Your Voice, Your Career: Strategies for Self-Advocacy in the Workplace
The month of resolutions: January gives many of us hope for the year ahead as we plan, set goals and anticipate the possibilities that a new year brings. As exciting as it is for some, many of us find the uncertainty leads to anxiety and therefore a more hesitant rather than hopeful start to the year. The ability to express our own needs and preferences through self-advocating effectively is for many no easy task; yet for those of us who experience challenges associated with our neurodivergence, self-advocacy can be a powerful tool for ensuring our challenges are understood and our needs supported.
The very thought of telling your manager about your ADHD diagnosis may well send your already busy mind into a tailspin of worst case scenarios. It may help to know you are not alone. Research shows that one of the biggest challenges faced by individuals in the workplace with a neurodivergent condition is disclosing their diagnosis to their employer. The fear of being judged and discriminated against, in addition to the challenges already experienced with these conditions, such as communication differences and sensitivity to rejection, often inhibits our ability to access the tools and support we need and are entitled to.
In spite of how well we manage to avoid the topic of a diagnosis and or our individual needs, there is a good reason why we should enter the den of discomfort!
Self-advocacy:
Is linked to higher job satisfaction and fulfilment: Getting the accommodations and support we need changes the game!
Aids in reducing stigma and misconceptions: Never underestimate the significance of your ability to make a difference.
Requires vulnerability: A necessary ingredient in creating a safe environment. It says to others ‘I am human too, you can trust me’.
Demonstrates self-respect: We have to respect and value ourselves before we can receive it from others.
Self-advocacy is an educational process, both for the individual learning to articulate their needs and for others who learn from this sharing of experiences and perspectives.
Here are my 5 top tips for practising self-advocacy in the workplace:
1. Know Yourself: Grab your pen and paper (or if you have dysgraphia like I do, speak it out, record and transcribe. I use CoocoonWeaver available from the app store.) and take a moment to reflect on your typical work day. This exercise is just for your own insight; don’t hold back!
What tasks, situations or events instigate a sense of confusion, dread or overwhelm?
What aspects of your job do you enjoy the least?
Do you experience anxiety when you think about work, in anticipation of going to work or whilst at work?
If you could change 3 things today about your role or place of employment, what would they be?
Do you ever feel overwhelmed at work, if so, what tasks and expectations coincide?
Of course, neurodivergence is so much more than challenges. When our strengths get recognised and supported, we can get into top gear and tap into our potential! Ask yourself:
What do I love most in my current role?
What would I like to do more of?
What am I good at?
Have my strengths been recognised?
2. Communication: Plan your approach: are you going to your immediate manager/team leader, someone more senior, or human resources? I recommend beginning where you feel most comfortable. If you have a good relationship with your immediate manager, that is the best place to start. Next, decide whether you will request a face-to-face meeting or you will write an email. It’s important to note that if communicating face-to-face on a sensitive topic is going to be too overwhelming then an email is equally as valid.
Not sure how to get the words out? I have created an easy to use email template to get you started. Download here!
Formulate your list of challenges and strengths; use examples of instances where you struggle or feel that you need to be better understood and supported.
Be prepared with additional and more general information on your condition such as handouts or links.
Be open and honest; share your experience and your struggles as opposed to criticising the systems or people in the organisation. Notice if you begin to feel defensive and plan for the worst case scenario. It is highly unlikely you will be met with blatant discrimination; in fact, it is a legal requirement that you receive appropriate accommodations. What’s more likely is the token ‘yes’, where it sounds like your circumstances and needs have been understood, and you receive some immediate support. However, if this is short-lived and/or doesn’t eventuate to much, it may be due to getting lost in the system, as is often the case in large or under- resourced organisations. Or it may be due to the impacts of little to no neurodivergence training for HR, management and team leaders. If you think this might happen to you, take note of the next two points!
3. Documentation: Keep records of conversations, emails and any accommodations provided. This can be invaluable if issues arise.
4. Join Forces: Seek out colleagues or mentors to connect with. It’s highly unlikely you are the sole neurodivergent in the organisation; in fact, chances are there are others wrestling with the fear of self-advocacy too!
5. Offer Your Assistance: Neurodiversity is a hot topic and for good reason. Having employees share their experiences and offer insight on practices and policies can be invaluable to any organisation wanting to create a genuinely neuro-inclusive environment.
Here is your opportunity to turn your suffering into purpose!
As scary as it may be, advocating for yourself is incredibly selfless and a catalyst for change that can have lasting impacts. If you haven’t already, sign up to stay informed with new information, resources and opportunities.