Thriving at work with ADHD: antecedents and outcomes of proactive disclosure

Abstract

PurposeThe purpose of this study is to examine factors relating to the decision to proactively disclose a diagnosis of attention deficit hyperactivity disorder (ADHD), a concealable stigmatized identity, before experiencing performance issues at work. These factors include stigma consciousness, psychological safety, and job demands. Proactive disclosure is also measured in relation to thriving.Design/methodology/approachData were collected through the online research platform Prolific. Variables of interest were measured using surveys of 166 working adults who have ADHD. Path analysis was used to test the hypotheses.FindingsThe authors hypothesized that stigma consciousness is negatively related to proactive disclosure of ADHD at work and that psychological safety and job demands are positively related to it. The authors further hypothesized that proactive disclosure mediates the relationship between these variables and thriving at work. The results partially support these hypotheses, indicating that stigma consciousness is negatively related to proactive disclosure while psychological safety is positively related. Proactive disclosure fully mediates the relationship between stigma consciousness and thriving and partially mediates the relationship between psychological safety and thriving. Job demands relate to thriving but are not significantly related to proactive disclosure.Practical implicationsOrganizations can help employees who have concealable disabilities to proactively disclose them and thrive by providing a psychologically safe environment where disabilities are not stigmatized.Originality/valueThis study diverges from previous studies by measuring positive contextual and individual factors that help employees who have ADHD to thrive in the workplace. A proactive disclosure scale is developed and validated.

Die Aufmerksamkeitsdefizit‑/Hyperaktivitätsstörung (ADHS) am Arbeitsplatz

“…Menschen mit psychischen Erkrankungen neigen dazu, diese vor ihrer Um-gebung geheim zu halten, um die negativen Folgen des Labels zu vermeiden [26]. Die Studie "Thriving atworkwithADHD: antecedents and outcomes of proactive disclosure" von Mc Instosh et al konnte jedoch zeigen, dass ein offener Umgang mit der Erkrankung am Arbeitsplatz, bevor arbeitsbezogene Probleme aufkommen, einen positiven Einfluss auf die Arbeitsleistung hat [23]. Für den offenen Umgang ist es wichtig, im Arbeitsumfeld deutlich zu machen, dass eine Stigmatisierung der Betroffenen dort nicht toleriert wird [23].…”

“…Da die Symptomatik die Personen bereits seit der Kindheit begleitet, erlernen sie im Laufe des Lebens selbst Strategien, die sie bei der Bewältigung von Herausforderungen anwenden [15]. Darüber hinaus können externe Faktoren angepasst werden, um den Arbeitsalltag zu erleichtern [23]. Um für ein besseres Verständnis von psychischen Erkrankungen am Arbeitsplatz zu sorgen, stellt die WHO (World Health Organisation) mit ihrer Richtlinie "Mental Health and Work" Handlungsempfehlungen zur Verfügung [39].…”

Paradoxical career strengths and successes of ADHD adults: an evolving narrative

“…Helping ADHDers to develop and track longer-term career management strategies may also be beneficial if they are frustrated with their current career trajectory. Recent research from McIntosh et al (2023) emphasises the benefit of an employee disclosing their ADHD as being "part of the medium through which they experience thriving in the workplace" (p. 239); but to do so, they need to have a feeling of psychological safety. Unfortunately, due to the continuing stigma in most work environments, most ADHDers currently choose not to disclose their condition (Schreuer and Dorot, 2017).…”

The devil you know versus the devil you don’t: Disclosure versus masking in the workplace

“…Disclosure for neurodivergent individuals is often a matter of voluntary or proactive disclosure. Proactive disclosure is disclosure that is worker initiated and typically occurs before any negative work-related performance issues appear (McIntosh et al, 2022). Neurodiverse conditions are often concealable at work, although certain symptoms or their behavioral manifestations, as well as medication side effects, can make these conditions more or less concealable (Brohan et al, 2012).…”