Strategies for Managing Neurodiversity at Work


The above is a graphic showing a woman, and a man each holding puzzle pieces.

Studies have found that at least 30-40% of neurodivergent adults are underemployed. Blatant bias plays a role, as do systemic workplace barriers. For example, some businesses expect employees to work long, uninterrupted hours or carry on small talk with ease.

The good news is that many companies are recognizing the value of embracing neurodiversity at work. Neurodivergence in the workplace can lead to innovation, problem-solving, and creativity.

However, that doesn't mean that you won't face challenges. Many neurodiverse workers are still carving out space in a culture that doesn't quite understand them yet.

We're here to talk about strategies for managing neurodiversity at work. Read on to learn more.

Seek Companies Looking for Neurodiversity at Work

Many companies, like Wells Fargo and Google, have put initiatives in place to hire neurodivergent employees. They recognize the value that neurodivergent workers bring to the workplace. 

These initiatives counter the bias neurodivergent applicants have historically faced. Plus, they indicate an awareness of neurodivergent needs. These companies may already have accommodations in place.

What about companies that haven't addressed a change in hiring practices? As you approach the job hunt, prepare questions to ask during the interview. If the hiring manager can't answer questions about disability accommodations, it likely isn't a priority for the companyand may not be a great match for you.

Don't Be Afraid to Job-Craft

Job-crafting is the process of creating a position for yourself that didn't already exist. You may be able to craft a position with an existing company. You can also start building a career of your own through freelance and contract work.

To craft the right job for yourself, consider your strongest skills. Maybe you are a fantastic writer or a skilled coder. Maybe you do your best work on a team or you prefer working solo.

Job-crafting isn't easy and it doesn't happen overnight. By demonstrating your best skills to your employers or clients, you can lay the groundwork for a convincing proposal to let you focus on the tasks you do best.

Advocate for Accommodations

Don't forget that you have federally protected employee rights. Thanks to the ADA, employers are responsible for providing reasonable accommodations for neurodivergent employees. However, you may have to be the one to push for those accommodations.

Self-advocating will require you to disclose your disability. It may also require you to know which workplace adaptations would best facilitate your success. For example, you may need to tell your boss explicitly that a screen reader would help you stay focused on written documents.

For too long, neurodivergent employees have tried to adapt to workplace standards created and upheld by neurotypical employers. As awareness of neurodivergence increases, however, it's becoming more common for employers to adapt to their employees.

 

Break Tasks Into Manageable Pieces

For some neurodiverse people, it's easier to see the trees than the forest. In other words, small goal-oriented tasks are easier to approach than the goal itself.

Take some time at the start of your day to list out the things you need to get done. As needed, make additional bullet points for any steps you need to take to complete the tasks on your list. Follow each step one at a time to avoid getting distracted or overwhelmed.

It may also help to set timers for individual tasks. Some neurodivergent workers struggle with time blindness and can get lost in a single task far longer than intended. Timers can also remind you to take breaks, head to a meeting, place a work call, or complete other time-sensitive tasks.

Build Relationships Slowly

Social cues and unspoken conversational "rules" don't always come naturally to neurodivergent workers. This can make it difficult to relate to coworkers or build positive relationships with superiors. 

You don't have to click with everyone or understand the ins and outs of your workplace culture on day one. Instead, build relationships at work over time. As a rule of thumb, stick to work-based conversations first and avoid giving others unasked-for feedback or advice.

Over time, you may feel comfortable sharing more about your personal life and your coworkers may feel comfortable sharing in return. However, you don't want to let these casual conversations become disruptive while you're on the clock. Lunch breaks and post-work social gatherings are more suitable for friendly banter.

Maintain Outside Outlets

Work-life balance is crucial, especially if getting through the workday is taxing. Make sure that you're still prioritizing enjoyable hobbies, social time, and rest. 

It may prove helpful to have a mentor, life coach, or counselor who is also neurodivergent. This will give you the chance to talk to someone who understands your unique obstacles and workplace challenges. Together, you can strategize new ways to approach your day-to-day life as an employee.

Outside outlets can also provide an appropriate place to vent. Blowing off steam with trusted friends can help you manage your feelings at work. Plus, having your feelings validated can give you the confidence to pursue the accommodations you deserve.

Build Your Career as a Neurodiverse Worker

Today, we're seeing more conversations take place about neurodiversity. This can make the world easier to navigate for those with autism, ADHD, dyslexia, and more. Still, it's not always easy to manage neurodiversity at work.

Use this guide to forge a new path in your employment journey. If you're on the job hunt, you can also use our tools to land the right job for you.

Not sure where to start? Use our resume builder to showcase your skills before searching the jobs on our job board for disabled employees.