Podcast Summary: I Have ADHD Podcast

Episode 335: ADHD, Work, and Civil Rights: Protecting Yourself
Host: Kristen Carder
Date: September 18, 2025

Overview

This episode of the I Have ADHD Podcast dives into the complex topic of navigating ADHD in the workplace and understanding your civil rights. Host Kristen Carder explores the difficult decision surrounding disclosure of an ADHD diagnosis at work, the legal rights for accommodations under U.S. law, and strategies for advocating for yourself. The discussion is practical, compassionate, and rooted in real-world experience, giving listeners actionable advice as well as validation for the challenges faced by adults with ADHD.

Key Discussion Points & Insights

1. Should You Disclose ADHD at Work?

[03:27]

• Personal Decision: Disclosing an ADHD diagnosis is deeply personal. Individuals must weigh their workplace culture and their own comfort and safety.
• “Do you feel safe enough to disclose at work? And that answer…could be yes or no.” (Guest, 03:48)
• Safety includes considering potential judgment, retaliation, or lack of understanding from employers or colleagues.

2. Defining 'Safety' in Disclosure

[04:09]

• Safety is both psychological and practical. If you fear negative consequences, consider whether disclosure is worth it for you.
• “Do you fear judgment? Do you feel like your boss will retaliate against you?...People follow [civil rights laws] and some people don’t.” (Guest, 04:09, 04:34)

3. Knowing Your Rights and the Disclosure Process

[05:28]

• Employees have the right to request accommodations under U.S. law.
• Knowing whom to contact (HR or supervisor) is key. However, processes may not always run smoothly; sometimes supervisors are unaware or unhelpful.
• “You can go to either [HR or supervisor]. But recognizing that once you disclose...they need to do something in response.” (Guest, 05:49)

4. Practical Realities When Disclosing

[06:06]

• Supervisors may not always follow up or connect you to HR, even after disclosure.
• Some may respond with their own ADHD experience (“Oh, I have ADHD too”), which doesn’t equate to appropriate help.

Notable Moment

• The host jokes about shared ADHD not necessarily making meetings or tasks easier:
  “If you got accommodations and maybe our meetings wouldn’t be as long as they were… Because your inability to stay focused… is now negatively impacting me.” (Guest/Host, 06:23)

5. The Ideal Disclosure Scenario

[09:06]

• Best practice: Put requests in writing to HR, outlining your need for workplace accommodations for a disability.
• Initiate an interactive, ongoing process with HR to determine what works. Accommodations can be tailored and modified as needs change.
• “It’s almost like taking ADHD medication for the first time, right?...You’re accessing accommodations. You’re like, actually…this was working for about a week and it’s not working anymore. Let’s kind of go back to the drawing board.” (Guest, 09:38)

6. Understanding “Reasonable Accommodations”

[10:31]

• The law requires “reasonable” accommodations, as defined by the employer.
• Reasonableness factors: organization’s size, financial resources, and negative impacts on operations.
• “A reasonable accommodation...doesn’t negatively impact the organization. So whether or not that’s financial…they may determine that it’s not a reasonable thing for them to do.” (Guest, 10:43, 11:39)

Memorable Quote

• “Reasonable is defined by the organization and sometimes the court will decide.” (Guest, 11:47)

7. Your Rights and What to Do if Denied

[12:03]

• If you have a qualifying disability, you have the right to accommodations; if denied, you can escalate.
• “You can complain to the EEOC…the Equal Employment Opportunity Commission. You can file a complaint there and they will follow up with you about it.” (Guest, 12:22, 12:25)

8. Navigating Different Organizational Structures

[12:53]

• Academic or corporate settings may have different channels (HR vs. a disabilities office).
• The main point: Learn your organization’s chain of command for accommodations—each environment varies.

9. Researching Policies Without Disclosing

[13:41]

• You can ask HR general questions about available services “without spilling the beans.”
• “You can always lean on the fact, like, I’ve been here for five minutes and I’m trying to get a better understanding…” (Guest, 14:06)
• Use the organization's operations manual: “Just open the PDF and do control F…type in ‘disability’ or ‘accommodations.’” (Guest, 14:25)

10. Accommodations Beyond ADHD

[15:08]

• Accommodations can be requested for many conditions, temporary or permanent.
• “If you broke your wrist…you need a different keyboard…It covers a wide range…” (Guest, 15:08)
• Resource highlight: The Job Accommodation Network (JAN) website helps identify sample accommodations.

Notable Quotes & Memorable Moments

• “Do you feel safe enough to disclose at work? And that answer…could be yes or no.”
  (Guest, 03:48)

• “Do you fear judgment? Do you feel like your boss will retaliate against you?…People follow [civil rights laws] and some people don’t.”
  (Guest, 04:09, 04:34)

• “You’re accessing accommodations. You’re like, actually, you know what, this was working for about a week and it’s not working anymore. Let’s kind of go back to the drawing board.”
  (Guest, 09:38)

• “Reasonable is defined by the organization and sometimes the court will decide.”
  (Guest, 11:47)

• “You can complain to the EEOC…the Equal Employment Opportunity Commission. You can file a complaint there.”
  (Guest, 12:22)

• “Accommodations isn’t just for ADHD. It’s literally for anything.”
  (Guest, 15:08)

Timestamps for Important Segments

• 03:27 – 04:48: To disclose or not to disclose? Safety in the workplace.
• 05:28 – 06:48: Navigating HR and supervisors, what happens after disclosure.
• 09:06 – 10:31: The step-by-step, ideal accommodation request process.
• 10:31 – 11:47: What counts as a “reasonable” accommodation and limits of employer obligation.
• 12:03 – 12:25: Escalation steps if denied accommodation (EEOC process).
• 13:41 – 15:08: Researching policies without disclosure and understanding broad accommodation rights.
• 15:08 – 16:19: Examples of accommodations and the importance of knowing what you need.

Conclusion

Kristen Carder and her guest offer a nuanced, empathetic look at the challenges facing adults with ADHD in the workplace. The episode demystifies legal rights, provides actionable strategies for disclosure, and underscores the importance of knowing your organizational structure and your needs. Listeners are empowered to advocate for themselves while weighing their unique circumstances, with the ultimate goal of fostering a work environment that supports their best selves.

For further resources, check out the Job Accommodation Network (askjan.org) and consult your HR department or operations manual for your organization’s specific procedures.

For more info, visit ihaveadhd.com.