Embracing Neurodiversity: Unleashing the Power of Unique Minds

Photo by Sharon Pittaway on Unsplash

Today, June 16th, marks Neurodiversity Pride Day — a day I have only recently found out about which is dedicated to celebrating and appreciating the contributions of the neurodivergent community to society. After having shared some of my neurodivergent story and path to entrepreneurship on a panel with my old university a few weeks ago, I have wanted to write and share about my reflections and learnings as it’s been a transformational experience for me. With this day and its aims to focus on self-acceptance and support those disclosing and ‘dropping the mask’ for potentially the first time, I couldn’t think of a better day to publish this.

For the last few years I have had to learn a lot about how I work and what I need to do to work at my best, which has been a hard journey of self discovery. I have know I am neurodivergent for a long time and in the past I have hidden my dyslexia and also found that regular work environments were in many ways unhealthy or at least were very energy draining for me but I didn’t know why and what to do for a long time. Over the past year in particular, I have embarked on a quest to reshape my career and create a work environment that aligns with my neurodivergent strengths and preferences.

Navigating this journey has not been easy. I have had to learn a great deal about my own working style and the accommodations I need to thrive. I have also had many experiences with family members, friends, and co-workers discovering their neurodivergent brains, and I have been able to support them in navigating how to use their strengths and cope with the challenges. These experiences, along with my own, were the reasons I joined Enna and support their work on an advisory board to further their mission of helping more neurodivergent and autistic people find work.

By sharing my story with people close to me and listening to the experiences of others, I have learned that many neurodivergent individuals face similar challenges. We have been severely lacking the resources to learn about it properly until fairly recently. This realization has inspired me to compile the knowledge and insights I have gained over the years and create a resource that can benefit both neurotypical and neurodivergent individuals through sharing my own story and learnings. After all, we all inhabit the same world and must strive to support and understand one another better.

The statistics paint a sobering picture. According to the National Autism Indicators Report produced by Drexel University, less than 16% of autistic adults are employed full-time, with only a slight improvement since 2007. Additionally, over half of those employed feel that their skills exceed the requirements of their job. These numbers highlight the urgent need for greater inclusivity and support in the workplace.

This article and guide are not exclusive to neurodivergent individuals. In fact, I strongly encourage neurotypical individuals to read and engage with this resource, as it is likely that you already have neurodivergent individuals in your life and work alongside them since studies estimate that 15–20% of the population is neurodivergent in some way.

Navigating a world designed for minds different from your own can be a challenging, isolating, and frustrating experience. I know I’m not alone in having to figure this out and I want to use all the knowledge I have gained going through this process to help others.

In the rest of this article, I have compiled relevant information and resources that have personally impacted my journey. My hope is that these insights will be valuable to others on similar paths of self-discovery and serve as a guide for fostering inclusivity and support in all aspects of life.

Current understanding of Neurodivergent Brains

I think it is important to start this guide with a very quick overview on the current situation and knowledge of neurodiversity and neurodivergent brains.

To be neurodivergent means having a neurological profile that deviates from the dominant or “neurotypical” norm. It encompasses conditions such as autism, ADHD, dyslexia, and others, as well as individuals with unique cognitive styles and thinking patterns.

Neurodiversity is a concept that recognizes and embraces the natural variation in neurological traits and cognitive abilities among individuals. It acknowledges that neurological differences, such as autism, ADHD, dyslexia, and others, are simply variations of the human brain rather than inherently disordered or defective conditions. Neurodiversity emphasizes the importance of understanding, accepting, and accommodating individuals with diverse neurocognitive profiles, promoting inclusion, and valuing the unique strengths and perspectives that all brains bring to society.

The understanding of neurodivergent brains, whether that is dyslexia, ADHD, or autism among others, has changed a great deal in the last few years. One notable area of progress is the recognition that neurodivergent conditions, such as autism and ADHD, are not exclusive to males and that they manifest differently in women.

Historically, autism was often thought of as a predominantly male condition, with diagnostic criteria and research based almost exclusively on male presentations. This led to significant underdiagnosis or misdiagnosis of autism in women, as their symptoms and experiences may differ from the stereotypical male presentation. However, recent research and advocacy efforts have shed light on the unique ways autism can manifest in women. We can also credit the experience of the Covid pandemic to a huge increase in people starting to recognise that they may be neurodivergent due to the shift in routines and having to create new habits and coping processes.

