Work and neurodiversity

I truly believe we can excel in any field; it depends on interest, focus, and other factors. However, it's true that neurodivergent individuals tend to stand out more frequently in various areas, for example:

• Creativity and innovation : we often have a unique ability to think differently and can contribute creative and innovative solutions.
• Attention to detail : Some neurodivergent people may have a great ability to concentrate on specific details, which can be beneficial in fields such as programming, art, or science.
• Specialized skills : there are also those who develop specialized skills and in-depth knowledge in areas of particular interest, such as music, mathematics or technology.
• Problem solving : Your unique approach to seeing the world can lead to excellent problem solving in complex situations.

Neurodivergent people do very well in creative jobs, where there is a lot of flexibility in schedules and where they have a workplace with some simple adaptations.

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In the case of ADHD, there are professions that are very appropriate, such as those that are carried out under a high level of stress (emergency services, service bodies such as the police, firefighters, etc.) or professions such as teacher, journalist, television producer, etc.

This high rate is true, but it remains hidden due to a great lack of knowledge about the meaning of neurodiversity and, above all, due to a lack of training and awareness in society about the importance of inclusion and what neurodivergent people offer.

Some of the realities we encounter are:

• Social barriers : there are prejudices and stigmas that can limit our employment opportunities and access to them.
• Lack of adaptations : many workplaces are not adequately adapted to meet the specific needs of neurodivergent workers.
• Shortage of support programs : there is a lack of training and employment programs specifically designed for people with disabilities, in addition to what was mentioned above regarding social training.
• Discrimination in the hiring process and in the work environment.

It is crucial to work towards a more inclusive society that recognizes and values the contribution of neurodivergent people in the workplace.

A great deal of effort is being made by associations and altruistic movements to raise awareness about neurodiversity. Thanks to this tireless work, society, and in this case, companies and employees, are becoming increasingly neuroinclusive.

I would like to point out that diversity and inclusion strategies in companies generally focus on the same aspects, such as gender, the LGBTQ+ community, ethnicity, and migrants, and in some cases, disability in its most pronounced sense, neglecting neurodiversity as such. Perhaps this is due to a lack of awareness.

These are some of the key points that are usually considered thanks, as we have said, to the awareness-raising work we have been doing:

• Promotion and support : Some companies are taking steps to promote and support neurodiversity in the workplace, recognizing that no two brains are the same and that cognitive diversity brings benefits to the workplace.
• Challenges and actions : Companies face challenges in building an inclusive work environment for neurodivergent individuals. Some are beginning to implement actions, such as inclusive policies and practices with measurable goals.
• Competitive advantage : having neurodivergent people can offer companies a competitive advantage and measurable benefits both financially and in terms of organizational culture, work well-being, reputation, among many others.

It is essential that companies continue to develop an inclusive organizational culture that celebrates diversity and promotes an open and empathetic approach to neurodiversity.

Neurodivergent people have special skills that can contribute significantly in a work environment.

• Unique perspectives : Some neurodivergent people offer a unique view on problems and challenges, thanks to thinking differently from the norm, moving away from traditional ways of thinking.
• Creative approach : We encourage creativity and spontaneity, which can lead to new ideas and approaches, and this helps innovation processes to achieve new products, approaches, and markets.
• Increased productivity : thanks to the different way of processing information, productivity and profits can be increased.
• Large talent pool : we bring valuable skills such as concentration, perseverance and logic.
• Improved employee engagement : Including neurodivergent people creates a more engaged and diverse environment, generating better participatory teams, a more suitable work environment, greater respect, fewer conflicts; it's all benefits.

Neurodiversity can be a great advantage for companies by providing a fresh perspective and unique skills in the workplace.

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The biggest problem is working in an environment that demands they function like everyone else, having to work without any understanding that neurodivergent people have "different wiring," a brain that functions differently. In other words, the lack of understanding of what it means to be neurodivergent greatly hinders inclusion. In many companies, ADHD is perceived as a disability, as something limiting.

