The Disclosure Dilemma
Right then, let's talk about something that shouldn't be complicated but somehow still is - discussing neurodivergence at work. Whether you're contemplating when to have this conversation or you're an employer wondering how to handle it, grab a brew, and a biscuit, and let's sort this out properly.
First up, let's address the elephant in the room 🐘
The stats are properly grim:
Only 32% of neurodivergent adults are in full-time employment
50% of those who are employed are hiding their neurodivergence
40% are burning out from masking their true selves at work
Shocking? 🫨
Wait until you hear this: while companies are scratching their heads wondering why they can't innovate fast enough, they're potentially side-lining some of the most innovative thinkers in their workforce.
It's like having a Ferrari in your garage but never taking it out of first gear because you don't know how to use the gearbox properly.
For the Neurodivergent Professional: Preparing for "That Conversation"
Look, I get it. After Sarah from accounts gave you that weird look when you needed your desk moved away from the air con (because it sounds like a jet engine to your sensory processing), you're wondering if it's worth mentioning your neurodivergence at all.
Here's the thing - you're not asking for special treatment; you're offering your employer the chance to unlock your full potential!
Think about it: you're not just bringing your skills to the table; you're bringing a whole different operating system.
While others are thinking in Windows, you might be running Linux - different, but potentially more powerful for certain tasks.
Before The Conversation:
Document your achievements (yes, including that time you spotted the pattern in the data that everyone else missed)
List your strengths (like your ability to hyperfocus that helped you smash that impossible deadline)
Know your specific needs (and no, "needing the office to be completely silent" isn't realistic - we'll work on practical solutions)
Quick case study: One of my STEM clients was struggling with open-plan office noise. Instead of asking to work from home full-time (which they thought was their only option), we developed a strategy to request noise-cancelling headphones and flexible hours to utilise quiet periods.
Result? Their productivity shot up, and their employer ended up rolling out the same options team-wide. Sometimes what helps one person actually benefits everyone.
For Employers: How Not to Mess This Up
Let me tell you about Alex (not their real name, obvs).
🦅 Brilliant software developer, could spot patterns in code like a hawk spots a mouse.
🗣️ Told their previous employer about their autism.
❌ Response? "But you don't look autistic!" followed by being left out of client meetings because "we're not sure you can handle them."
Alex now masks completely at their new job, taking home migraines and anxiety instead of sharing their needs. Their current employer is missing out on their full potential because someone else couldn't see past their own misconceptions.
Don't be that employer!
Instead, try this approach:
When someone shares their neurodivergence, start with "Thank you for telling me. How can we help you work at your best?"
Remember: different isn't less. That "unusual" approach to problem-solving might just be what your team needs
Focus on output, not process. If someone needs to pace while thinking or use noise-cancelling headphones in meetings, who cares as long as the work is brilliant?
Instead of micromanaging - why don't you give them the seed, let them plant it and watch it grow? 🌱
Creating a Safe Space (Even for Those Who Won't Tell You)
Here's a revolutionary thought: create an environment that supports neurodivergent staff whether they've told you about it or not. Living on the wild side, hey.
Simple changes that help everyone:
Clear, written instructions for complex tasks
Quiet spaces for focused work
Flexible working hours
Regular, structured feedback
Options for different types of communication (some prefer email, others prefer chat)
Success Stories That'll Make You Think
Remember that "difficult" employee who insisted on written instructions for everything? They just became your best project manager because their attention to detail is unmatched
The graduate who seemed "awkward" in interviews but got hired anyway? Just revolutionised your data analysis process because they see patterns nobody else noticed
That team leader who needs everything scheduled precisely? Just improved team productivity by 40% because their time management is actually 1000x better than the countdown clock!
The Bottom Line
If you're neurodivergent and wondering about disclosure, remember: your different way of thinking isn't a bug, it's a feature. You just need the right environment to run your particular operating system.
If you're an employer, ask yourself: are you really as approachable as you think? When was the last time someone felt comfortable enough to have a vulnerable conversation with you about their needs?
How many disclosure conversations have you, your line managers, your HR team had?
If it's none and you've got say 50+ staff - sorry buddy, I don't think you're approachable! 🤷♀️
Need support navigating this? That's literally why I'm here. Whether you're:
A neurodivergent professional looking to thrive (not just survive) at work
An employer wanting to unlock your team's full potential
A STEM organisation ready to embrace different thinking styles
Let's talk. Because in a world that needs innovation more than ever, different thinking isn't just valuable - it's essential.
There is no manual I can give you to be better - It's about understanding, empathy and knowledge!
FYI - There is more to neurodivergence than Dyslexia, ADHD and Autism - We cover 18 different neurodivergence - how many do you think you are aware of and understand?
#NeurodiversityAtWork #InclusiveWorkplace #STEMCareers #DifferentNotLess
Drop me a message if you want to know more or why not connect with me and ring that bell for some more reality and home truths 🔔🔗
P.S. Still thinking neurodiversity doesn't affect your business?
Fun fact: you already have neurodivergent employees. They're just not telling you. Maybe it's time to wonder why?