We now understand that autistic traits may manifest differently in females, and they may exhibit subtler or more camouflaged characteristics. Women on the autism spectrum often develop coping mechanisms, such as masking or imitating social behaviors, which can mask their autistic traits and make it more challenging to recognize their neurodivergent profile. As a result, many women may go undiagnosed or receive a diagnosis later in life. Being undiagnosed for a long time into adulthood can cause serious health conditions and be very detrimental to a person’s quality of life and ability to interact with the world around them.

Furthermore, our understanding of the broader neurodiversity spectrum has expanded to encompass a range of profiles beyond autism. Conditions such as ADHD, dyslexia, dyspraxia, and others are now recognised as part of the neurodivergent community. This recognition reflects a more inclusive perspective that acknowledges the diverse ways in which brains can be wired and how these differences can contribute to unique strengths and challenges.

Advancements in research and increased awareness have also contributed to a better understanding of the overlapping nature of neurodivergent conditions. It is now widely recognised that individuals can have multiple neurodivergent profiles, with shared characteristics and overlapping symptoms. This understanding helps break down the rigid barriers between conditions and encourages a more holistic and individualized approach to diagnosis and support. This has certainly been my experience as I have come to learn more about my brain and of other neurodivergent people.

Fighting Stigma and Prejudice

Stigma against neurodivergent individuals is almost certainly the biggest barrier to greater inclusion of neurodivergent people and to helping with their wellbeing. Stigmas and prejudices are the main reasons why I hid my dyslexia at work for so long. Reflecting on this more over the last year, I realize that these are also reasons why I became a high masking person in an effort to suppress my other traits to try and cope with environments that were actually exhausting to me.

It was not until this year that I fully realized that, under the law, certain characteristics are protected under the Equality Act 2010. I knew that this act was in place to protect individuals from discrimination with various characteristics (particularly autism) and disabilities, but I did not know that I would be included under this for being dyslexic and neurodivergent!

I wish I had known about this sooner because it would have significantly aided me in being able to advocate for my needs and explain how I was different, not less. I have struggled to see that society may see me as having a disability because in my mind, I don’t. I am fully capable and smart, and so are all the other neurodivergent people I know.

We still have a long way to go in accepting neurodiversity and how it can present itself. The more we can talk about it and share experiences, the faster we can get to having an inclusive and accepting society that works for everyone’s differences and needs.

Embracing my Neurodivergent Brain

I have debated and struggled with deciding how much of my neurodivergent profile to disclose with people as I don’t have a formal diagnosis for much of it. But in the interests of further showing what neurodivergent people ‘look’ like I will share everything. I am now comfortable sharing that I am dyslexic as I was diagnosed when I was 6 years old. I even first suspected I was autistic when I was 12 as I was starting to notice that I wanted to interact in different ways to most of my peers and I was missing many of the new social cues that started happening as an early teenager. I also read the book Curious Incident of the Dog in the Nighttime and connected with quite a lot of the feelings and perspective of the character and even researched what limited resources on the internet there were at the time (this is early 2000s) but I was only really finding how it was manifesting in boys and so I parked the idea consciously for a long time. It’s only been more recently through doing a lot of research and learning about neurodiversity that I can identify that I am actually ADHD and autistic.

Whether I get a diagnosis I am yet to decide fully and probably will do one day, the important thing for me right now is that learning and applying the self management skills to cope with my new understanding of how my brain works is helping significantly. From my perspective there are others out there that need the diagnosis and support more than me (it takes several years and there is a huge waiting list) and I have been able to teach myself a lot of new coping skills and find adjustments that seem to be working. My research also shows that self diagnosis is very accurate, especially if already formally diagnosed with one form of neurodivergence.

Getting a stronger understanding of myself and my traits has played a significant role in shaping my life, particularly in my career path. As I delved deeper into understanding my neurodivergent skills and how my brain works, I have realised that my unique perspective and way of thinking are ideal for being an entrepreneur, business leader and just extremely valuable to the future of work that will be evolving and innovating rapidly yet I am likely to be underestimated and have extra barriers to get where I should be. Through this process of self discovery over the last couple of years I discovered the undeniable benefits of neurodiversity in the workplace and it has been frustrating to reflect on my earlier challenges (and often still face) in my career where I would never quite fit into the boxes people tried make so I have had to make my own. I’ve also seen many of my neurodivergent peers struggling with the workplace to embrace their differences and that has been at a huge detriment to the individual and a loss to the organisations too.

