1 in 3 neurodivergent workers worry they’ll be fired if they share their condition, states the newly-published report. While Gen Z and millennials generally embrace neurodivergence, many still don’t experience enough acceptance and facilitation in their professional lives.
It’s paramount for HR professionals to foster a more inclusive working environment. Recent data suggests that conditions such as autism, dyslexia, and ADHD at work can provide valuable benefits, including greater creativity, empathy, and focus. Besides, facilitating more inclusive company culture contributes to talent retention and development.
An all-in-one platform for students’ needs EduBirdie surveyed 2000 Americans aged 20 to 43 with neurodivergent conditions (autism, ADHD, dyslexia, dysgraphia, dyspraxia, Tourette’s syndrome, mental health disorders, and others) to understand how their conditions have affected their professional lives.
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Survey reveals that the workplace remains a challenging environment for neurodivergent individuals.
- 75% feel that hiring processes are biased: either they’re overlooked because of their condition or hired merely to meet inclusivity quotas.
- As a result, almost half of the respondents chose not to disclose their neurodivergence during job interviews, worried it would hurt their chances.
- Even after getting a job, 42% only reveal their condition when necessary.
- 91% Mask their symptoms at work. For 1 in 3, the risk of disclosing feels so high that it could even cost them their job.
These concerns are not unfounded. More than half of neurodivergent workers have faced mistreatment — for example, those with ADHD feel pressured to hide their condition (29%), one in four have faced bullying, and one in five have been fired or forced to quit.
Hidden Impact Of Non-Inclusive Work Environment
Keeping one’s neurodivergence a secret requires masking to fit the image of a neurotypical employee. However, fighting against the brain can have seriously harmful consequences. Somebody with Tourette’s can keep a tic to avoid disrupting their colleagues, for instance.
Continuously making a considerable mental effort to mask one’s neurodivergence contributes to stress, impacting productivity and performance. Data shows that 82% of those with Tourette’s admit they suffer from fatigue due to managing their condition. 58% of the respondents report masking as the natural reaction to their fear of being judged by their colleagues and managers.
The concern about being accepted in the workspace isn’t just about being invited to after-work drinks. Some 45% report disclosing their mental condition may affect their career progression, and 34% expect it to result in their dismissal altogether.
These fears, sadly, still turn out to be grounded in previous experience.
- 58% of the respondents have faced ill-treatment
- 23% say they experienced bullying
- 21% feel they have been denied promotions or given tasks below their pay grade.
Different Way Of Thinking Delivering Benefits For Employers
Yet, neurodivergence isn’t a disadvantage. 82% of neurodivergent individuals believe their condition enhances their abilities, such as attention to detail, strong visual thinking, better memory, empathy, and creativity.
Despite the challenges it presents, the neurodiversity of the staff can contribute to the healthy dynamics of a workspace where talent is deployed in the best possible way.
For instance, people with ADHD can thrive in the workplace due to their attention to detail and hyper-focus (51%). Likewise, dyslexia can boost one’s empathy and understanding, making 48% of those with the condition more receptive to the needs of challenges—a vital skill for roles that rely heavily on teamwork or customer service. As for dyspraxia in the workplace, struggling with motor skills forces neurodivergent people to think outside of the box, strengthening their creative side (64%).
Greater inclusivity brings more efficient use of talent
Despite the value neurodivergent employees bring, current DEI efforts fall short. 55% feel unsupported at work, while 40% say their condition impacts their salary and finances. Additionally, 69% struggle with impostor syndrome, fearing they’re seen as “diversity hires” instead of being recognized for their skills.
Advocating for greater inclusivity for neurodivergent individuals, Avery Morgan, workplace productivity expert and Chief Communications Officer at EduBirdie, comments:
“According to 35% of neurodivergent employees, managers and HR teams need more training to foster true inclusivity. Flexibility also plays a key role, with 31% stating that remote and flexible work arrangements significantly improve their productivity.
While there may be times when working with various conditions feels like a disadvantage, I am reminded of Apple’s iconic ‘Think Different’ campaign, which embraced creativity and nonconformity. It encouraged people not just to think differently but to embrace being different. Shouldn’t this still be the motto?
Every manager aims to assemble teams with a unique combination of skills and talents, and inclusivity is essential to building a winning team. In the right environment, and with the right support, being different is not a barrier to success.”
By fostering a more neurodivergence-inclusive working environment, employers and HR leaders also contribute to the general well-being of their staff. Where talent is valued and deployed optimally, team members are happier, more loyal, and more productive.
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