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The Disclosure Decision Navigator

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Description

Chapter 13 frames workplace disclosure as a strategic decision with real trade-offs — not a moral test of self-acceptance. This navigator renders the graduated ladder: the informal specific ask (no diagnosis attached, nothing to un-ring), partial disclosure ("a medical condition that affects attention"), and formal ADA disclosure (in writing, through HR, with the timing rule: before a performance crisis, never after). Click any level for its sample script, what it gets, what it risks, and when to escalate.

Set the five factor chips — workplace size, manager relationship, performance situation, stigma climate, need for legal protection — and the ladder highlights where your factors favor starting, always as decision support rather than a verdict. Four scenarios (including the bad-review-season timing case) come pre-set with reasoning. The principle bar stays fixed: deciding not to disclose is also a legitimate outcome.

Lesson Plan

  1. Ladder (4 min): Read all three levels' scripts aloud. Note what each can't be (undone).
  2. Scenarios (4 min): Run all four; before reading the reasoning, predict the favored level.
  3. Your factors (3 min): Set the chips for a real situation. Discuss with the trusted sounding board — then respect whatever the person decides.

References