:

“I’m dyslexic, which means I excel at big-picture thinking and problem-solving. I sometimes benefit from written follow-ups to meetings. Is that something we could build into our process?”

Or:

“I’m autistic, which means I am highly detail oriented. I do my best work in a quiet space where I can concentrate without distractions.”

Or:

“I have ADHD, which means I’m incredibly creative and excellent at problem-solving. Sometimes I benefit from having clear priorities or short check-ins to help keep my focus on track.”

Each of these examples shows confidence, professionalism, and a clear understanding of how you work best. This helps employers see your neurodivergence as a source of insight and value.

Disclosure gives you an opportunity to own your narrative. Instead of being seen through the lens of “difference”, you can position yourself as someone who brings innovation, creativity, and persistence  (traits often associated with neurodivergent thinkers).

Framing your neurodivergence this way helps employers see the value you add, not just the support you need.

It’s important to acknowledge that disclosure can still feel risky. Not every workplace has the same level of awareness or understanding.

Some people worry about:
• Unconscious bias or misunderstanding during recruitment
• Feeling labelled or treated differently or unfairly
• Not needing adjustments right away, so wondering if it’s worth mentioning

These are valid concerns. That’s why it’s helpful to consider when and how to disclose.

You might:
• Wait until a job offer is made and adjustments become relevant
• Frame disclosure around your strengths and preferences, not limitations
• Share only what’s necessary to help you thrive. You don’t have to share your full diagnosis

1. Reflect on your needs.
What support or environment helps you perform at your best? Remember, this understanding might develop over time. Disclosure can take the pressure off having all your strategies in place from day one and allow you to work with your employer to find what truly supports you.

2. Practice your disclosure.
Rehearse how you’ll describe your strengths and preferred adjustments in a positive, confident tone. You may want to consider whether this is best said in person or in writing, depending on your communication strengths and preferences.

3. Choose your timing.
Disclosure can happen at any stage: before the interview, after an offer, or even once you’ve started.

Disclosure is a personal choice, but it can also be a powerful act of self-advocacy. When you understand and communicate your strengths, you take control of your story and set yourself up for success.

If you’d like help identifying your unique strengths, strategies, and adjustments that could support you, Genius Finder can help, whether you are neurodivergent or not. This online tool generates personalised insights into how you work best, along with hundreds of potential development strategies, many of which you might never have thought of. It’s designed to help you communicate your needs and strengths confidently with your interviewer or line manager, whether you want to disclose your neurodivergence or not, all for less than £50 a year.

Discover your strengths at geniusfinder.com.