Potential Use Cases Include:

• Neurodivergent employees who are unsure of whether or not to disclose their neurodivergence in the workplace. 
• Neurodivergent candidates who are unsure of whether or not to disclose their neurodivergence during the recruitment process. 
• Human resources representatives striving to help their neurodivergent workforce make informed choices related to disclosure. 

This resource is a decision making flow chart with key considerations regarding disclosure of neurodivergence in the workplace from a utilitarian perspective. 

While disclosure is a nuanced topic and decisions related to disclosure are made on an ongoing basis throughout each person's career journey, this resource aims to serve as a starting point for neurodivergent people who might be wondering:

• Is it safe for me to disclose at work?
• If I have unmet support needs, who should I disclose to?
• What are the tangible outcomes typically associated with disclosure? 

"One-Size-Fits-All" doesn't work for disclosure

Listening to neurodivergent lived experiences, we know that disclosure has many potential benefits and downsides. For example:

• After Employee A disclosed their neurodivergence, their team helped address their support needs, which led to increased productivity and long-term retention. 
• After Employee B disclosed their neurodivergence, their manager began underestimating them due to stigma and "Disability Spread." This negative disclosure experience prompted them to “mask” for the remainder of their career. 

Recognizing the complexity of navigating disclosure decisions, NITW subscribes to a Utilitarian Perspective focusing on the tangible goals and outcomes often associated with disclosure. While disclosure is a deeply personal choice, this resource can help neurodivergent employees make an informed choice.