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 realisation 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 stories 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 and other blog posts, I have compiled relevant information and resources that have personally impacted my journey. I hope 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 of 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 recognises 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 emphasises the importance of understanding, accepting, and accommodating individuals with diverse neuro-cognitive 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 last year that I fully realised 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.
コメント