AIBU to disclose possible autism diagnosis to my work

[user1494157537]

I have long suspected I am on the spectrum. Recently at work I have been having some issues which are as a result of my ASD.

I am currently midway through the assessment process for a diagnosis. WIBU to tell work and would they need to take it into consideration before the diagnosis is official?

They are a public sector organisation who are worried about their diversity.

I am worried because my area need to limit diagnoses due to cost so only the most affected are able to have the full assessment. I may just get told I am likely on the spectrum but not have a diagnosis.

Please help. I am worrying a lot about this and I don't know if I'm worried when other people wouldn't be because of my autism or if I should be worried.

Why would you tell them? I wouldn't tell anyone anything unless there was a need for them to know and it was in my interest.

That's the thing. My difficulties are solely related to my ASD so if I tell them I would hope things may improve for me.

If you think it may assist you, then tell them. Just be aware that once you've told them, you cannot take the information back.

I would - as it is then recorded, and will help with the discussion around reasonable adjustments which you may need to have. Some organisations may want to have the discussion after diagnosis, but it doesn't hurt to warm them up to it. And as you ave said the issues you are having realate to your ASD, then it should help your employer to understand the cause.

Are you in a Union? I would discuss with them!
How far are you when you say mid-way through assessment? What happens if they say you don't have ASD?
Do you consider yourself disabled? If it is public sector, have you declared it to occupational health?

I think you could discuss it as a mitigating factor if you have disciplinary action, but I don't think it will over rule.

I'd be wary of telling people without a diagnosis. I told people before mine and their skepticism was very hard for me to take. I'm possibly over-sensitive, but their disbelief made me feel ridiculous and ashamed. I pass for NT very well and a lot of people just couldn't take my worries seriously, which made me feel quite depressed and isolated.

I think it depends on the kind of people they are. Are they flexible, considerate, tolerant and interested in people's potential? If they're good people then you could try telling one person, such as your boss, if you think it will relieve some pressure on your performance.

An important thing is to make it clear that you see this as an explanation, not an excuse. It gives people a framework to understand why you operate and respond the way you do. It may help you all come up with strategies to work more smoothly together. It does not give you an excuse to do your job less well.

I went through this with an ADHD diagnosis and chose to tell two closer colleagues. I told them so they would understand why I struggle to stay organised and we all agreed on how to incorporate more structure and accountability into my workflow.

I really don't want any others to know since it's none of their business and doesn't affect them.

It might be worth a discussion with your line manager or a friendly person in HR in the first instance. If you worked for me I would send you via HR for an Occupational Health assessment so that I can be advised from a trusted third party what reasonable adjustments I should put in place (I think this is covered by the 2010 Equality Act, but I could be wrong on that).

By the way I agree, don't say anything without a formal diagnosis!! If you never get one then you may have to just find other ways around your problems.

I don't think I always understand correctly and I think sometimes I get very anxious about interacting with people for fear of doing the wrong thing. I am a manager and a direct report has complained about me but I don't know what has been said. I have checked it is not a greivance but they won't tell me what I'm supposed to have done. I have no way of knowing what I'm not supposed to do so I may be continuing to do it. And if it is a spurious complaint I don't know as I can't tell if I've done something wrong.

I have requested more management training but it hasn't been provided. I've put it in my appraisal.

I do know the complainer has complained about other people which have been 'silly' complaints which no one has bothered with. But I don't know what I've supposedly done so I can't know if this is one of those.

I'm getting very stressed about everything.

DS (22) was diagnosed with AS 10 years ago and always tells his employers. Most of them react with 'You seem perfectly normal to me' and then later on they have a lightbulb moment where he does something and they think 'Ah yes, he is autistic.' So far it has worked for him in most cases, but I think it is, as someone else said, up to you to decide if it will work in your favour.

I present very NT and have had a similar experience to Lightloves son. I did actually disclose I was going through the diagnostic process and though nothing was done my direct line manager was aware and it helped us understand each other.

Once I was diagnosed it went immediately to OH who arranged for me to have a fixed desk (hot desking office), wear ear defenders and have a parking space close to office (main car park 20 minute walk down a busy road where I couldn't handle the noise!). It's been an open conversation with my manager ever since and he manages me slightly differently I think because of it (happy to give advice on seemingly simple social scenarios etc). I think if you think it will help them understand you and that you think they will react appropriately then go for it.