UAE jobs: Should you tell your boss you have ADHD?

For the longest time Miss M. had resigned herself to the fact that she just wasn’t good at “adulting”.

In the classroom, the 40-year-old British primary schoolteacher created a safe and engaging environment, full of imagination and built on the foundations of learning through empathy and kindness. She fed off the children’s curiosity and tailored the lessons to their interests.

But among the adults, she struggled with things that came so easily to others. Emails, report writing, planning, team meetings and any aspect of administrative work that related to her job — or her life — left Miss M. overwhelmed

“My Attention-deficit/hyperactivity disorder (ADHD) diagnosis at 38 wasn’t a huge surprise for me as I’ve always struggled with executive dysfunction,” she said, “but I was still devastated.”

Miss M. loved her job at a reputable international school. She no longer wanted to struggle to get by. And so, as she started therapy to manage her mental health, she also decided to disclose her mental health status to her employer.

“It was a huge decision — and I didn’t know how they were going to react. But teaching isn’t just about what I’m doing in the classroom, so I knew I needed all the help I could get,” she said.

According to Rebecca McGuane, Head of Corporate Wellbeing at Lockton Insurance Brokers, when individuals feel comfortable being their true self at work, it can enhance productivity, job satisfaction, and overall well-being.

In the UAE, a new Federal Mental Health Law replacing legislation from 1981 ensures that all employees are entitled to equal treatment and opportunities in the workplace. This includes protection against discrimination based on disability including neurodivergence and emphasises in particular an employee’s protection from termination and right to confidentiality.

But despite laws protecting employees and significant progress towards inclusion being made, there are still potential downsides to disclosure. These include the risk of facing stigma, discrimination, or biased perceptions that may impact career progression and job satisfaction. Concerns about privacy and how personal information might be used or shared are also valid considerations. “The decision to disclose is highly personal and should be weighed carefully, considering the specific workplace culture and the support systems available,” McGuane said.

“In my role, I have been fortunate to work with a range of inclusive companies. I recently witnessed the implementation of a well-being committee in one workplace, following the disclosure of an ADHD diagnosis from one of their employees.

“Each member of the committee was trained in Mental Health First Aid and given the tools and skills through this qualification to support any members of the workforce who may be in need or struggling. This committee has since arranged multiple successful workshops and education sessions for their co-workers on mental health and neurodiversity leading to increased awareness, more open communication and increased utilisation of mental health support systems.”

Neurodivergent individuals often bring amazing and unique perspectives and strengths to their roles. Disclosure can empower both employers and employees to harness these strengths, some of which are invaluable in roles that require creativity or detailed analysis.

wknd@khaleejtimes.com