Advocating for Neurodiversity in the Workplace: Unlocking the Untapped Potential

Reflecting on my own journey discovering my own neurodivergent profile and of those around me, I have come to a realisation that in order for the world to become more accepting of neurodivergent minds then I have to speak up and share my perspective. I feel like I now have a responsibility to actively share my knowledge and insights as I have learnt so much.

Of all the things people can do to support other neurodivergent people or if you are neurotypical and manage, lead or have team members who are neurodivergent (i.e. everyone) the most important and first step is to advocate and listen to other neurodivergent people.

Through listening to what neurodivergent people need we can create an environment that fosters inclusivity, respect, and understanding. We must shift the narrative from viewing neurodivergent individuals as liabilities or people who need to be “fixed” to recognising them as valuable assets who bring unique perspectives and skills to the table. By creating a culture that celebrates neurodiversity, businesses can unleash the full potential of their workforce and drive innovation and success.

And the future of work needs more neurodivergent individuals and their unique skills. As industries continue to evolve and face complex challenges, it is imperative that we harness the cognitive diversity of our workforce. In this era of innovation and constant change, it has become increasingly evident that diversity, in all its forms, is a catalyst for progress and competitive advantage. Neurodivergent individuals’ abilities to think differently, problem-solve creatively, and offer fresh perspectives are invaluable in navigating the complexities of our rapidly changing world.

By embracing neurodiversity, businesses can tap into a rich pool of talent, bringing fresh perspectives, innovative ideas, and exceptional problem-solving abilities to the table. But first, businesses and leaders must remove the initial barriers of stigma, lack of understanding and environments that do not accommodate for the needs of neurodivergent people.

In my view, leading the narrative of greater advocacy of neurodivergence has to come from a place of discussing strengths first and then building ways to change our environments and leadership in order to maximise these benefits. So for the rest of this article I will outline common strengths, challenges, how to support neurodivergent individuals, discuss disclosure, talking about neurodiversity and best leadership practices.

Common Strengths of Neurodivergent People

Thinking outside the box — Our brains are wired differently, allowing us to approach problems from unconventional angles and discover innovative solutions that others may not see. This unique perspective can spark creativity, fuel innovation, and lead to disruptive ideas that drive success.

Attention to detail and hyperfocus Neurodivergent individuals often possess exceptional attention to detail and the ability to hyperfocus on tasks that capture our interest. Our ability to dive deep into a specific area of expertise allows us to uncover insights that others might overlook, enabling us to build competitive advantages and make informed decisions.

Determination and resilience Neurodivergent individuals often exhibit extraordinary levels of determination and resilience. We have faced adversity throughout our lives, constantly overcoming challenges and finding alternative paths forward. This resilience translates well into entrepreneurship and the new world of work that is changing very fast, where setbacks are commonplace, and the ability to bounce back and adapt is crucial for long-term success.

Pattern seeking Neurodivergent people have a natural ability to seek patterns and spot possibilities that others may overlook, generating innovative solutions to complex problems.

Resourcefulness Dyslexic individuals are known for their resourcefulness. They develop creative strategies and workarounds to overcome challenges related to reading, writing, and organisation. Their ability to find alternative approaches and adapt to different situations is a valuable asset in problem-solving, navigating obstacles and managing with limited resources.

Other skills that are key components of my particular neurodivergent profile are:

Fast learner I have a voracious appetite for knowledge and the ability to absorb and synthesise information quickly (as long as it is one of my special interests, hyper-focuses or new and shiny). This allows me to adapt to new situations and acquire new skills very rapidly.

Future thinking I have a natural inclination to envision possibilities and anticipate trends. This forward-thinking approach enables me to identify emerging opportunities and develop strategies that position businesses for long-term success.

Analytics and insights I have a keen eye for detail and an exceptional ability to analyse and interpret data. This skill allows me to uncover valuable insights, identify trends, and make data-driven decisions that drive business success. Just don’t expect me to follow a 20 step process in order to generate the information.

People leadership and coaching This is also an area where my neurodivergent strengths shine (which is a misconception a lot of people have about neurodivergent people) and is especially prevalent with dyslexics. I have a natural ability to understand and empathise with others going through challenges and I can effectively motivate and inspire teams to reach their full potential. Additionally, I possess a talent for coaching and mentoring, guiding individuals towards personal and professional growth by identifying and leveraging their unique strengths and talents.

