Thanks to HIPAA you do not have to disclose what your disability is to qualify for accommodations. The ADA does not list specific disabilities; rather, it defines “disability” and your medical team will report what symptoms need accommodating. For example, mine listed poor working memory and that as an accommodation, I need my tasks and deadlines in writing instead of just being verballed to me randomly. And executive function dysregulation which requires access to a private, quiet workspace.
Any workplace where disclosing your disability is a “slippery slope” is in violation of the law. Just because we have ADHD doesn’t mean we don’t have rights to a happy and healthy — and non-discriminatory – workplace. 🙂