Decision-Making Grid for Disclosing a Mental Health Diagnosis at Work

Create a grid with four columns: Benefit of Disclosing, Risk of Disclosing, Benefit of Not Disclosing, Risk of Not Disclosing.

Fill each column:

Benefit of disclosing: (Accommodations. Honesty. Not having to hide. Permission to struggle. Legal protections if I need them. People understanding my limits.)

Risk of disclosing: (Judgment. Discrimination. Being seen as weak. Affects on my career path. Being treated differently. Losing confidentiality.)

Benefit of not disclosing: (Privacy. Keeps my narrative private. No one’s judgment about my capability. I manage symptoms on my own.)

Risk of not disclosing: (I struggle without accommodation. I hide and feel ashamed. I cannot ask for what I need. I might crash publicly anyway and have less control over the story.)

Now look at both sides.

If the risks of not disclosing are bigger than the risks of disclosing, disclosure is probably the move.

If the risks of disclosing feel larger, consider: is that based on your actual workplace, or on your anxiety? What information do you need? (Talk to HR confidentially. Talk to someone who has disclosed. Check your company’s anti-discrimination policies.)

You do not have to decide today. But make a clear decision. Half-concealment is exhausting.

If you decide to disclose, follow the script we discussed. If you decide not to, commit to managing your symptoms and do not spend energy on shame about the secret.