Challenges facing Neurodivergent people

Anyone reading this list would rightly think, wow! These are such great skills and leaders are saying ‘I need people like this’! I have heard time and time again that businesses want divergent thinking but the problem is that many people struggle to hire and retain neurodivergent people by not creating an inclusive hiring process or an environment that supports flexibility and individual needs for these skills to thrive.

Neurodivergent individuals can face a range of challenges and difficulties that arise from their unique neurological profiles. While these challenges vary depending on the specific condition and individual, some common difficulties include:

1. Social communication and interaction: Neurodivergent individuals may struggle with social skills, such as understanding nonverbal cues, unwritten rules that aren’t logical, maintaining eye contact, or interpreting social nuances. Difficulties in social communication can lead to feelings of isolation or exclusion and are tiring for neurodivergent people to maintain, especially if they are masking.
2. Sensory sensitivities: Many neurodivergent individuals experience sensory sensitivities, where they may be hypersensitive or hyposensitive to certain sensory stimuli. This can manifest as sensitivity to noise, light, touch, or textures, which can be overwhelming or distressing. Bright office lights, uncomfortable seating, music playing or multiple loud conversations can cause over stimulation to neurodivergent people as we take in far more information all the time and can find these things hard to block out compared to neurotypical people.
3. Executive functioning and organisation: Challenges with executive functioning can affect tasks such as planning, organising, time management, and prioritising. Difficulties in these areas can lead to problems with meeting deadlines, staying organised, and completing tasks efficiently.
4. Attention and focus: Maintaining attention and focus can be challenging for neurodivergent individuals, particularly for those with conditions like ADHD. They may struggle with distractions, have difficulty sustaining focus on tasks, or experience impulsivity. On the other hand they can be extremely focused on one task for an extended period, known as ‘hyper focusing’.
5. Learning and academic performance: Neurodivergent individuals may have unique learning styles and may require accommodations or alternative teaching methods to optimise their educational experience. Difficulties with reading, writing, maths, or processing information can impact academic performance but they are no less intelligent than anyone else.
6. Employment and career challenges: Neurodivergent individuals may face difficulties in finding and maintaining employment due to potential barriers in the workplace, including misunderstandings, lack of accommodations, or bias. They may also encounter challenges related to job interviews, workplace social dynamics, or navigating office environments that are not built with their needs in mind. Note that it is not the work itself that provides the challenge, it is the nuances of people and workplaces that cause the barriers.
7. Mental health and well-being: Neurodivergent individuals are more susceptible to mental health challenges, such as anxiety, depression, and stress. The impact of navigating a world that may not always be accommodating or understanding can contribute to these difficulties.

Embracing neurodiversity in the workplace and getting the benefit of these brains requires creating an environment that supports and accommodates the unique needs of neurodivergent individuals. Providing flexibility in work arrangements, minimising sensory overload, and implementing inclusive communication practices are just a few examples of how organisations can nurture neurodiversity. These steps both encourage greater participation in work and reduce burnout which is extremely common in neurodivergent people.

I can’t stress it enough, it is the environment which is the biggest cause of burnout and not the individual themselves. It is also important to state that building accommodations with neurodivergent individuals also creates a better environment for neurotypical people to thrive too.

Steps to Reduce Negative Impact

While neurodivergent individuals face certain challenges, these should not be a barrier to being able to use their unique strengths to contribute in all aspects of life and work. Recognising and supporting these strengths while addressing the challenges can help foster an inclusive and empowering environment for neurodivergent individuals. There is a lot that employers and society can do to reduce the impact of challenges faced by neurodivergent individuals and create an inclusive environment that allows their strengths to shine through:

