If you’re in the US, I would request a formal reasonable accommodation from HR with your medical evidence. This establishes a paper trail in the event they attempt to terminate you due to your medical condition. My recommendation would be to codify the expectations around response time and Slack interactions in writing as the accommodation.
Once you need to start worrying about paper trails, your life within the corporation will have become an utter nightmare. Sharing medical information with your employer should be an absolute last resort, which isn't where OP appears to find themselves (given that muting notifications and checking it every once in a while is on the table).
It sounds like OPs life is already an utter nightmare there. Can only go up after getting some relief.
> I can't concentrate at all. It's not like it's annoying, I simply cannot work. I have been spending 10x more energy since I started to just keep above the water but now, after 10 months, I'm simply drowning and my tickets are all piling up.
How depressing to think one shouldn't ask their employer for an accommodation for a legitimate medical condition after almost a year of suffering 8+ hours a day. More empathy please.
Honest question, does this actually help? I avoid disclosing my ADHD now because others at work have either started to treat me like a drug addict, tried to help but have a ton of misconceptions about ADHD, or started to treat me like a child.
The only positive responses have been from people who have it. But it doesn’t help for workplace accommodations.