A third ofneurodivergent workersworry about being fired if they disclose their condition and 75% feel that the hiring process is biased—either they’re overlooked because of their condition or they’re hired as part of inclusivity quotas, according to a new survey.

To navigate this stigma, 91% of neurodivergent workers mask their symptoms, which means they suppress these traits to conform to their environment. The problem? This constant effort to “fit in” often leads toburnout.

Under the Americans with Disabilities Act (ADA), people with disabilities, including neurodivergent conditions, must be provided reasonable accommodations, such as flexible work schedules, assistive technology, or adjustments to their work environment. However, biases persist.

What Does It Mean to be Neurodivergent?

What It Means To Be Neurodivergent at Work

Neurodivergence is a non-medical term used to describe certain conditions in which the brain processes things differently. Conditions such asautism,ADHD,dyslexia, dysgraphia,dyspraxia, and Tourette’s syndrome are common examples. People without these conditions are referred to asneurotypical.

Being neurodivergent comes with unique challenges at work. For example, an open floor plan can be extremely overstimulating, saidRyan Sultan, MD, a psychiatrist and professor of clinical psychiatry at Columbia University. Constant movement, connected desks, and distracting noises can create a sensory overload.

Social dynamics and workplace politics can add to these difficulties. A lack of understanding and support can lead to burnout or missed professional opportunities.

However, 82% of neurodivergent workers believe their condition enhances abilities like better attention to detail, visual thinking, memory, and creativity.When these strengths go unrecognized or misunderstood, it can lead to a lack of motivation and security, adding to their stress andanxiety.

As an autistic woman,Emily Casanova, PhD, an assistant professor of neuroscience at Loyola University, asked to teach classes on Tuesdays and Thursdays. This gives Casanova more days in the week to recuperate so she can be a better teacher. Thankfully, her employer understands that.But that isn’t the case for everyone. The fear of stigma or job insecurity can make asking for accommodations an intimidating process.

What Does ‘Neurotypical’ Mean?

How To Better Support Neurodivergent People at Work

If you’re an employer or a manager at work, here are four ways to support colleagues who are neurodivergent.

1. Provide an Advocate

Neurodivergent people expend a lot of energy in communication. Constantly having to self-advocate can be draining.

To help them conserve that energy and put it towards work, consider assigning a company advocate or departmental advocate who mediates any situations or requests.

“They’re probably gonna be better and more experienced at saying, ‘This is what’s needed, this is what we’re able to do. This is reasonable,” said Casanova.

2. Highlight Strengths

Neurodivergent individuals may struggle to summarize their strengths and selling points, Casanova said. Offering portfolio-based evaluations can showcase their work quality.

“Maybe they’re phenomenal coder, but their processing speed is not great,” adds Casanova.

3. Set Them Up for Success

Breaking tasks into smaller steps and offering quiet spaces can also improve productivity, said Sultan.

4. Foster Inclusivity

Although these strategies can provide a lot of support, without an inclusive environment, it can still be difficult for neurodivergent people to feel welcome in the workplace. Neurodiversity training for staff and managers can foster an environment where neurodivergent workers can authentically thrive.

Women and Girls With Autism: How Autistic Traits May Differ

What This Means For YouNeurodivergent people may not always feel comfortable addressing their needs at work, which can lead to anxiety and burnout. Cultivating an inclusive workspace, making reasonable accommodations, and fostering open communication can help them feel more secure at work.

What This Means For You

Neurodivergent people may not always feel comfortable addressing their needs at work, which can lead to anxiety and burnout. Cultivating an inclusive workspace, making reasonable accommodations, and fostering open communication can help them feel more secure at work.

1 SourceVerywell Health uses only high-quality sources, including peer-reviewed studies, to support the facts within our articles. Read oureditorial processto learn more about how we fact-check and keep our content accurate, reliable, and trustworthy.EduBirdie.Understanding neurodiversity in the workplace: stumbling block or superpower?.

1 Source

Verywell Health uses only high-quality sources, including peer-reviewed studies, to support the facts within our articles. Read oureditorial processto learn more about how we fact-check and keep our content accurate, reliable, and trustworthy.EduBirdie.Understanding neurodiversity in the workplace: stumbling block or superpower?.

Verywell Health uses only high-quality sources, including peer-reviewed studies, to support the facts within our articles. Read oureditorial processto learn more about how we fact-check and keep our content accurate, reliable, and trustworthy.

EduBirdie.Understanding neurodiversity in the workplace: stumbling block or superpower?.

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