Neurodivergent individuals bring unique experiences and needs to the workplace. This article explores those differences and highlights the importance of adopting a person-centered approach to effectively embrace neurodiversity in the workplace.
Neurodivergence in Society and the Workplace
Approximately 15-20% of the population is neurodivergent, but despite increasing awareness, many individuals still hesitate to disclose their neurodivergence in the workplace. Why is this the case?
One possible reason is the way conditions like autism have historically been portrayed, or how terms like ‘ADHD’ are often misused or overused. Stereotypes and misconceptions about neurodivergence remain widespread, contributing to experiences of bullying, exclusion, and inadequate support for many individuals.
Concealing Neurodivergence and Masking
As a result, many individuals feel that discussing their neurodivergence in the workplace carries too much risk, as revealed by a survey conducted across the UK.
These statistics come from a survey of 990 neurodivergent employees in the UK, conducted as part of research by Birkbeck’s Research Centre for Neurodiversity at Work, commissioned by the charity Neurodiversity in Business (Doyle, McDowall & Wasseem, 2022).
In addition to choosing not to openly discuss their neurodivergence, many individuals also engage in “masking.”
Masking often involves mirroring others, suppressing certain behaviors, or behaving in ways that help a person “fit in” to neurotypical environments. This constant adaptation can take a heavy toll, and is linked to burnout, anxiety, and depression. By concealing their true selves, individuals may also hide their authentic contributions, causing organizations to miss out on the valuable skills that emerge when people can fully be themselves at work.
What can be done to help neurodivergent colleagues feel comfortable sharing their experiences and encourage everyone to embrace and celebrate neurodiversity?
Instead of asking how individuals fit into teams, perhaps we should shift our focus to how they contribute and enhance them.
Creating Psychological Safety and Overcoming Stigma
Increasing awareness about neurodivergence in the workplace is essential for individuals to feel comfortable sharing their experiences. Openness helps combat stigma and fosters honest conversations, which in turn create psychological safety – a vital element of inclusive and high-performing teams.
Companies could participate in global awareness days or launch campaigns to promote understanding of neurodiversity. These initiatives can help ensure that everyone feels valued, supported, and empowered to contribute authentically in the workplace.
Unique strengths
Everyone has areas where they naturally excel, and neurodivergent strengths can often result in performance that surpasses the norm. However, these strengths are unique to each individual and will vary from person to person. To delve deeper into this topic, we asked colleagues at CoachHub to share what they consider to be their personal strengths stemming from neurodivergence:
“There are countless strengths! One of the biggest is out-of-the-box thinking. We often see innovative ideas and solutions to problems that others might not have considered.”
“Since we often face challenges in everyday life, we tend to be highly creative and solution-oriented. For instance, people with ADHD may develop tools like reminder bracelets or ‘chore charms’ to stay on track and avoid distractions while completing tasks.”
“Creativity, out-of-the-box thinking, empathy, and social intelligence.”
“Neurodivergent individuals are often recognized for their strong sense of fairness and justice. Many of us can quickly identify when someone is being treated unfairly in the workplace and will do our best to help address and resolve the situation.”
“While we may have pronounced ‘weaknesses,’ the strengths that accompany them often surpass what others in the same field can achieve. Our special interests can propel us to become experts in our work, turning us into walking encyclopedias on topics that fascinate us. This leads to being thorough, passionate, and highly driven.”
“There are so many different diagnoses and identities that each of us is neurodivergent in our own unique way. This diversity creates a vibrant community and a deep pool of talents and abilities.”
A Competitive Edge in the Right Environment
To unlock these valuable strengths, workplaces must establish supportive structures and foster inclusive cultures. When the needs of neurodivergent individuals are met, they can thrive and significantly contribute to their companies’ competitive advantage.
This is why some corporations have implemented programs specifically designed to attract and retain neurodivergent talent. Tech giant SAP is a notable example, launching their ‘Autism at Work’ program in 2013. By transforming their hiring practices and providing tools and resources to support and empower individuals on the autism spectrum, SAP has hired over 200 autistic employees globally since the program’s inception.
Programs like these send a strong message that the organization is committed to inclusion. By raising awareness and celebrating the value of neurodivergence, these initiatives create a sense of belonging and provide neurodivergent colleagues with the psychological safety to openly express their needs. Additionally, they offer the opportunity for these individuals to become role models, inspiring others to do the same.
Rethinking the Workplace
By initiating these conversations and genuinely listening to neurodivergent voices in the workplace, we can uncover numerous opportunities to enhance inclusion.
This process challenges us to question the status quo and fosters creativity and innovation in rethinking the workplace to accommodate a wider range of needs. For instance, you and your team might consider how you approach:
- Recruitment, job descriptions, and interview processes
- Performance evaluations
- Communication and the use of inclusive language
- Work schedules and flexibility
- Office design and workplace environment options
- Team rituals and routines
Despite growing awareness, neurodivergence is still often regarded as an “invisible” form of inequality in most workplaces. As a result, it is frequently deprioritized in many organizations’ DEIB (diversity, equity, inclusion, and belonging) strategies.
Incorporating neurodiversity into the DEIB conversation is essential for fostering an inclusive workplace and driving success in today’s competitive business environment.