How do I disclose ADHD at work without hurting my reputation?

This is a very understandable concern, and it’s wise to think it through rather than disclose impulsively. Disclosure is a strategic choice, not a moral one, and you are not obligated to share more than you need. From a clinical and practical standpoint, you do not have to disclose ADHD to ask for accommodations. You can disclose function, not diagnosis. That means framing the conversation around what helps you do your job well rather than a label. For example, “I work best with written priorities” or “I’m much more effective in a quieter workspace.” This keeps the focus on performance and solutions, not on assumptions about ADHD. If you do choose to disclose, it’s usually safest to keep it brief and purposeful. You’re not explaining your life story. You’re explaining that you have a medically recognized condition that affects focus or regulation and that specific supports improve your effectiveness. The tone matters. Calm, matter of fact, and strengths based tends to land best. Documentation is typically functional, not detailed. Most workplaces ask for a letter from a clinician confirming a medical condition and outlining recommended accommodations. They usually do not need diagnostic reports, medication details, or symptoms beyond what’s relevant to work. A good letter focuses on needs and supports, not deficits. It’s also okay to wait. Some people test accommodations informally first or wait until trust is established with a manager. Others go through HR or an accommodations office rather than a direct supervisor. Protecting your reputation doesn’t mean hiding who you are. It means sharing information in a way that serves you. Disclosure should increase support, not vulnerability. If it doesn’t feel safe or necessary right now, it’s reasonable to hold off and revisit later.