Changing Perspectives... on Neurodiversity

Last month, was Autism Acceptance Month. It’s important to note the use of the word “acceptance”, not “awareness”, reflecting the aim of creating a more inclusive society.

In the workplace, where the main focus is often on productivity, statistics show that nearly seven in 10 workers don’t inform their managers of their mental health conditions, out of fear of unfair treatment. Like any form of “coming out”, it takes resilience and standing one’s ground to be your true self in the workplace – and it’s something that we need to work on as a collective.

According to Autism Spectrum Australia (Aspect), at least 1 in 40 Australians are on the autism spectrum, higher than the previous estimate of 1 in 70, demonstrating just how common neurodiversity is. This signals a growing need for workplace adjustments.

As someone with neurodivergence, it took me three years to finally be able to articulate some clear accommodations I needed – and much more so in the workplace.

So here are three common experiences for people with neurodiversity and solutions we can apply in the workplace:

1. Comments like “everyone is a bit autistic” or “you don’t seem autistic, so you must be on the milder side” can be hurtful and dismissive. What people who make these comments don’t think about is that often we are hiding our true selves as a way of coping in the workplace. No one with autism owes you their unmasked self. Personally, I only let my guard down when I feel safe.

Lesson: Don’t try to interpret someone’s experience based on your limited perspective. Be curious. And be cautious with projections.

2. In our field, success often depends on social skills and exuberance, and extroverts are seen as natural leaders. But masking in order to perform the social dance was causing me burn out from the emotional labour it required. It’s like being bombarded with a cacophony of emotions, each one hitting with its own intensity.

Lesson: Allow grace and time for decompression post social events and presentations for all employees, and try to space out meetings so they aren’t back-to-backs.

3. Establishing clear routines, schedules, and processes can provide predictability and reduce anxiety for neurodivergent individuals. This can include providing written instructions, using visual aids, and maintaining consistent procedures. For others, offering flexible work hours, remote work options, or alternative workspaces is crucial for their productivity.

Lesson: Speak to neurodivergent individuals on your team and ask what work styles suits them best. Don’t try to reinvent the wheel with test and learns. Let them help you help them.

And finally, it’s important to remember that neurodivergent people are more than meeting the world halfway. These accommodations are not a big ask compared to how much NDs adjust to integrate a world not designed for them.