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Chris Waterguy – coaching neurodivergent professionals @chriswaterguy.bsky.social · 29/10/2025

Sadly it's not always safe to disclose to employers if you have ADHD (or other condition affecting how you work). Maybe HR is understanding but your manager doesn't quite get it. Or vice versa. 🧵

jonwiggens on Threads (part 1): Most people think ADHD disclosure at work is binary. Tell them or don't. Fuck that. There's a third option nobody talks about and it's saved my career multiple times. Here's how it works It's called strategic ambiguity. Don't say "I have ADHD and need written instructions." Say "I work better with documentation, helps me catch details." You're not lying. You're framing needs as work preferences instead of medical accommodations.

jonwiggens on Threads (part 2): Don't say "I have ADHD and can't handle back-to-back meetings." Say "I'm more effective with buffer time for context switching." It sounds professional. Not diagnostic. You get what you need without the permanent record. Don't say "I have ADHD and forgot the deadline." Say "I dropped the ball on this, setting up a better reminder system." You're taking ownership without disclosing.

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Chris Waterguy – coaching neurodivergent professionals @chriswaterguy.bsky.social · 29/10/2025

Or your present manager is great but you don't know if your future managers will be understanding. It's generally best to start with a partial disclosure that doesn't mention ADHD.

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Chris Waterguy – coaching neurodivergent professionals @chriswaterguy.bsky.social · 29/10/2025

BONUS: Every part of this also works if you don't have ADHD. Or if you don't realise that you have ADHD. And it encourages better work practices. That's a benefit of accessibility.

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