1. Promote education and awareness: Employers and society at large should invest in educating themselves about neurodiversity, including understanding the strengths and challenges associated with different profiles. Promoting awareness through training programs, workshops, and informational resources can foster a culture of understanding and empathy.
2. Provide reasonable accommodations: Employers should offer reasonable accommodations to support neurodivergent individuals in the workplace. This may include flexibility in work schedules, providing sensory-friendly environments, offering assistive technologies, or implementing clear communication channels. Individualised accommodations can help mitigate barriers and enable neurodivergent employees to perform at their best.
3. Foster inclusive hiring practices: Employers can review their hiring practices to ensure they are inclusive of neurodivergent candidates. This may involve revising job descriptions to focus on essential skills rather than rigid qualifications, implementing diverse interview techniques that accommodate different communication styles (like structured interviews), and providing equal opportunities for neurodivergent individuals to showcase their talents and capabilities.
4. Offer mentorship and coaching: Employers can provide mentorship and coaching programs that support the professional growth and development of neurodivergent individuals. These can be from other neurodivergent people who are more advanced in their career or those trained in supporting them. Mentors can provide guidance, feedback, and support in navigating workplace challenges, building confidence, and capitalising on strengths.
5. Establish employee resource groups: Creating employee resource groups (ERGs) dedicated to neurodiversity can foster a sense of community and provide a platform for sharing experiences, resources, and best practices. ERGs can help raise awareness, advocate for the needs of neurodivergent employees, and drive positive change within the organisation. Many voices in this instant are better than one and there will be more people in this group in your organisation than you may realise.
6. Encourage open communication and feedback: Employers should create an environment where employees feel comfortable disclosing their neurodivergent status and discussing their specific needs and challenges. Encouraging open communication and providing mechanisms for feedback allows employers to address concerns and make necessary adjustments to support their neurodivergent workforce effectively.
7. Emphasise strengths and talents: Recognize and leverage the unique strengths and talents that neurodivergent individuals bring to the table. Providing opportunities that align with their abilities and allowing them to contribute in areas where they excel can lead to greater job satisfaction and productivity.

Navigating the Conversation: Tips for Discussing Neurodiversity as a Neurodivergent Person

So we have got to a point where we understand what neurodivergence and neurodiversity is, we can see the strengths of including it and can appreciate that there are changes in the environment that need to be enacted. One of the most challenging tasks when talking about neurodiversity is disclosure as there is still discrimination, stigma, and a lack of understanding surrounding this topic. However, by approaching the conversation with thoughtfulness and framing it positively, we can foster greater awareness and acceptance. Drawing from my own experiences studying neurodiversity, working with many neurodivergent individuals and understanding my own needs, I can share some of my tips for engaging in discussions about neurodiversity.

1. Choose the right time and place: When discussing your neurodivergent profile, consider the context and the people you are engaging with. It may be helpful to have these conversations in a private and comfortable setting, where you feel safe and supported. Timing is crucial, so ensure that both you and the person you’re speaking with have enough time and mental space to engage in a meaningful conversation.
2. Frame it positively and focus on strengths: Highlighting the strengths and unique perspectives associated with neurodivergent profiles can help shift the conversation towards a more constructive and empowering direction. Emphasise the skills, talents, and contributions that neurodivergent individuals bring to the table. By framing neurodiversity in a positive light, you can challenge misconceptions and foster a greater appreciation for the diverse abilities that exist within the neurodivergent community.
3. Discuss limitations, but with context: While it is important to acknowledge any challenges or limitations you may face due to your neurodivergent profile, provide context to help others understand how these limitations can be managed or overcome. Share strategies or accommodations that have helped you navigate these challenges effectively. By offering solutions or insights into how you navigate your unique needs, you can demonstrate your adaptability and resilience.
4. Personalise your disclosure: The decision to disclose your neurodivergent profile is deeply personal and depends on where you are in your own journey as you may not fully understand or be aware of what your needs and sensitivities are. Consider your level of comfort and the potential impact of disclosure before sharing. It may be helpful to disclose gradually, starting with trusted individuals who are more likely to be understanding and supportive. As you build trust, you can gauge the environment and decide how much information to disclose.
5. Prioritise your health and well-being: Recognize that discussing neurodiversity can be emotionally taxing, and it’s crucial to prioritise your own well-being throughout the process. Take breaks when needed, seek support from trusted individuals or support groups, and engage in self-care practices that help you maintain balance and resilience. Remember that your mental and emotional health should always come first. I can add that if you are in a state of burnout or overwhelm — talking from a strengths and positive approach will be almost impossible because you are in a stress state and finding immediate ways to manage the overwhelm will be a priority. In these instances it is vital to have a support figure and advocate to help through the immediate challenge and know your rights to have support and accommodations.
6. Create a “work style” document: Consider developing a document that outlines your preferred work style, accommodations, and communication preferences. This can help you communicate your needs effectively to colleagues, managers, or potential employers. Include information on how you work best, preferred methods of communication, and any specific accommodations that enable you to perform at your best. By proactively sharing this document, you can foster understanding and collaboration within the workplace. I would also urge this to become a common practice for all people, not just neurodivergent people, because we all have preferences, different needs and communicating this way can create a respectful and common understanding that is very inclusive and productive.

