Embracing neurodiversity is the first step to positive change. Adults with Autism Spectrum Disorder (ASD) experience overt and covert forms of discrimination at their workplace resulting in 80-85% rates of unemployment or under-employment. Employers have the power to change the narrative.
What is neurodiversity and why is it Important?
Neurodiversity is the differences in neurocognitive functioning in human brains and how these differences affect how human minds work differently (Walker, 2023). Just like two fingerprints of two people are completely different so are our brains. Neurodiverse people also known as neurodivergent people have one or more of the following neurological conditions (atWork Australia, 2024).
- Autism Spectrum Disorder
- Attention Deficit Hyperactivity Disorder
- Downs syndrome
- Dyslexia
- Dyspraxia
- Intellectual disabilities
- Tourette’s syndrome
- Williams syndrome
- Social anxiety and anxiety disorders
- Prader Willi syndrome
Those who do not have these conditions are known as neurotypicals and their brains adhere to a socially acceptable set of ‘norms’. Neurodivergent people, on the other hand, do not conform to these ‘norms’ and may seem quite ‘odd’ to everyone else.
Typical challenges and strengths of neurodivergent individuals
While most neurodivergent people have many capabilities, they may be turned away from job opportunities because of the stigma that they are ‘different’ and do not adhere to the social norms set by the neurotypicals in the workplace. They can be perceived to be seen as awkward, incompetent, rude, unsociable, and hypersensitive. This stereotype can be misleading as most neurodivergent persons are hardworking, detail-oriented, have a great memory and are willing to do repetitive and routine-like work (HealthDirect, 2022).
Challenges |
Strengths |
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Image: This table depicts the common challenges and strengths of neurodivergent individuals. More information on specific disabilities can be assessed here.
Stigma and discrimination against neurodivergent employees
Neurodivergent employees report feeling more vulnerable to disciplinary measures and performance reviews by their managers after disclosing their conditions. These individuals may face challenges and harassment due to the unconscious bias created by stereotypes. In some cases, managers who are not supportive turn out to be simply unaware of their conditions and the experiences of these employees.
“In an incident that occurred in New York in 2019, an employee with cognitive disabilities requested additional training because he was having difficulty understanding what was expected of him and he was denied these accommodations because “given written warnings which he was unable to read or understand and was eventually fired”.”
(The Americans with Disabilities Act (ADA) National Network, 2020)
Implications of discriminating against neurodiverse employees
Australia’s Disability Discrimination Act 1992 (DDA) makes it unlawful to discriminate against a person in all areas of their life, including employment just because of their neurodiverse disabilities and conditions.
Without support or necessary accommodations, neurodivergent individuals may feel isolated, and lonely and have lower perceptions of belonging at work. Therefore, they may tend to rely on unhealthy coping mechanisms like masking their disability symptoms by copying the behaviour of neurotypical colleagues to avoid stigma and discrimination. But masking comes with both cognitive and emotional tolls on the individual’s mental health leading them to burnout and eventually dropping out of work (Doyle et al., 2022).
New Psychosocial Hazards regulations under the Safe Work Australia Act 2008 present a unique opportunity to foster a thriving, safe working environment. By prioritising psychological safety and promoting a culture of inclusion, we can create workplaces where every individual feels valued, respected, and empowered to contribute their best.
This proactive approach not only enhances employee wellbeing but also drives innovation, productivity, and overall organisational success.
Benefits of supporting your neurodivergent employee
Management competency
HR managers who have accommodations for neurodivergent employees in place within their workplace policies have reported that participating in neurodivergent employment programs enhances their skills and effectiveness as managers.
Greater productivity
Designing customisable and flexible conditions for each employee can maximally activate each individual’s talents.
Better communication
By using inclusive language and direct communication, misunderstandings and conflicts could be prevented.
Detect mistakes and more innovative ideas
Using more visual ways of communicating can help spot mistakes and lead to redesign of projects.
Positive workplace culture
If teams begin to embrace neurodiversity, the culture will change. Organisations with neurodivergent support measures in place create a positive workplace environment that makes employees feel supported and understood.
4 Tips on how to be more accommodating (while fulfilling your legal responsibilities)
- Educate yourself: The more workplaces learn about neurodiversity, the more they understand and can provide reasonable accommodations for a better workplace environment.
- Listen: People with neurodivergent disorders may keep to themselves and therefore feel misunderstood. Lending an ear to listen and understand them would help them feel more at ease and included.
- Communicate directly: Ask if they prefer to communicate over text rather than face to face. Be patient and avoid using confusing phrases to navigate work needs and preferences.
- Don’t make assumptions and be respectful: Due to their conditions they may seem different so don’t make assumptions based on their behaviour. It is better to ask directly in a respectful manner to better understand them.
Because their brains are wired differently, neurodivergent employees experience work-life differently as well, therefore, adhering to the social norms set by neurotypicals becomes more challenging for these individuals. This is not a reason to stigmatize or ostracise them further but to provide them with necessary accommodations and accessibilities so they can contribute to workplace productivity.
Where to from here?
For more information about embracing neurodiversity in the workplace and to learn how you can drive positive change for your people, contact The Workshop Lab to book our workshop on Diversity and Inclusion.
During the course, participants will learn:
- What diversity and inclusion means
- The key benefits offered by a diverse and inclusive workplace
- The legal rights and responsibilities of employees and employers related to diversity and inclusion
- How unconscious bias can influence decisions in the workplace
- Key strategies and behaviours that promote a workplace culture supportive of diversity and inclusion
- What support and resources are available.
Call us at 1300 390 366 or email us at info@theworkshoplab.com
Written by Rivi Tennakoon, Content Intern at The Workshop Lab & Bachelor of Psychological Science (Honours) student at University of Queensland.