Difficulties faced by autistic people in the workplace

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All of this translates into more concrete problems such as:

• Segregation and isolation : feeling isolated from colleagues and facing discrimination, misunderstanding, not being taken into consideration, not being allowed to participate in projects or meetings, in conversations…
• Lack of promotion opportunities : this discrimination often prevents us from having the same opportunities to advance in our careers as the rest of our colleagues.
• Underemployment : sometimes, we occupy positions that do not take advantage of our skills, and in the end, after the great effort it requires ("you have to experience it to know what I'm talking about"), we choose to resign, change jobs again and again and, in the end, we choose to create our own company and be self-employed.
• Unemployment : the unemployment rate is high among neurodivergent people.
• Stigma and prejudice : we can frequently encounter stigma and prejudice in the workplace.
• Communication difficulties : some more than others, we have difficulties communicating and adapting to social norms and in many cases either we do not have certain adjustments or we are taken as "weirdos".
• Sensory sensitivity : sensory overstimulation can also be a major challenge.
• Unclear expectations : A lack of clarity in job expectations can be confusing, and creates a lot of stress and anxiety.

For these reasons, it is essential that companies take steps to ensure the inclusion and adequate support of neurodivergent people in the workplace.

Women, in general, face more difficulties than men in the workplace. And if we add neurodivergence to that, the difficulties multiply. When a woman experiences stress or anxiety, which is often one of the most common comorbidities associated with neurodivergence, she is penalized much more severely than men. Furthermore, they often bear the burden of household and family responsibilities, adding to their workload. With the challenges of planning and completing tasks, carrying such a heavy burden becomes extremely difficult for neurodivergent women.

Raquel Montllor Linares

Mental health activist

"Society needs to know that we exist and what happens to us in order to stop seeing us as the odd ones out."

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First, training is needed for both the human resources teams and all other employees. It is essential that, if the neurodivergent person shares their condition, their colleagues understand their needs and strengths. From there, several initiatives can be implemented:

• Promote diverse hiring : encourage the hiring of people from diverse backgrounds to enrich the work environment.
• Inclusive training : implement training programs that educate about diversity and inclusion.
• Safe spaces : creating spaces where all employees can express themselves freely and feel safe.
• Non-discrimination policies : establish clear policies that prohibit discrimination in all its forms.
• Active participation : encouraging the participation of all employees in the company's decisions and activities.
• Celebrate cultural diversity : organize events and activities that celebrate different cultures and perspectives.
• Promote respect and empathy : encourage a work environment where respect and empathy towards individual differences prevail.

Diversity should be seen as a valuable asset and not as a deficiency.

How to make a company neuro-inclusive?

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It's very sad to have to say that the first piece of advice is not to share your neurodivergence. At least, don't do so until you're sure your condition isn't rejected, because neurodivergence still generates a lot of rejection.

If we discuss our neurodivergence, it is important to explain that this does not make us less productive, but rather that our strengths enrich and complement teams.

Apart from this, in general terms, it is important to prepare a few basic points before a job interview:

• Preparation : Before applying, research the company and the position you are applying for. Be prepared to answer questions related to your skills and experience.
• Authenticity : Be yourself. Companies value authenticity and diversity.
• Communication : Practice how to communicate your ideas clearly and concisely.
• Questions : Be prepared to ask the interviewer questions. This shows your interest in the position.

There are many more points, but these are a basic starting point.

This is a question that often comes up, and it causes quite a bit of concern. We advise that you carefully consider it from the beginning, especially what your objective is in disclosing your condition. In principle, it shouldn't be a question at all.

• Candidate rights : You have the right not to disclose personal or health-related information that does not directly affect your ability to perform the tasks of the job.
• Company policies : You can establish policies on the disclosure of conditions that might require workplace adaptations.
• Legal regulations : Local laws may protect your privacy and set limits on what employers can ask.
• Personal decision : consider whether sharing your condition can help create a more inclusive work environment or if it is better to keep it private.

