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Neurodiversity in the Workplace

Writer's picture: Kaitlyn BoudreaultKaitlyn Boudreault

Updated: Dec 28, 2024

When envisioning workplace inclusion, do you consider accessibility, disability, and neurodiversity? If your answer is no, you’re not alone. 

 

Companies stand to gain significantly from embracing neurodiversity.


Workers with different brain functioning celebrating success in the workplace when neurodiversity is embraced

Despite the advantages of incorporating neurodiversity into your inclusion policies, a survey of Fortune 500 companies revealed persistent discriminatory hiring practices. Only 20% of these companies reacted positively to hiring applicants with neurodivergence or mental disabilities.

 

Despite these abysmal numbers, the good news is that workplaces are constantly evolving, and there is potential for meaningful change by integrating neurodiversity into your policies to create more inclusive environments.

 

Continue reading to learn more about neurodiversity and neurodivergence, how individuals can receive support, and how workplace leaders can foster neuro-inclusive environments.


Defining Neurodiversity


To appreciate how neurodiversity fits into the workplace, it's essential to define the terms neurodiversity, neurodivergent, and neurodivergence.


Neurodiversity refers to the natural variation in the way our brains function, think, perceive the world, process information, and develop. Having a diverse workplace enhances a company's potential for creativity, innovation, and effective problem-solving.


For instance, one person may excel at mathematics and manage finances, while another might be highly creative and oversee the company's social media strategy. This blend of strengths enables better outcomes across all facets of the company.


Neurodivergence: an Extension of Neurodiversity


Neurodivergence and its related term neurodivergent are extensions of neurodiversity. Both terms were coined around 2000 by autistic advocate Kassiane Asasumasu. This term encompasses individuals whose neurocognitive functioning diverges from societal norms regarding brain functioning. 


Asasumasu emphasized using neurodivergent as an inclusive term. Consequently, neurodivergence and neurodivergent serve as umbrella terms that include various conditions, such as:

 

  • Autism

  • Down syndrome

  • ADHD.

  • Trauma

  • Bipolar disorder

  • Dyslexia

  • Epilepsy

  • Tourette syndrome

  • Depression

  • Obsessive-compulsive disorder

  • Anxiety

  • Other conditions where the brain diverges from dominant social norms. 

 

Additionally, some conditions, like AuDHD, combine neurodivergent identities. Conversely, individuals whose cognitive functions align with societal norms are deemed neurotypical.


Is Neurodivergence a Disability?

 

Approximately 600,000 Canadians are neurodivergent, and up to 15-20% of the U.S. population falls within the category.

 

This classification of neurodivergence as a disability varies. A neurodivergent condition is considered a disability when it impairs an individual's daily functioning.

 

While some neurodivergent individuals may identify as disabled due to systemic barriers that hinder their functioning, some others may not. Each person's identification is nuanced, and it is important to respect individual preferences.

 

Neurodiversity and the Social Model of Disability


The social model of disability, developed by disability activists in the 1980s, redefines how society perceives disability. Unlike the outdated medical model, which views disability as a disease or defect, the social model posits that disability arises from an inaccessible world.


In the workplace, the medical model would classify a neurodivergent individual as disabled by their neurodivergence. 

 

However, the social model identifies societal barriers as the primary cause of disability. Therefore, it becomes the responsibility of the workplace to eliminate these barriers and enable all neurotypes to thrive.

 

Barriers Faced by Neurodivergent Individuals in the Workplace


Neurodivergent individuals often encounter various barriers when seeking and maintaining employment. 


For instance, a 2017 report from the Public Health Agency of Canada revealed that only 33 percent of autistic adults were employed, compared with 79 percent of their non-disabled peers.


Common barriers neurodivergent individuals face include:


  • A lack of awareness and understanding regarding neurodiversity 

  • Difficulty obtaining necessary accommodations

  • Ambiguous and unclear communication

  • The necessity to mask neurodivergent traits to adhere to social norms

  • Reluctance to disclose your neurodivergent status

  • Professional biases that overlook neurodivergent traits

  • Fear of rejection, which may limit job applications.


These challenges often manifest during the interviewing and selection processes. For example, hiring managers might believe the myths regarding autism or ADHD or misinterpret a candidate's lack of eye contact as unprofessional.


Since neurodivergent individuals may be more likely to not give eye contact, employers might overlook qualified neurodivergent candidates due to these biases.


Additionally, since neurodivergence encompasses a wide range of experiences, this can further complicate the understanding and acceptance of neurodiversity within the workplace.


Benefits of Embracing Neurodiversity in the Workplace


Creating a workplace that values neurodiversity provides a competitive advantage over those that do not.


Different environments often allow neurodivergent individuals to excel, enabling teams to achieve diverse outcomes.


Neurodivergent individuals bring unique strengths to the workplace, including:


  • Enhanced Information Processing: Many autistic individuals demonstrate superior information processing abilities.

  • Creativity: Neurodivergent individuals often identify complex connections others may miss, leading to innovative problem-solving.

  • Diverse Perspectives: Neurodivergent individuals unique way of thinking offers valuable insights.

  • Loyalty: Neurodivergent employees are generally more inclined to remain with an employer, increasing retention rates.

  • Improved Team Productivity: According to Deloitte, teams with neurodivergent members tend to be more productive.


Furthermore, workplaces implementing neurodiversity inclusion initiatives often experience improved company culture, enhanced morale, and better leadership.


What Does a Neuro-Inclusive Workplace Look Like?


A neuro-inclusive workplace actively values neurodiversity and promotes the inclusion of neurodivergent individuals throughout the hiring and retention processes.  


Building such an environment requires time and effort and a critical review of current hiring, interview, and retention processes to identify areas of improvement. 


