We are in a moment of real shift in how neurodiversity is understood. Increasingly, there is movement away from rigid, medicalised pathways of diagnosis toward more fluid, self-reflective ways of understanding our brains and experiences.  

At the same time, it’s important to recognise that many people still want, or need, a formal diagnosis. In fact, many support systems in our society still require it in order to access help.  

A common theme from our Workplace Needs Assessments, is the lack of post-diagnostic support. Organisations may ask the individual, “How can we support you?”, but without such post-diagnostic guidance, many are left to figure that out entirely on their own.  

Receiving a new diagnosis, whether it’s autism, ADHD, a mental health or physical health condition, can stir up a whirlwind of emotions, like relief, confusion, grief, or even joy. For many people, a diagnosis answers questions they’ve asked for years. It can shine a light on lifelong patterns, misunderstood struggles, or hidden strengths. But it can also bring new questions:  

• What does this mean?
• What changes now?
• Where do I go from here?  

If you’re in that “now what?” moment, or you know someone who has recently been diagnosed, this blog is for you.  

Acknowledging *all* the emotions  

There is no one way to feel about getting a diagnosis, and that’s OK. For some, the news is deeply validating. It’s like finally have a name for a language you’ve been speaking your whole life. For others, it may feel disorientating or even scary. You might be grappling with what this means for your identity, your relationships, your job, your future.  

Many people feel a mix of emotions all at once, and layered beneath those feelings can be the weight of internalised stigma, the voice that says you have all of the answers now and therefore you should finally have it all figured out.  

The reality is, there is no “correct” way to react, however you feel is valid.  

Unpacking what diagnosis does (and doesn’t) mean  

A diagnosis offers a framework to better understand a person’s thoughts, behaviours and experiences. At Creased Puddle, we often say “it’s an explanation, not an excuse”. Greater understanding can open doors to support, self-awareness and community. But a formal diagnosis, or “label” doesn’t define who you are, or dictate what you’re capable of. You hopefully just have a little bit more awareness of how your brain works now.  

A diagnosis does not mean:  

• A person is broken 
• That they need to be fixed
• That their past struggles were their fault. 

But it can mean:  

• That person can now find tools and support that work for them 
• They can connect with others who ‘get it’
• They can advocate for their needs with new clarity.  

One of the biggest concerns for many after receiving a diagnosis is around disclosing to others. Some people share openly with friends, family or co-workers. Others choose to keep it private (which is perfectly valid too!) You are not obligated to disclose your diagnosis unless you want to or feel safe doing so.

There have been many polls and surveys, and evidence-based research, that have identified that disclosure remains a barrier to support. A survey conducted by the Chartered Institute of Personnel and Development (2024) found that around 3 in 10 neurodivergent employees hadn’t told their line manager or HR about their neurodivergence. When asked why, 44% said because it was a private matter that they didn’t want to share, while 37% said they were concerned about people making assumptions based on stereotypes. Similarly, a poll conducted by the Institution of Occupational Safety and Health (2023) found 72% of respondents said they would not declare their neurodivergence on a job application.  

Where to go from here  

With such a lack of post-diagnostic support available, particularly for those diagnosed later in life, it’s important to recognise that you or the person who you know whose recently been diagnosed don’t have to have it all figured out right away. Take time to move at your own pace. Learn from trusted, neurodivergent voices; seek out books, podcasts or social media accounts of those with lived experience and engage with others. Look at what support might be available, particularly in the workplace. There’s a whole world of people who’ve been where you are, who’ve felt what you’re feeling, and who are building lives that work for them. Now you get to do the same.  

Train to become a level 4 Workplace Needs Assessor

Become a certified Neurodiversity Workplace Needs Assessor with our level 4 accredited, hands-on training designed for workplaces. This course equips you with evidence-based approaches, legal frameworks, and real-world strategies to create truly inclusive workplaces. You can watch our most recent webinar on YouTube which talks about the course in detail.

References 

Chartered Institute of Personnel and Development (2024) Neuroinclusion at work report 2024. Available from: https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2024-pdfs/2024-neuroinclusion-at-work-report-8545.pdf  

Institution of Occupational Safety and Health (2023) Two-thirds of workers won’t disclose neurodiversity to bosses. Available from: https://iosh.com/about/media-centre/two-thirds-of-workers-won-t-disclose-neurodiversity-to-bosses#:~:text=IOSH%20ran%20two%20polls%20on,if%20they%20would%20do%20so.