For a long time, I held negative views about my own neurodivergence. Growing up without a proper understanding of my neurodiverse condition made me feel as though I was constantly failing to meet expectations – whether at school, at work, or even in my personal life. I didn’t yet have the tools or knowledge to articulate my needs, and the traditional workplaces I found myself in seemed incompatible with who I was.

The truth is, I didn’t always struggle. Most of the time, I enjoyed my work. But there were moments when the environment became overwhelming. Take, for example, my experience in an office setting. Spending five days a week in an open-plan office, I started to burn out from the constant social interaction, the overstimulation of bright lights and office chatter, and the stress of managing time pressures. Arriving at the office on time, ensuring I hadn’t left anything important behind, and keeping up with the demands of a busy environment became too much.

And yet, when I began working from home, I discovered how much more productive I could be. Having the autonomy to control my surroundings – from adjusting the lighting to managing my sensory input – made all the difference. The only thing that made this arrangement effective wasn’t the environment itself but the trust between me and my employer. Workplace adjustments like this cost nothing, but they can have a profound impact on the well-being and productivity of neurodivergent employees.

 

The Importance of Understanding Neurodivergence

It wasn’t until I began to truly understand my ADHD and neurodivergence that I realised I wasn’t the problem – the environment I had been working in was. My experience is far from unique. For millions of people with neurodiverse conditions, traditional workplaces are not designed with their needs in mind. ADHD, autism, dyslexia, and other neurodiverse conditions often require accommodations, but the conversation about these adjustments is just beginning to gain traction in many organisations.

I recently came across a tragic news story about a young boy with autism who lost his life due to sepsis, which went undiagnosed because he didn’t exhibit the typical symptoms of discomfort. This case struck me deeply, not just because it highlighted the consequences of misunderstanding neurodivergence but because it reflected a broader issue in our society. Neurodivergent individuals often don’t experience or express things in the “usual” way, and when our healthcare, education, and workplace systems fail to account for this, the consequences can be devastating.

Although more companies and professionals are becoming aware of neurodivergence, we still have a long way to go. Misconceptions about neurodiverse conditions continue to hinder inclusion, which is why it’s crucial for organisations to invest in neurodiversity training for managers and neurodiversity training in the workplace. This training helps employers to better understand neurodivergent employees, enabling them to create environments that foster productivity, well-being, and mutual trust.

Common Misconceptions About Neurodivergence

One of the first steps to being a better ally to the neurodivergent community is to confront and dispel common misconceptions. Here are a few that still persist in many workplaces:

1. Neurodivergent People Lack Intelligence

One of the most harmful stereotypes is that neurodivergent individuals are less capable or less intelligent. This is simply untrue. Neurodivergence doesn’t affect intelligence; instead, it affects how individuals process information. People with ADHD, autism, or dyslexia often excel in areas like creative problem-solving, pattern recognition, or analytical thinking, bringing unique strengths to the table.

2. All Neurodivergent People Are Alike

Neurodivergent people are often treated as if they all have the same needs, skills, and challenges. But neurodiverse conditions encompass a wide range of experiences. For example, no two people with autism will experience it the same way, just as no two people with ADHD will have the same strengths or struggles. It’s essential for employers and colleagues to recognise that neurodivergent individuals have their own unique needs and capabilities.

3. Neurodivergent People Can’t Thrive in the Workplace

There’s a lingering belief that neurodivergent individuals can’t succeed in traditional work settings. But with the right workplace adjustments, neurodivergent employees can thrive. This might include simple changes, such as offering flexible hours, adjusting sensory elements (like lighting or noise levels), or allowing remote work. The key is to recognise that success in the workplace is not a one-size-fits-all model.

4. Neurodivergent People Don’t Have Social Skills

Another damaging myth is that people with autism or ADHD struggle with social interaction and, therefore, won’t fit into a workplace. The reality is that while some neurodivergent individuals may approach social situations differently, they are fully capable of building meaningful relationships and thriving in a collaborative environment. Social “skills” are often defined by narrow norms, and neurodivergent people may simply engage with the world in ways that are different but no less valid.

How Employers Can Become Better Allies

Breaking down these misconceptions and becoming a better ally to the neurodivergent community starts with education and action. Here’s how companies and individuals can take the first steps:

1. Invest in Neurodiversity Training

Many managers and team leaders lack the understanding needed to support neurodivergent employees effectively. Investing in neurodiversity training for managers and neurodiversity training in the workplace can help bridge this knowledge gap. Training sessions can cover topics such as common neurodiverse conditions, how to implement workplace adjustments, and how to foster an inclusive work environment.

By offering neurodiversity training, companies not only ensure they are better supporting their neurodivergent employees but also promote a culture of inclusion and respect, making the workplace a better environment for everyone.

2. Create a Flexible Work Environment

Workplace adjustments can make a world of difference for neurodivergent employees. Simple changes such as offering flexible working hours, allowing remote work, or creating quiet spaces can help neurodivergent individuals manage their environment and workload more effectively. Allowing employees to control elements like lighting and sound, or giving them the option to work from home when necessary, demonstrates trust and flexibility, which enhances productivity and well-being.

3. Focus on Strengths, Not Deficits

Employers often approach neurodivergence by focusing on what neurodivergent individuals “lack.” Instead, they should focus on the unique strengths these individuals bring to the table. Many people with ADHD or autism, for instance, excel in creativity, innovative thinking, and attention to detail. By identifying and harnessing these strengths, companies can benefit from the diverse perspectives neurodivergent employees offer.

4. Provide Clear Communication and Expectations

For many neurodivergent employees, unclear or ambiguous instructions can be a significant source of stress. Employers can support neurodivergent workers by offering clear, concise communication and setting out clear expectations. This might involve providing written instructions, offering checklists, or allowing employees to ask clarifying questions without judgement.

5. Adjust the Recruitment Process

Neurodivergent individuals often face challenges during traditional recruitment processes. Offering alternative application formats, such as project-based assessments or video introductions, can help ensure that neurodivergent candidates are able to demonstrate their skills in ways that suit their strengths. Employers can also provide interview questions in advance, or offer additional time for neurodivergent candidates to complete assessments. A recruitment process that accommodates neurodivergent needs helps companies tap into a wider talent pool.

 

The Path Forward

The workplace is evolving, and so too should our understanding of neurodivergence. As we become more aware of neurodiverse conditions, it’s crucial that companies invest in neurodiversity training for managers and staff to foster an inclusive culture where all employees can thrive. By debunking myths and offering simple workplace adjustments, businesses can create environments that empower neurodivergent individuals, harnessing their unique talents and perspectives.

Embracing neurodiversity isn’t just a matter of fairness – it’s a strategic advantage. Neurodivergent employees bring fresh ideas, innovative solutions, and different ways of thinking that can drive success. By creating a supportive space, employers can unlock the full potential of their workforce and cultivate a more dynamic, creative, and productive environment.

For companies looking to take the next step, we at Enna offer tailored neurodiversity training in the workplace to help your team better understand and support neurodivergent individuals. Sign up for our newsletter for more insights and resources, and register with us to stay updated on the latest developments and job postings on our jobs board. Let’s work together to build workplaces where everyone, neurodivergent or not, can thrive.

 

Hi, we’re Enna! We connect neurodivergent talent with inclusive employers, offering bespoke, expert neurodiversity training and tailored recruitment support. Want to learn how we can help your team? Email hello@enna.org today to find out more about how we can help you.