In the interest of explaining disclosure and sharing an example, this is my ‘work style’ document.

My neurodiversity I am Dyslexic, self identifying ADHD and Autistic

Background to my neurodiversity I was diagnosed dyslexic aged 7 and since 2021 coming to learn I may be ADHD and autistic. My ND profile can appear like I am full of contradictions. I need routines and like systems but I also often need a bit of chaos and get excited about experiencing new things. I am also likely to miss-spell things and make ‘easy’ mistakes but I am also very detail oriented and notice differences or changes that most people would miss.

I prefer to be identified as neurodivergent

You may communicate my neurodiversity to…e.g. HR, other managers, co-workers.

My key skills Problem solving, gathering insights, figuring out how to make new things happen, bringing people together behind a goal.

My strengths I can learn things very quickly, I am great at connecting the dots and seeing patterns and insights that other people would miss, I am very empathetic and enjoy coaching people and bringing out their strengths.

My challenges I get easily tired and overwhelmed by social events, I don’t like surprises (of any sort) and I struggle to follow long processes with multiple steps that have to be done in a certain order e.g. building spreadsheets and following some directions (especially if not written down).

Communication and work style

How I like to be communicated to and receive information/ instructions I value direct communication and I am not offended by someone stating facts and straight feedback about myself. I prefer to receive information and instructions written up and clear expectations on priorities and due dates where possible. If you ask me an opinion about something and it’s something I haven’t thought of thoroughly before I won’t give you a very clear answer but I will be thinking about it for the next few days and want to follow up with a more detailed and considered answer.

how I like to communicate with other people I think things through before speaking to make sure I am communicating my true beliefs and knowledge correctly. I like to have verbal communication and face to face conversations over writing long emails but I prefer to share information that requires a summary on next steps in a written way, clearly and concisely.

how to give me feedback As directly as possible please and in a timely way. Even if something feels harsh to say I prefer to hear it. I can usually tell if someone is withholding information from me so it’s best to say it.

how I work in a team I like teamwork and will be someone who comes up with ideas as well as making sure we are on track for our goals and not going off track.

how I like to learn I like to self teach and enjoy new tasks where I can go away and learn lots of new things and apply it to what I am working on and the goals I have.

how I like to organise myself I like to have some routines and organise my things in a way where everything has a place, otherwise I get object permanence issues and forget about them. If I have to do the same thing every day however I would feel suffocated and need to change something.

When I work best (hours and days etc) Hours I work completely depends on my energy levels which vary a lot from day to day. I tend to have a few days a week where I want to work from early until late or I have a slower start and pick up my energy again towards the evening. Between 2–4pm my energy dips and I can’t do very much but will get into a flow state and work between 4–7pm.

Prefered environment I prefer to work 3 days in an office/co-working space or cafe. I like to have body-doubling to help me work and get started on tasks. I also like to have some time alone and away from other people to work on things that need deeper focus and no interuptions. I need my own desk space but I also like to move around and work from different places.

Feelings and actions

when I am having a good day… I can be very energetic, talkative and will come up with lots of ideas. I will need to move around a lot and get up, walk around and exercise. I tend to start earlier on good days, sometimes 8am and can keep going.

when I am having a bad day… I can seem withdrawn and very quiet. I will need some space and may just communicate by email. I will need (or have had to have) more sleep so that means starting the day later, around 10am.

If I become overwhelmed I may need to…Take time away and not talk a lot to process what I am dealing with. I will tend to want to write and journal to process difficult information.

Other information e.g.

responding to emails I will either reply straight away and have already done a request or take several days and need chasing up.

absenses e.g. tell me via email or text when you won’t be around or will be late

details or big picture I can do both a big picture thinking and also I obsess over details that interest me.

misunderstandings people may have about me That I am a quiet person. I can be quiet in unfamiliar places but in one on one conversations and in familiar environments I am quite extroverted. I can talk a lot about my special interests.

Engaging in discussions about neurodiversity requires courage, patience, and a willingness to educate others. I hope that by sharing these tips and my example you can support yourself to disclose your needs in a way that will work for you and build better awareness. Remember, your voice is valuable, and through open dialogue, we can build a more inclusive and supportive society for all.

