What to do when an employee discloses that they're neurodivergent

For managers who haven't had much experience with neurodiversity, having an employee disclose that they're autistic, have ADHD or identify with another neurodivergent condition can raise questions about what they're expected to do next.

You might wonder whether you need to change the way you manage them, what questions you're allowed to ask or whether there are workplace adjustments you should be considering.

The good news is that you don't need to have all the answers immediately, and you certainly don't need to become an expert in every neurodivergent condition. A useful starting point is to ask the employee whether there's anything about their current working arrangements that they find challenging, or whether there are changes that would help them perform their role more effectively.

It's important to remember that a diagnosis doesn't tell you everything about how someone works. Two employees with ADHD, for example, might have completely different preferences when it comes to communication, deadlines and managing competing priorities.

You also shouldn't assume that a disclosure means something needs to change. Some employees may simply want their manager to understand them better, while others may have specific adjustments they'd like to discuss. If adjustments are requested, take the time to understand what's needed and seek advice from your HR team where appropriate.

Remember, employers have obligations under Australian disability discrimination law, so it's important that requests are considered properly rather than dismissed or agreed to without understanding the implications. Above all, respect the employee's privacy and avoid sharing their disclosure with colleagues unless there's an appropriate reason and authority to do so.

Managing neurodivergent employees doesn't require a completely different approach to leadership, but it does require an understanding of how individual differences can influence someone's experience at work.

At Hyperfocus Solutions, we help managers build the knowledge and confidence to have these conversations, understand their responsibilities and make informed decisions about workplace support.