Self-Advocating for Your Neurodiversity: A Script
If you’re in a regressive office culture, here is a messaging strategy for broaching the conversation around supporting your neurodiversity.
What you say: “I’ve come across new research around neurodiversity being an asset to the workplace, and as a neurodiverse employee, I’d love to talk to you about accommodations that could support me in harnessing my unique cognition in this job.”
Who you say it to:
If you feel like your boss is receptive, begin with an informal conversation with them that employs the strategy listed above of collaborating to brainstorm solutions. This is a good strategy to use if you trust your boss and have good chemistry with them. Often, they will become your agent to HR and can bridge the gap between formal and informal support.
If you don’t feel your boss is an ally, go directly to HR.
How you say it: Politely and lightly. As you’re educating from the ground-up, it’s important not to make the person in power feel that you are judging, or talking down, to them. Consider your most effective form of communication: are you better in person or better by email? Play to your strengths.
How you start the conversation: Think about the issue from their shoes: most likely, they want to increase productivity, and they want to be seen as a pioneer. Begin the conversation by framing it in their lens, not yours: showcase the benefits of (not just the legal mandate for) accommodating for neurodiversity. This way, you open the conversation on a positive and future-facing note, rather than implying someone hasn’t done enough, or someone is behind (even if those things are the case). This tone will make them more receptive to hearing your message, and more amenable to coming on board with your ask.
How you end it: When it comes to action steps, make it extra clear what you need. You started out big picture, but now it’s time to come back to you. Land on 3 specific ways you can be supported: e.g. 3 days a week working from home, noise canceling headphones while in the office, and a project manager to meet with you daily for 30 mins to track your progress.
How you follow up: Follow up with an email thanking the person for their time. If they showed interest in reading them, you can attach some of the articles or research for how companies can globally support neurodiverse employees and why it’s beneficial to them. Keep this material as a link-out or as an attachment, so as to give them the option to take in this information when and how they want to, while focusing the body of your email on the actions that will support you. Recap for them the 3 agreed-upon actions, and ask them to let you know if you need to do anything on your end to get those accommodations in place. Give them at least a week before gently asking how it’s going.