Navigating the Conversation: Tips for Discussing Neurodiversity when Someone Discloses to you in a Work Environment or Interview Setting

When someone discloses that they are neurodivergent in the work environment or during an interview, it’s crucial for neurotypical individuals to respond with empathy, understanding, and support. Here are some recommendations on how to create a positive and inclusive environment for neurodivergent colleagues or applicants:

1. Listen actively and without judgement: When someone discloses their neurodivergent profile, it’s important to actively listen to their experiences and perspectives. Create a safe and non-judgmental space where they feel comfortable sharing their thoughts and concerns. Avoid making assumptions about someone’s capabilities or offering unsolicited advice.
2. Educate yourself: Take the initiative to educate yourself about different neurodivergent attributes, including their strengths, challenges, and common accommodations. Familiarise yourself with the specific needs associated with the disclosed condition — well done if you have got this far in the article! This will help you understand and empathise with the individual’s experiences and provide appropriate support. Remember that 1 in 7 people are neurodivergent so you will be helping a lot more people than you realise through doing this.
3. Respect confidentiality: Recognize that disclosure of neurodivergent status is a personal decision. Respect the individual’s privacy and maintain confidentiality unless they have explicitly given permission to share the information with others. It’s important to create an environment where individuals feel safe and trust that their personal information will be handled confidentially.
4. Be open to accommodations: Discuss potential accommodations that can support the individual’s success in the workplace. Accommodations can range from flexible work schedules and modified communication methods to adjustments in the physical environment. Work together to identify strategies that address their specific needs while ensuring equal opportunities and inclusion.
5. Foster an inclusive and supportive culture: Actively promote an inclusive and supportive work culture where differences are respected and celebrated. Encourage open communication, empathy, and teamwork. Provide opportunities for training and awareness sessions on neurodiversity to foster understanding and acceptance among all employees.
6. Avoid stereotypes and assumptions: It’s important to avoid making assumptions or relying on stereotypes about neurodivergent individuals. Recognise that everyone’s experiences and needs are unique, and individuals should not be treated as a monolithic group. There is a common saying in the community that ‘if you have met one neurodivergent person, then you have met one neurodivergent person’. Treat each person as an individual with their own strengths and talents. There is a huge array of differences among neurodivergent people and one way of behaving or sensitivities does not reflect all so it’s vital to accept each person’s expression and not make assumptions.
7. Seek guidance when needed: If you are unsure about how to provide the necessary support, consult with HR professionals, diversity and inclusion experts, or external consultants who specialise in neurodiversity. They can offer guidance and best practices to ensure a supportive and inclusive environment.

Remember, the disclosure of neurodivergent status is a personal decision, the individual may have their own preferences regarding how they wish to be supported and that these are characteristics that are protected under the Equality Act so you need to act responsibly and fairly with this information. Engage in open and respectful conversations to understand their specific needs and preferences. By fostering a culture of acceptance, empathy, and support, neurotypical individuals and leaders can contribute to creating a workplace where everyone can thrive and reach their full potential.

Leadership Practices to support Neurodivergent Team Members

Different leadership styles can have a drastically different outcome for neurodivergent people. While micromanaging is not good for anyone, it is particularly detrimental to neurodivergent people. You may think that you need to micromanage neurodivergent talent due to their executive function challenges but this would be a mistake! Neurodivergent people are very motivated by their special interests, solving problems and often a sense of justice and fairness. Tailoring your leadership style to maximise supporting these strengths is vital for creating a workplace where everyone can thrive and use their real strengths. To get the best out of neurodivergent employees, managers should adopt a leadership style that embraces inclusivity, flexibility, and a strengths-based approach. Here are some key elements of an effective leadership practice for supporting neurodivergent employees:

