It saddens me to hear that many people feel unsafe disclosing their neurodivergence in the workplace, fearing judgment or being deemed less capable by managers or colleagues due to differences in how their brains work.
Trigger Warning: This article mentions facts related to suicide.
Let's kick off with a few key terms regarding #Neurodiversity
Neurodiversity is a term used to describe the vast array of human minds, reflecting the diverse neurocognitive abilities present among individuals. It's akin to biodiversity, but for human minds.
Put simply:
Neuro = Mind
Diversity = Many types
Some people view their neurodivergence as a disability, while others do not. Support needs vary from person to person.
Right, so let's bust out a few more terms you might find helpful:
Neurodivergent Sometimes abbreviated as ND, means having a mind that functions in ways which diverge significantly from the dominant societal standards of “normal”.
Neurodivergence the state of being neurodivergent.
Neurotypical often abbreviated as NT, means having a style of neurocognitive functioning that falls within the dominant societal standards of “normal.” Other terms are ‘Allistic’ or ‘non-autistic/non-adhd’.
Neuroaffirming Workplace is an organisation that has an intention to understand, manage, support, and promote inclusivity in the workplace. This intention is really a value, one that embodies and respects people’s differences and by doing so, doesn't cause harm and doesnt replicate damaging narratives around ableism (discrimination in favour of able-bodied people).
Ableism looks like ignoring requests for accommodations or refusing to acknowledge someone's disability. Refusing to use the terms someone requests, like “deaf person,” “neurodivergent,” or “wheelchair user”.
For managers, there is a duty of care to try and protect the wellbeing of employees, and to also be aware of inherent power imbalances that exist between levels of the organisation, between management and their teams.
Types of neurodivergence (this is not an exhaustive list, I have included at the bottom of this article)
ADHD (Complex brain differences affecting executive functioning - working memory, self-monitoring, impulse control, emotional regulation, challenges with changing circumstances/demands, planning and prioritisation, task initiation and organisation)
Autism Spectrum (We call it a spectrum because everyone experiences Autism uniquely, with different difficulties and severity in communicating and socialising, as well as restricted and repetitive behaviours and interests).
Dyslexia (challenges with reading, spelling, challenges with sound awareness, verbal memory and verbal processing speed)
Dyscalculia (challenges understanding numbers, interpreting data, learning and following procedures - also considered a learning disability)
DCD (Developmental Coordination Disorder, affecting motor skills, balance, coordination)
Inclusive, safe, and accessible workplaces are so important to either making or breaking the health and wellbeing of employees.
According to the “Mapping the State of Inclusion in the Australian Workforce" report by Diversity Council Australia (Diversity Council Australia, 2024):
Post-pandemic, only 46% of workers felt their teams were inclusive, a decrease from previous years. Non-inclusive teams increased to 19% in 2023 from 11% pre-pandemic. Two-thirds of workers reported an inclusive organisational climate, but a rise in non-inclusive managers was noted.
Discrimination and harassment increased, with nearly 1 in 3 workers experiencing such issues, particularly among marginalised workers.
Workers feel less connected post-pandemic, with a decline in experiencing belonging and acceptance. An estimated 1 in 3 of Australians reported feeling lonely
Ability to contribute to work discussions also decreased, despite increased communication tools. Younger men's support for D&I is on the decline. 75% of those who take their own life are male (Lifeline Australia, n.d.).
Hopefully this has set the stage to understand why creating an inclusive organisation is the first step in helping employees to feel safe enough to say "Hey, so I am Autistic, and I was wondering if I could talk to you about some reasonable adjustments?"
Here are some suggestions as to how to create that psychological safety when a staff member or colleague disclose their neurodivergence:
Thank them for sharing, and let them know that all types of brains are welcome here (normalising).
Ask them whether they need any accomodations or supports that might help (they are the experts of their own lives) you can even ask them what might help across these areas: socially, sensory, environmentally, cognitively.
Ask them if it is ok to learn more and ask questions about their neurodivergence. Be open and interested to learn more if you have knowledge gaps.
If your organisation doesn’t offer training around Neurodiversity or have policies and procedures related to reasonable adjustments, you can reach out to me here for more information about Neurodiversity in the Workplace training.
Please tell them that this information will remain confidential, unless the person would like help in sharing their story. This is so very important.
Remind them that it is ok to bring anything to work that helps them (eg: noise cancelling headphones, fidgets etc)
Tell them you are open to feedback about how you, and the organisation, can be more #neuroaffirming (consult with those with lived experience).
I would be keen to hear any ideas or thoughts on why folks think this conversation is important to talk about, and what else might be helpful in the quest for workplace inclusion.
Cheers brains,
Caz :)
Other types of neurodivergence include Tourette's, dyspraxia, synesthesia, Down syndrome, epilepsy, and chronic mental health illnesses such as bipolar disorder, obsessive-compulsive disorder, borderline personality disorder, anxiety, and depression.