Navigating Neurodiversity: To Diagnose Or Not To Diagnose?

The topic of autism and ADHD diagnoses has been increasingly prevalent in my coaching sessions. As someone deeply connected to this conversation and experienced in coaching, I feel compelled to share my insights. So, let's start this discussion together, much like we would over a cup of coffee. 

First things first – the big question: Do you need a diagnosis? Well, the answer to that is entirely personal. As a coach, I firmly believe in empowering individuals to make their own choices. I never advocate for seeking a diagnosis unless it feels right for you. What's essential is finding authenticity in your decision-making process. 

So, how do you go about making this decision? My recommendation is straightforward: Grab a pen and paper, draw a line down the middle, and list the pros and cons of pursuing a diagnosis. Consider the potential benefits, such as gaining a deeper understanding of yourself and accessing tailored support services. However, don't overlook the drawbacks, like navigating societal stigmas and potential limitations. 

Here's where things become real. Were you aware that in certain places, having an autism diagnosis could impact your ability to travel or even influence custody battles? It's a shocking reality, but awareness is the first step towards instigating change, and I am committed to contributing to that movement. But it is something to consider as it may impact your life.  

It's a big decision and one not to be rushed. Even if your ADHD brain wants the answer right now.  Consider reading the self-diagnosis chapter in Ellie Middleton’s book, Unmasked. Ellie’s book is a fabulous read, here is the link. Figuring out your reasons why is what is important. What is your reasoning behind getting, or not getting a diagnosis? Please do remember, that the Disability Act acknowledges unacknowledged impairments, making a formal diagnosis unnecessary in some cases. 

However, there's a crucial aspect to consider – in the UK, if you're contemplating ADHD medication, a formal diagnosis is typically required. It's a prime example highlighting why assessing the pros and cons is imperative. 

Ultimately, it boils down to one pivotal question: What's right for you? Not for your parents, your boss, or your partner – but for you. Discovering the answer can be challenging, but remember, you're not alone in this journey. Seek guidance, conduct research, and surround yourself with supportive individuals. 

Reflect on the experience of one of my clients, who felt misunderstood by her family due to their disbelief in neurodiversity. They did not believe ADHD was real, they thought she was making it up and was simply naughty. For her, a formal diagnosis was a validation of her experiences and reasons why she felt, behaved and dealt with things the way she did. A diagnosis helped her family to understand and transformed her family's perception positively.  

However, it's essential to recognise that this is just one narrative. Your journey is uniquely yours. Take your time, explore your options, and above all, trust your instincts. If you need someone to talk to, know that I'm here for you. Let's have a conversation. 

I feel it is important to mention, it's crucial to understand that individuals don't necessarily need a formal diagnosis to receive support from their employer. According to the Equality Act 2010, if someone has a physical or mental condition that seriously affects their ability to do everyday things for a long time, typically at least 12 months, they are considered to have a disability. What matters is how a condition affects someone, not what caused it.  

Here are some really useful websites that may help you with your decision – don’t forget you can also speak to your doctor.  

• ADHD UK - https://adhduk.co.uk/ 
• Autism UK - https://www.autism.org.uk/ 
  
• NHS – Autism Assessment https://www.nhs.uk/conditions/autism/getting-diagnosed/how-to-get-diagnosed/ 
  
• Unmasked Community - https://www.weareunmasked.com/  

Employers need to make reasonable adjustments to support their employees effectively, irrespective of whether they have a formal diagnosis. It's about recognising and accommodating their needs under the law. So, if you're a leader or business owner, remember that employees do not need a neurodiversity diagnosis to receive support. It's about understanding and meeting their needs, as outlined in the Equality Act. If you're an employee seeking support and wish for your leader to develop awareness about neurodiversity in the workplace, don't hesitate to provide them with our details. We're dedicated to championing neurodiversity in professional settings and are here to assist both employers and employees alike in fostering understanding and creating inclusive environments. 

If you're an employee seeking support and wish for your leader to develop awareness about neurodiversity in the workplace, don't hesitate to provide them with our details. We're dedicated to championing neurodiversity in professional settings and are here to assist both employers and employees alike in fostering understanding and creating inclusive environments. 

My goal is to enhance businesses' understanding of neurodiversity, encompassing ADHD, Autism, AuDHD (ADHD and Autism), Dyslexia, and more, to ensure adherence to legal obligations in supporting neurodivergent individuals effectively. Equipped with essential knowledge and resources, businesses can confidently navigate these challenges, leading to fewer sick days, increased productivity, and the development of high-performing teams. Please email hello@theneurodiversityacademy and let’s chat about how I can help your business.  

Tamzin 
Founder, Author & Performance Psychology Coach

Please note that this blog is geared towards adults. For children, there are additional considerations such as accommodations in exams and support from educational institutions. If you're contemplating a diagnosis for your child, I recommend having a conversation with their school as a first step.