Top six myths about neurodivergence in the workplace
Neurodivergent people are still facing barriers to gaining meaningful work that suits their neurotype. We may feel our organisations are truly inclusive, but the evidence suggests otherwise.
In this journal, we explore and debunk some of the myths surrounding neurodivergence in the workplace.
MYTH: Nobody stereotypes anymore, we are beyond that.
Sadly, this simply isn’t true. Neurodivergent people face many obstacles in the workplace that include ‘External perceptions of neurodiversity’, ‘Identity degradation’, and ‘Language regarding neurodiversity’. (Burton, Lewis; Carss, Vicki; and Twumasi, Ricardo (2022) "Listening to Neurodiverse Voices in the Workplace”, Ought: The Journal of Autistic Culture, Vol 3; Issue 2; Article 11.)
Stereotyping the actions, behaviours, attitudes, and culture surrounding neurodivergence and neurodivergent people is still something that happens far too regularly. Perpetuated by unconscious biases.
MYTH: It is expensive to put in place accommodations for neurodivergent people.
Many adjustments are actually very inexpensive or free. Here are a few examples (what’s really interesting is that these accommodations can actually benefit everyone in your organisation):
Accurate job descriptions - to avoid confusion around duties and responsibilities
Sharing agendas ahead of meetings and then sticking to them - so colleagues can prepare and meetings go as ‘advertised’
Additional support and notice of changes - to manage expectations and anxiety levels
Optional role play on training courses and interviews - so ND people can opt out of having to ‘perform’ in public
Sharing questions in advance of an interview - to help people perform at their best if they are of a reflective persuasion when it comes to processing information
Culture of asking one question at a time - to avoid processing overwhelm
Explicit communication (e.g., written instructions rather than verbal) written by communications experts, at an appropriate reading age (Scope recommend age 12) - to avoid confusion and misinterpretation
Evolving job role based on strengths and interests with proper career progression - many ND people thrive when their interests are activated
Extra breaks to prevent becoming overwhelmed, stressed and burnt out - the additional pressure of masking or having additional needs when processing information or managing sensory requirements means ND people can get tired more easily
Extra time meeting with managers - to discuss what is important to them
MYTH: Neurodiversity is a deficit and impairment.
While having a brain that is wired atypically from the majority of the population, certainly as society currently sees neurobiology anyway, it isn’t all about challenges.
ND brains have evolved alongside more neurotypical brains. Which means that ND brains are serving a crucial part of society. Otherwise they would’ve evolved out of existence. Try talking to your ND colleagues about the strengths and attributes instead of their deficits and challenges. And lean into making accommodations that allow them to use their strengths as much as possible.
MYTH: Neurodivergent people are all the same and the same accommodations can be used for all of them.
No. Just no.
Are all people the same? No. Enough said.
MYTH: Employees must have a diagnosis to request accommodations.
Again, this is wrong. Employees can self-diagnose which is just as valid. And actually anyone who has traits that prevent them from operating as effectively as they’d like, or strengths that they aren’t able to utilise because of systemic barriers, should and can ask for accommodations.
MYTH: Hyperfocus is a superpower.
While hyperfocus can be useful and lots of ND people rely on their ability to hyperfocus to get tasks done (often in record time I might add), it comes with its issues. Included but not limited to: forgetting to eat or drink; not being able to switch off; finding it hard to switch tasks; getting grumpy when required to do something else; sleep procrastination.
The upshot is, while most organisations have an awareness of and ethos supporting the concepts of neuroinclusivity, the reality is we still have a long way to go to implement practical solutions that make neurodivergent people more comfortable and able to thrive at work.
If your organisation is ready to take the next step on neuroinclusion, then take a look at our services and what we can offer you. We recommend starting with some learning workshops to raise knowledge levels around what neurodivergence is and isn’t, and how to combat the damaging stereotypes and institutional barriers we’ve explored in this article.
We can send you some free resources, just drop us a line by completing this form.