It is necessary to know if the company and the people employed are aware of and accept neurodiversity, and also to know why you want to disclose your condition.

It is important to know your rights and the applicable laws in your region before deciding to share personal information in a job interview.

The decision to disclose a neurodiversity diagnosis to your company or teammates is personal and may depend on several factors, including the work environment, company policies, and your comfort level. However, other factors can also be considered:

• Personal privacy : You have the right to maintain your privacy and only share personal information if you deem it necessary.
• Workplace support : If you believe that disclosing your diagnosis could help you obtain support or accommodations at work, it may be beneficial to communicate this.
• Company culture : Evaluate the company's culture of inclusion and diversity to decide if it would be receptive to your diagnosis.
• Relationships with colleagues : Consider how communicating your diagnosis might affect your working relationships and whether it would contribute to better understanding and collaboration.

It's important to remember that you are not obligated to share your diagnosis if you don't want to, and that any decision should be made with your well-being and comfort in mind.

If the company accepts and promotes neurodivergence, it's best to mention it naturally, if we feel like doing so.

In my case, I usually present myself as I am; authenticity is an undeniable value that neurodivergent people possess. This characteristic should generally be well understood, but on many occasions, in my case, it has been misinterpreted and has caused me some distress, not because of my good or bad behavior, but because of the lack of understanding. Despite this, I try to be myself; it's the best strategy.

• Personal presentation : Introduce yourself in a friendly manner and show interest in getting to know your new colleagues.
• Active collaboration : Offer your help and collaborate on team tasks to demonstrate your commitment.
• Active listening : Listen attentively to your classmates and show respect for their ideas and opinions.
• Participation in activities : Get involved in team activities to foster camaraderie and interpersonal relationships.

These are also some actions that can facilitate a positive integration and build a good relationship with your colleagues from the beginning.

One of the symptoms of ADHD is impulsivity . When managed well, this can be very positive because it allows people with ADHD to be highly entrepreneurial, have very creative ideas, and not always consider the risks involved. This leads them to take on significant challenges. Furthermore, their experience with adversity makes them tireless in the face of problems, thanks to their extraordinary resilience.

I, personally, consider myself a born entrepreneur. Entrepreneurship can be particularly well-suited for neurodiverse individuals because it allows for flexible and autonomous work, fosters creativity, and promotes inclusion by creating more inclusive and adapted work environments.

It's not surprising that over 40% of successful entrepreneurs have neurodivergent abilities . History shows us many figures who have been considered geniuses, from Albert Einstein and Nikola Tesla to Steve Jobs and Elon Musk.

For startups , embracing neurodiversity can be a source of competitive advantage and social impact. Here are some reasons why neurodiversity is important for emerging businesses:

• Creativity and productivity . Research has shown that neurodiverse teams outperform homogeneous teams in tasks that require creativity, such as generating new ideas, finding solutions, and adapting to change.
• New markets. Neurodiverse entrepreneurs leverage their lived experiences and knowledge to create products and services that meet the needs and preferences of neurodiverse customers, often overlooked by mainstream businesses.

Examples from the business world

Entrepreneurs with diverse cognitive abilities are demonstrating that autism, ADHD, dyslexia, and other neurological differences can be assets for business success rather than obstacles. Here are some inspiring stories.