Some common strategies for fostering a neuro-inclusive workplace include:


  1. Enhance Understanding of Neurodiversity: Neurodiversity is a relatively new concept, even though neurodivergent individuals have long existed. Employers can enhance inclusion by offering ongoing company-wide awareness training, educating employees about neurodiversity, its benefits, and how to remove barriers for neurodivergent colleagues. Ideally, this training should be facilitated by individuals with lived experience to provide authentic insights. This approach not only educates managers but also empowers neurodivergent employees to better understand their struggles and seek accommodations.

  2. Create an Accessible Guide on Accommodations: Lack of information about available accommodations poses a significant barrier for neurodivergent employees. A clear guide outlining the accommodation process should be accessible to all employees. An effective policy would eliminate the need for official diagnoses to access accommodations, ensuring all employees have the support they need.

  3. Foster Flexibility: Flexibility in accommodation processes is crucial, especially since many individuals may acquire formal diagnoses for ADHD. Adopting flexible policies enables a wider range of individuals to access the support they need. Flexibility also benefits all employees, allowing them to structure their workdays according to their productivity peaks, thereby enhancing overall performance.

  4. Listen to Employee Feedback: The best way to identify areas for improvement is by directly engaging with employees affected by workplace policies. Solicit their input on accommodations, support, and inclusion, and encourage employees to create personalized "employee manuals" detailing their needs, communication styles, and strengths. Ultimately, listening to employees fosters a sense of value and improves performance.

  5. Revise Traditional Hiring Practices: Traditional hiring processes often rely heavily on verbal communication, which may not effectively showcase a candidate's strengths. Consider implementing alternative hiring procedures that allow candidates to choose how they demonstrate their skills, such as:


  • Traditional verbal interviews

  • Written responses to questions

  • Paid on-the-job practice weeks or training

  • Group tasks

  • Presentations

  • Creative demonstrations of skills


In the job description, consider including a statement encouraging applicants from diverse backgrounds, such as,Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC), LGBTQ+, disabled, and other marginalized groups may self-select out of opportunities if they don't meet 100% of the job requirements. We encourage individuals who believe they have the skills necessary to thrive to apply for this role.” This increases the likelihood of attracting a broad range of qualified candidates.


Accommodations to Support Neurodiversity in the Workplace


Many neurodivergent employees find that rigid accommodation processes present significant obstacles to their success. Some workplaces require an official medical diagnosis before providing accommodations, which can entail lengthy wait times or high costs.


Creating policies that allow neurodivergent individuals to self-identify as disabled for accommodations could help minimize these barriers. Access needs vary among individuals, but some common options include:


  • A quiet workplace to reduce distractions

  • Noise-cancelling headphones

  • Extended time for assignments or tests

  • Opportunity for microbreaks

  • Flexible work hours and locations

  • Condensed work weeks

  • Clear, direct communication free from ambiguity and sarcasm. 

  • Alternative communication methods

  • Frequent feedback

  • Shortened meetings

  • Resources like stress balls or fidget spinners

  • Dimming lights

  • Access to neurodiversity coaching

  • Mental health days

  • Having a body double or work buddy

  • Regular check-ins

  • Planning software

  • Automatic reminders

  • Assistive technology


Implementing policies for accommodations in the workplace helps neurodivergent individuals understand what support is available to aid in their success.


Tips for Neurodivergent Individuals in the Workplace


Navigating work as a neurodivergent individual can be challenging, but there are strategies to ease the selection, hiring, and retention processes. Here are some helpful suggestions:


  • Request Accommodations: Start by consulting your HR department or reviewing your company's policies on accommodations to understand the support options available to you.

  • Establish a Routine: Due to uncertainty, neurodivergent individuals, especially autistic people, can struggle. Setting up a consistent routine for waking, meals, work, breaks, and sleep provides structure and minimizes distractions.

  • Align with Your Strengths: Focus on a career that leverages your unique strengths. If you have strong creative skills, consider graphic design. If you excel at analysis, accounting might be a fit. If you are passionate about mental health, explore a role in therapy or coaching. Self-employment might also suit you, allowing for more control over your work environment.

  • Manage Sensory Overload: Work environments may not be suited for neurodivergent needs, leading to feelings of inadequacy. Use positive affirmations to counter self-doubt and help manage sensory overload in challenging environments.

  • Spend Time Unmasked: Many neurodivergent individuals feel pressured into masking or hiding their neurodivergent traits at work, which can be exhausting and lead to burnout. Seek spaces where you can authentically express yourself without fear.

  • Create a Workspace with Visual Aids: Design a clutter-free and distraction-free environment tailored to your sensory needs. Use visual tools, such as colourful pens and fidget items, to foster focus while keeping reminders about details visual.

  • Consider Self-Employment: If traditional employment proves challenging, self-employment might allow you to create a work environment that aligns with your needs while leveraging your strengths to build a business around your passions.

  • Explore Neurodivergent-Friendly Job Pools: Resources like Mentra and Specialisterne connect neurodivergent individuals with job opportunities that prioritize accommodating environments.

  • Identify Neurodivergent-Friendly Jobmoti Fields: Certain sectors may align better with neurodivergent strengths, including technology and IT, data analysis, cybersecurity, graphic design, research, virtual assistance, technical writing, and content creation. Choose paths that resonate with your skills and interests.


Book a Free Consultation With Blue Sky Learning


The Blue Sky Learning team embodies values of compassion, empathy, and person-centered care.


Are you a neurodivergent individual looking for coaching or therapy to navigate workplace challenges? 


Or are you a workplace leader seeking to create a more neuro-inclusive workplace?


Book a free 20-minute consultation with a member of the Blue Sky Learning team by emailing hello@blueskylearning.ca or following the link below.







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