There are so many misconceptions about what neurodiversity actually means and how it affects people’s working lives. That’s why the first step on the Thriving Through Inclusion Roadmap is becoming aware of your own unconscious bias and unintentional exclusion.
We’ve all heard things growing up and even into our adult lives about people with ADHD, autism, Tourette’s and other neurodivergent conditions that were overly negative or simply untrue. In order to make the workplace more inclusive, we need to create stop checks that prevent us from acting on assumptions which could leave people feeling misunderstood, judged or rejected. Asking curious questions is one of the tools I teach in my neurodiversity in the workplace training. Discover the formula for curious questions HERE.
To help you start bringing awareness to assumptions and bias, here are a few common myths about neurodiversity and the reality of the neurodivergent experience, specific to the workplace.
5 misconceptions about neurodiversity in the workplace
- “I’ve never met anyone who is neurodivergent.”
The chances are you have, just without realising. Neurodiversity encompasses a range of conditions. The most well-known are ADHD and autism. We also include Tourette’s syndrome, OCD, dyslexia and multiple other conditions under the neurodiversity banner because it is defined as a natural variation in how people’s brains think, learn, process information and experience the world. These aren’t always obvious when first meeting someone. Estimates have found that about 15-20% of school-aged children are neurodivergent and one third of the workforce is neurodivergent. There is probably someone in your team who is neurodivergent which is why embedding neuro-inclusive practices as standard is so important.
- “Neurodivergent people are less capable.”
That’s not true at all. There are common struggles neurodivergent people are more likely to face. Some of these challenges include understanding expectations, prioritising workloads, and managing change and uncertainty. There are also tasks that many neurodivergent people excel in. Creativity, pattern recognition, deep focus and attention to detail are all common strengths. Everyone has strengths and struggles that they bring to the workplace. Neurodivergent people are no different.
- “Being neurodivergent is something to fix.”
Neurodivergent people don’t need to change who they are to thrive at work or live a happy life. Neurodiversity is a natural variation in how the brain works. This difference should be valued, not erased. Having different people with different perspectives, thought processes and strengths is a good thing. It supports innovation. The accommodations neurodivergent people request aren’t fixes. They are adaptations to a workplace that is usually designed for neurotypical people. Flexing work environments and practices enable everyone to thrive in their unique way.
- “If someone is neurodivergent, they will tell me.”
It’s only in the past few years that neurodiversity has been valued as a strength, not a deficit, so many neurodivergent people don’t feel comfortable telling people about their diagnosis. There is still a lot of stigma. They may prefer to get to know someone better first or they may avoid talking about it in a professional environment due to a fear of judgement. Creating psychologically safe environments encourages openness. We can’t expect people to disclose. Instead, we need to make neuro-inclusivity the norm, ensuring everyone is accommodated for even if they don’t yet feel able to speak up.
- “What works for one neurodivergent person works for every neurodivergent person.”
Dr Stephen Shore, an autism advocate, said, “If you’ve met one person with autism, you’ve met one person with autism.” Even though there are commonalities in the neurodivergent experience, it is different for everyone. The individual experience can’t be ignored. For example, many neurodivergent people are more sensitive to sensory input. Some people get overwhelmed by too much sensory input like working in a noisy office. Others experience understimulation when they have to work in silence. Support needs to be tailored through conversations with the individual about what they find helpful.
I have so much more information to share with you about the neurodivergent experience and how we can all support neurodiversity in the workplace. Inclusive work environments don’t only enable neurodivergent people to thrive but everyone because we all have different ways of thinking, working and being.
Discover how you can be part of the positive change by watching my free webinar on Understanding and Valuing Neurodivergent Strengths (Turning Awareness into Action). This is one of the steps in the Thriving Through Inclusion Roadmap as recognising strengths helps individuals perform, thrive, and feel at their best. Watch it HERE. This 30 minute session will build your confidence in talking about neurodiversity in the workplace so you can make meaningful changes.
