Navigating and embracing neurodiversity in the tech industry
Before we get into the meat of this article, I’d like to preface it with the fact that this was written from a very personal point of view, and my personal journey and experiences may not match your own. That said, I do believe that I’m presenting a non-exhaustive list of recommendations for employers, and neurodiverse people, that can benefit everyone.
In case you hadn’t heard
Neurodiversity is a concept that recognises and celebrates the natural variation in human neurological functioning. It emphasises the idea that neurological differences, such as autism, ADHD, dyslexia, and other developmental conditions, are not disorders or deficiencies but rather represent unique ways of experiencing and interacting with the world.
The neurodiversity movement seeks to challenge the traditional medical model that stigmatises these differences, and instead advocates for acceptance, accommodation, and inclusion of individuals with diverse neurologies. It promotes the understanding that neurodivergent individuals possess valuable strengths and perspectives which make valuable contributions to our community, and that society should be structured to support their diverse needs and foster their full participation. Neurodiversity thus encourages a shift in mindset; from viewing neurological differences as problems to embracing them as a vital aspect of human diversity.
The lie of the land
The tech industry thrives on innovation, creative problem solving, and unique perspectives. It therefore comes as no surprise that in the last couple of years there have been hundreds, if not thousands, of articles written about how the tech industry can “harness the power of neurodiversity”. Personally, I reject and dismiss these types of articles. Neurodiverse people, myself included, are not waiting to have our “true potential” unlocked by our employers. Instead we’re striving for an equitable work environment.
I’ve worked in the industry for over 20 years now, and too often, particularly in the early days, I’ve been described as “lazy” when I was simply going through a moment of executive dysfunction due to the distractions around me. Or I was seen as “difficult” because my suggestions or proposed solutions were viewed as “not done”, because it wasn’t how similar problems were solved previously.
On the flip side people would often consider my hyperfixation or hyperfocus a super power, when in reality my only “super power” was my ability to mask, or camouflage, so I could fit in amongst my neurotypical colleagues and peers. It was absolutely exhausting.
As you can imagine, I would feel misunderstood and exploited in those situations. On one side I was being championed for my achievements but, on the other side, I was being held back and had my career prospects limited because past employers didn’t understand my needs as an individual. And to the employers that are only focussed on “reaping the benefits” of hiring neurodiverse people I say;
Embracing neurodiversity should not be seen as a strategic advantage to a business, it’s a moral imperative.
So what should employers do?
Realistically, employers need to take a long, hard look at their D&I (diversity and inclusivity) efforts, and ask themselves if they’re truly creating an equitable work environment for all employees, based on their individual needs.
You’ll see, the recommendations below are not all that different from the considerations you would expect in a solid D&I strategy to begin with and, in most areas, it simply requires looking at your strategy through the lens of neurodiversity.
Raise awareness and understanding
Start by educating the entire workforce about neurodiversity. Dispel myths and encourage open dialogue to reduce stigma and foster empathy. This is the bare minimum you should be doing, and it very much equates to “talking the talk”.
Review your hiring processes
Revisit your job descriptions and requirements to ensure they are inclusive and not (unnecessarily) biased against neurodiverse individuals. I would also recommend considering offering alternative interview formats that focus on skills and potential rather than solely on social interactions or communication abilities.
Provide training
Provide (mandatory) training sessions to educate people leaders about neurodiversity; addressing different communication styles, reasonable accommodations, and the benefits of diverse perspectives.
Foster conversation
Create a safe space that allows neurodiverse employees to make their voices heard, and encourages both culture change and empathy. If your business is big enough I strongly recommend setting up a dedicated ERG (employee resource group) to help establish this, as it can be a powerful way to provide a platform for support, sharing experiences, and driving initiatives to improve inclusivity within the organisation.
Flexible work arrangements
Accommodate individual needs by offering flexible work hours, remote work options, or quiet spaces where employees can focus on their tasks more effectively.
Clear and direct communication
Encourage open and transparent communication, focusing on clarity and minimising ambiguity. Use written communication, as well as visual aids where possible, and use task-oriented instructions.
Mentorship and support systems
Consider establishing mentorship programs that pair neurodiverse employees with experienced colleagues who can provide guidance, support, and career development opportunities.
Workplace adjustments
Implement reasonable accommodations, such as noise-cancelling headphones, adjustable lighting, or alternative communication methods, to create an environment where neurodiverse individuals can thrive. Ask yourself; “am I providing the right accommodations for my employees with visible conditions?” and then ask yourself again; “am I providing the right accommodations for my employees with non-visible conditions?”.
What can neurodiverse employees do?
This is, again, a non-exhaustive list of recommendations based on my personal experience. See it as a starting point, but by all means, consider your own wants and needs, and work from there.
Be your own biggest advocate
There’s nobody who better understands your own strengths, challenges, and the accommodations you require to perform at your best, than you. Advocate for yourself by discussing your needs with your manager and your People/HR person, helping them better understand how they can support you.
Build a support network
Connect with colleagues who are open-minded and supportive. You could also consider joining external support networks or online communities for neurodiverse individuals in the tech industry to share experiences and gain insights. I guarantee you, you are not alone in this.
Leverage technology
Figure out what works for you in terms of time management, minimising distraction, and what enables you to get the very most out of the career you hopefully love. Leverage productivity tools, task managers, or assistive technologies that align with your working style and help you stay organised, focused, and efficient.
Practice self-care
Take time to recharge and manage your stress levels. Engage in activities that help you relax and restore your energy; such as exercise, hobbies, and mindfulness practices. And, speaking from experience, go outside. Touch some grass.
Create an environment that works for you
If you’re fortunate and privileged enough to be able to work from home, or remotely, and you can create your own office space, grab that opportunity and do not let go.
Any of my colleagues who have seen my workspace in the background of an online meeting can confirm that it embodies who I am as a person. Some people might only see “distractions”, but for me it offers safety. Feeling safe, and comfortable, is the starting point for anyone to get the most out of their career.
Stop masking if and when you feel safe enough to do so
I know that this may be hard and mildly terrifying to do, and absolutely dependent on feeling completely safe, but the more we learn about masking, the more we realise how much harm it is actually doing to people. So when you feel safe to do so, stop masking, and let people love and appreciate you for who you are.
What can you do when your employer doesn’t want to accommodate your needs?
Leave. Everybody deserves to have their needs for safety, and inclusion, met. If you’ve tried everything in your power to encourage your employer to create an equitable work environment, but didn’t see it materialise, I guarantee you that there is a place for you out there. Keep in mind though, it can take time for an organisation to adopt a D&I strategy that also considers neurodiversity, and the bigger the ship, the longer it will take to turn it around.
In summary
Organisations need to revisit their D&I strategies and look at them through a neurodiverse lens. Through targeted support systems, the right accommodations, and by fostering conversation and empathy, the tech industry can become a more inclusive and empowering space for all. It’s our moral imperative to do so.
Have you heard? We’re hiring at VoucherCodes! Check out our careers page here.
