The term “neurodiversity” acknowledges that neurological differences among people are natural variations in the human brain. Individuals experience and interact with the world in many different ways, and there is no single “right” way of thinking, learning or behaving.
While often associated with autism spectrum disorder, neurodiversity also encompasses other neurological or developmental conditions, such as attention-deficit/hyperactivity disorder, dyslexia, dyspraxia, Tourette syndrome, epilepsy and bipolar disorder.
According to reports, between 10% and 20% of the world’s population is neurodivergent.
Although the Americans with Disabilities Act, a civil rights law that prohibits discrimination against individuals with disabilities, protects neurodivergent workers and safeguards equal employment opportunity, the United States is experiencing high unemployment (between 30% to 40%) among neurodiverse adults, according to data cited by employee experience platform CultureAmp.
Several factors may contribute to the high employment rate, including a lack of reasonable workplace accommodations, misconceptions and stigmas about neurodiversity and a lack of awareness among employers about the strengths and talents of neurodivergent professionals.
The Neurodivergent Work Experience
Research shows that workplace culture is falling short in fostering an inclusive atmosphere for neurodivergent employees.
More than half of neurodivergent workers perceive a lack of support from both their broader organization (52%) and immediate team (54%) to address neurodiversity topics, according to a survey by the Chartered Institute of Personnel and Development, a human resources and learning and development group, and neuro-inclusion training provider Uptimize.
Additionally, the report revealed that one in five neurodivergent professionals have experienced harassment or discrimination in a work setting because of their neurodivergence.
Moreover, nearly a third of neurodivergent employees opt not to disclose their neurodivergence to management or HR personnel. Their hesitation is rooted in concerns about facing stereotypical judgments (37%) and skepticism regarding their organization’s empathy or ability to offer appropriate accommodations (18%). Twenty-nine percent are worried about the potential negative impact on their career.
As a result of the aforementioned, approximately 33% of participants stated that their work environment had detrimental effects on their mental health and wellbeing.
The stigma surrounding neurodivergence can create an environment where neurodivergent employees feel they cannot be their authentic selves, leading to stress and burnout from “masking” when they are in an office setting.
Masking is a coping mechanism that some neurodivergent people may use to conceal or suppress their traits, in order to appear “neurotypical”—someone whose cognitive processes, sensory experiences and behaviors fall within the range deemed typical by the majority.
Cultivating A Neuro-Inclusive And Supportive Environment
The absence of awareness and understanding regarding neurodiversity has resulted in a lack of consideration in the design of organizational processes, management styles and work environments. This oversight can lead to neurodivergent individuals feeling marginalized by workplace cultures, systems and technologies that fail to acknowledge their cognitive differences.
Employers must work toward establishing a culture that is open and supportive, enabling individuals to feel comfortable discussing neurodiversity. Raising awareness among staff about neurodiversity and the necessity of a neuro-inclusive workplace can contribute to greater understanding.
To effectively recruit and retain neurodiverse talent, it is crucial to collaborate with neurotypical colleagues to identify and address the unconscious biases and microaggressions that neurodivergent individuals often face. Hiring teams should be particularly aware of any biases they may hold against neurodiverse candidates during the interview process and implement measures to ensure fair and inclusive hiring practices.
Although reasonable accommodations are required by law, some employers fail to provide the adjustments needed to meet neurodivergent workers’ needs.
Managers should seek input from individual employees regarding their specific needs to excel in their roles and ensure that reasonable accommodations are easily accessible. Workplace adjustments may consist of providing headphones or establishing quiet areas within the workspace.
Neurodivergent employees may feel the pressure to adhere to social expectations in a traditional office setting. The lack of accommodations tailored to their needs can further compel them to mask, which can be emotionally draining and detrimental to overall well-being.
Remote work allows neurodivergent individuals to create a workspace that suits their sensory needs, reducing distractions and sensory overload often encountered in a physical office setting.
Lastly, flexible scheduling enables neurodivergent employees to work during their most productive hours, accommodating unique cognitive patterns and energy levels.
Source: Forbes