• Haley Moss: She became the first openly autistic lawyer in the state of Florida. She is the author of several books and a talented artist.
• Temple Grandin is an authority on animal behavior and the author of best-selling books. Despite her autism diagnosis, she has revolutionized the livestock industry with her designs for more humane facilities for cattle.
• John Elder Robison: This autistic man is a successful entrepreneur in the electronics field. He founded a company that repairs and customizes luxury cars, especially Land Rover vehicles, and is the author of several books.
• Dyan de Napoli, diagnosed with ADHD, is an international author and speaker dedicated to marine wildlife conservation. Her commitment to penguin conservation led her to found her own consulting and education company.
• Dame Stephanie Shirley: Despite facing communication challenges due to her autism diagnosis, Dame Stephanie Shirley has been a successful entrepreneur in the technology industry. Her company pioneered the hiring of freelance programmers, mostly women, to work on IT projects. She was one of the first female entrepreneurs in the UK technology sector.
• Dan Aykroyd: an iconic actor and comedian best known for his role in the Ghostbusters film. Throughout his life, he has been active in multiple facets of the entertainment industry. He is the co-founder of the Crystal Head vodka brand, known for its distinctive skull-shaped bottle.

These neurodiverse entrepreneurs demonstrate that success in the business world is not limited by neurological diversity. Their skills, approaches, and determination are invaluable assets in the business world.

Neurodiversity in the work team represents a valuable opportunity to foster innovation, creativity, and problem-solving from different perspectives.

By valuing the unique skills of each individual, organizations can create an inclusive work environment that benefits everyone. Implementing reasonable workplace accommodations for people with neurodivergent conditions is essential to achieving this inclusion.

How to make a company neuro-inclusive?

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Being a neuro-inclusive company means recognizing and supporting the unique needs of neurodiverse people to create a workplace where everyone can thrive.

Companies can adapt various aspects to facilitate the work performance of employees, especially those with neurodivergent identities. We often call these reasonable accommodations. Many companies, particularly in the technology sector, already include these accommodations in their best practices manuals.

• Personalized workspaces with fewer distractions that allow for concentration.
• Flexible hours to accommodate different work rhythms and personal needs.
• Clear communication with precise instructions.
• Ongoing support through mentorship and resources for continuous professional development.

Reasonable limits refer to adjustments that do not cause a disproportionate burden on the company or alter the essence of the job.

Everything has a cost, whether economic, emotional, social, etc., but it can generally have a minimal or zero cost for the company.

These adaptations don't usually require large investments and often result in a more productive and healthier work environment for all employees. However, it's important to balance individual needs with the resources available to the company.

On the other hand, the most important adaptations are those aimed at a change of attitude on the part of the company and the teams, not so much those that involve an economic investment.

Creating a respectful work environment is quite simple. People with neurodivergent personality disorder (NDP), when medicated, function best while the medication is taking effect. Therefore, we should adjust their schedules to the times when they are most productive. Furthermore, due to their difficulties with planning, it's always helpful for them to be reminded of deadlines. Instructions should be shared in writing and be precise, and complex tasks should be broken down into smaller, manageable parts. They should not be assigned administrative or monotonous work. Meetings should be short and productive, rather than lengthy.

A good understanding is necessary; in this sense, inclusion must be bidirectional. Good practices apply to both neurotypical and neurodivergent individuals. It is fundamental to understand this; the message should be one of recognition of neurodiversity, where we all belong.

It is crucial, as a suitable environment can significantly improve comfort and productivity. It is essential that the space be free of distractions that impair concentration; that it allow for adjustments to lighting, noise levels, and furniture arrangement according to individual needs; that it provide the necessary technology and tools; and that it foster a supportive culture that recognizes and values cognitive diversity.

This is a somewhat complex issue. In principle, it will depend on the degree of disability, which is directly addressed by law. Workplace accommodations for neurodivergent individuals may be regulated by laws and labor agreements, depending on the country or region. In Spain, for example, there are emerging initiatives and best practices for the inclusion of neurodiversity in companies. Some companies have implemented policies to adapt the work environment and development opportunities for neurodivergent individuals. Furthermore, the importance of these practices is gaining recognition, and their relevance is expected to increase in the coming years.

It is important for companies to consult local legislation and labor agreements to ensure they comply with regulations and provide an inclusive and equitable working environment for all employees.