1. Clear communication: Provide clear and concise instructions, expectations, and feedback. Use straightforward language and avoid ambiguous or vague communication. Neurodivergent individuals often appreciate directness and clarity in communication. (This is not the same as micromanaging as you are not telling someone how to do their job.) Some individuals may prefer written instructions, while others may benefit from visual aids or clear verbal instructions. Offer constructive feedback in a supportive and specific manner to help them understand expectations and improve performance.
2. Individualised support: Recognize that each neurodivergent employee is unique and may require different types of support. Take the time to understand their strengths, challenges, and preferred working styles. Tailor your management approach and provide individualised accommodations or adjustments when necessary.
3. Flexibility and autonomy: Offer flexibility in work arrangements and tasks, whenever possible. Neurodivergent individuals thrive when given the autonomy to work independently and utilise their unique problem-solving approaches. Allow for flexible schedules, workspace customisation, and alternative work methods to accommodate their needs.
4. Strengths-based approach: Focus on identifying and leveraging the strengths and talents of neurodivergent employees. Encourage them to work in areas that align with their skills and interests. Recognise and celebrate their contributions, providing opportunities for growth and development in their preferred areas. Also ask them what they would be interested in or tell them a problem that needs solving and encourage them to go and work on finding solutions.
5. Emotional support and understanding: Foster a supportive and understanding work environment. Be approachable and available for discussions about challenges or concerns. Provide emotional support and create a safe space where employees feel comfortable expressing themselves without fear of judgement or reprisal. Providing additional support, such as access to mental health resources or employee assistance programs, can also contribute to their overall well-being.
6. Clear expectations and structure: Establish clear expectations, routines, and structures that help neurodivergent employees navigate their tasks and responsibilities. Provide clear guidelines and deadlines, as well as a predictable work environment that reduces uncertainty and anxiety.
7. Collaboration and teamwork: Encourage teamwork and collaboration among employees. Foster an inclusive culture that values diverse perspectives and encourages open dialogue. Facilitate opportunities for neurodivergent individuals to contribute their unique insights and skills within a collaborative setting.
8. Continuous learning and development: Neurodivergent people are often voracious learners and very good at being a beginner-to-expert very quickly. Support ongoing learning and professional development by providing opportunities for training, mentorship, and coaching to enhance their skills and support their career growth. Encourage a growth mindset and a culture of continuous improvement which will encourage neurodivergent people to have freedom to follow their interests and solve problems.

Adopting this more inclusive and flexible leadership style is challenging and hard work. It will certainly test your leadership skills and if this more open style does not bend to your natural style you may feel like you are not as ‘in control’. However the rewards when you create the environment for neurodivergent people to thrive are so much greater than the costs associated with implementing it. And for an economic incentive… the neurodivergent person can be over 100% more productive than their peers and we are very loyal employees and collaborators. Not only do these adaptations support neurodivergent individuals but adopting these leadership practices are also beneficial to all employees and should not be seen as giving preference to a few individuals.

My Hopes from Sharing my Story and Insights

Embracing and benefiting from our neurodiversity is a vast, fascinating and evolving subject that requires understanding and empathy from all of us. Neurodivergent individuals offer unique perspectives, creative problem-solving skills, and fresh ideas that can benefit any workplace. However, we must all contribute to first remove the initial barriers of stigma, lack of understanding, and environments that do not accommodate the needs of neurodivergent people.

It is my hope that by sharing my story, these learnings and insights I can play my part in educating and further supporting greater understanding and inclusion of neurodivergent people. Neurodivergent skills are extremely valuable and we need to remove barriers, listen to neurodivergent voices, and learn from their experiences to give them the right nurturing. In doing so we will also create cultures that celebrate and value differences which will drive innovation, success, and greater well-being for all.

In conclusion, to truly embrace neurodiversity in the workplace, we must first recognise and appreciate the unique strengths and perspectives that neurodiverse individuals bring to the table. By following the tips and best practices I have introduced in this article, businesses and leaders can foster a work environment where everyone can thrive and reach their full potential. I can guarantee the results will be extraordinary.

Resources that I have found valuable:

Here are a few extra resources that I have found helpful and educational in my joureny.

1. Enna — enna.org supporting people into work and providing workplace training.
2. The Neurodivergent woman podcast. Recently found this and summarises so much of what I have learnt over the last few years in one place
3. TikTok. Honestly. This has been one of the most valuable sources in showing me people who are going through similar lived experiences and able to explain the connection between what I have experienced and how my brain works. There are also a number of qualified psychologists and specialists in neurodivergent brains who are well worth following.
4. (un)masked — I follow them on LinkedIn and there are many good pieces of advice and a supportive network
5. Books — Unmasking Autism, Simon Baron Cohen — The Pattern Seekers, Connecting the Dots
6. Going back to my university UAL — my alumni department has really improved their connection with former students and helping them with work. They are also providing lots more support and advice for neurodiverent identifying people too. If you are a UAL alumni go and follow them!
7. Neurodiversity in Business
8. Neurodiverse Brains in the Workplace
9. Neurodiversity Pride Day