The Goldwater Rule is a statement of ethics first issued by the American Psychiatric Association in 1973 restraining psychiatrists from speculating about the mental state of public figures. The rule enjoins psychiatrists from professionally diagnosing someone they have not personally evaluated. The APA’s Ethics Committee affirmed and even expanded the rule beyond diagnosis to cover almost all psychiatric opinion in 2017, amid widespread public discussion of the mental health of President Donald
How Goldwater Rule Affects Workplace Relationships
Goldwater Rule can create unique challenges in professional relationships. Symptoms may be misread by colleagues and managers who lack context about what you're experiencing.
Common misunderstandings:
- Quietness or withdrawal interpreted as disinterest or rudeness
- Reduced output during difficult periods seen as laziness
- Difficulty with conflict or assertiveness affecting professional standing
- Physical symptoms (fatigue, headaches) misread as lack of commitment
To Disclose or Not to Disclose?
Whether to tell colleagues or managers about goldwater rule is a deeply personal decision with real tradeoffs.
Reasons to disclose:
- Receive accommodations (flexible hours, remote work)
- Reduce self-monitoring and masking energy drain
- Build authentic relationships with trusted colleagues
- Access HR support and legal protections
Reasons not to disclose:
- Stigma and changed perceptions remain real risks
- Information may spread beyond intended recipients
- Not legally required in most situations
- May prefer keeping work and health separate
Middle path: Disclose the impact ("I work best in the morning") without the diagnosis if full disclosure feels too vulnerable.
Setting Boundaries at Work
- Energy management: Protect peak hours for high-demand work
- Meeting hygiene: Push back on unnecessary meetings that drain resources
- After-hours communication: Set clear expectations about response time
- Workload conversations: Proactively discuss capacity with managers rather than silently struggling
Building Supportive Workplace Relationships
- Identify 1–2 colleagues who can be trusted confidants
- Participate in team activities that align with your energy
- Communicate proactively when goldwater rule affects your work
- Seek managers who prioritize psychological safety and results over presenteeism