Workplace Advocacy Coaching
Turn HR gaslighting into receipts, leverage, and protected wins. We’ll co‑write the emails, map the strategy, and build the paper trail—low‑spoons friendly and trauma‑informed. Built by an AuDHD advocate who’s been denied, stalled, and retaliated against—and learned how to win safely.
Who my coaching is for
Workers with invisibile disabilities. Late‑diagnosed neurodivergent and/or chronically ill folks, and workers who are most targeted by retaliation for exercising their legal rights.
- You’ve been denied or ghosted after asking for accommodations.
- Your manager keeps moving goalposts or pushing “culture fit.”
- You’re scared of retaliation and not sure what to say next.
- Your doctor’s note got rejected or HR wants “more info.”
- You’re on a PIP (or threatened with one) after disclosing.
- You’re burnt out and need tiny steps that still work.
- You want to disclose strategically—without oversharing.
What you’ll walk away with
- Copy‑paste scripts we write together: requests, follow‑ups, escalations, and appeals.
- A clean timeline with deadlines, protected‑activity language, and receipts.
- A safety plan for pushback: what to say, when, and how to document it.
- A disclosure decision (if you choose) with minimal, strategic wording.
- A calm, doable next‑three‑steps plan that respects your capacity.
How it works
- Book a 15‑minute consult to confirm fit and goals.
- Pre‑session check‑in: short intake to target the exact barrier (optional if you’re low capacity).
- 50‑minute coaching session via video, audio, or live chat (camera optional, captions available).
- Deliverables within 24–48 hours: your customized scripts + step‑by‑step plan + documentation checklist.
- Optional add‑ons: async check‑ins or follow‑up sessions to refine strategy as things evolve.
Formats and access
- Video, audio‑only, or chat—your choice.
- Live captions and camera‑off welcome.
- Screen share for drafting emails together in real time.
- Low‑spoons design: short tasks, templates, and automation where possible.
Trauma‑informed commitments
- Safety first: we plan for retaliation and capacity limits before you hit send.
- Strategic disclosure: share the minimum, on your terms. No pressure, ever.
- Consent and privacy: you control what’s written, recorded, or shared.
- Systemic lens: you are not the problem. We optimize your leverage inside a hostile system.
What this is not
- Not legal representation or therapy.
- I won’t contact your employer or pretend to be your lawyer.
- No pressure to disclose or “perform professionalism” to be taken seriously.
FAQ
Will you talk to my HR?
No. I equip you with scripts and strategy. You stay in control of your communications.
Do I have to disclose my diagnosis?
No. We plan minimal, strategic disclosure only if it protects you or advances your goal.
What if I have almost no capacity?
We’ll design tiny, potent steps and use copy‑paste templates. Camera‑off and chat‑only are welcome.
Can you help if I’m outside the U.S.?
Yes, strategy still helps. I focus on U.S. frameworks (ADA, FMLA, EEOC), and we adapt the documentation and advocacy tools to your context.
What if my workplace is truly toxic?
We plan for harm reduction, protected activity, and exits when needed. Boundaries and backups are part of the work.
Legal note
I share legal information and strategy. I’m not your lawyer, and coaching isn’t legal advice.
Ready to build leverage?
If you’re exhausted, furious, scared, or done pretending—you’re not alone. Let’s turn overwhelm into receipts, boundaries, and wins.
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Disclaimer: The content, coaching, and courses provided by Stigma On The Clock are based on personal experience and independent research, intended to offer general guidance and support for workplace advocacy. These services are designed to provide practical insights and strategies for individuals navigating workplace challenges.I am not a licensed medical, mental health, or legal professional. Services are not a substitute for professional medical, psychological, or legal advice. Consult a qualified professional for such needs. You are responsible for your decisions; Stigma On The Clock is not liable for outcomes. Contact hello@stigmaontheclock.com with questions.