Key takeaways:
- 69% of neurodivergent employees experience impostor syndrome, which makes them feel inadequate or undeserving of their role.
- Fearing discrimination, 46% of neurodivergent individuals choose not to disclose their condition during job interviews, while 23% never discuss it with their colleagues.
- 58% of neurodivergent workers have experienced mistreatment in the past, including bullying, being overlooked for promotions, and being fired unfairly.
- Despite these challenges, having conditions such as autism, dyslexia, and ADHD at work can provide valuable benefits, including including greater creativity, empathy, and focus.
Neurodivergence is no issue for Gen Zers and millennials. Younger generations are embracing their differences and celebrating what makes others unique.
But when it comes to the workplace? Views and practices are stuck in the past, and being different—not just another cog in the machine—proves challenging for neurodivergent employees.
EduBirdie surveyed 2,000 Americans aged 20 to 43 with neurodivergent conditions, such as autism, ADHD, dyslexia, dysgraphia, dyspraxia, Tourette's syndrome, and mental health disorders, to understand how their conditions have affected their professional lives. The result shows that while the workplace is becoming more accommodating, there's still plenty of work to do.
The neurodivergent workplace: A broad spectrum of struggles
Neurodivergence is a broad spectrum. While Attention Deficit Hyperactivity Disorder (ADHD) is the most common condition, accounting for 48% of neurodivergent Gen Zers and millennials, it also encompasses conditions such as autism (14%), dyslexia (11%), and Tourette’s syndrome (2%).
One thing that is commonly shared by those with neurodivergence? Mental health struggles, which 63% admit they deal with alongside their condition.
Can people with autism work? Absolutely. As can those with ADHD, Obsessive Compulsive Disorder (OCD), personality disorders, and the full range of neurodiversity conditions.
However, the workplace can still feel daunting to those who think differently. Some 34% admit to struggling socially, while 21% say they feel constantly stressed and misunderstood at work.
One of the biggest struggles of being neurodivergent in the workplace? The false sense that you’re not worthy or deserving of your role, with 69% admitting they experience impostor syndrome.
Putting on a mask: Disguising divergence to fit in
It’s an unfortunate fact that discrimination still exists in the workforce. Fearing it may impact their chances of landing a role, 46% of neurodivergent people avoid disclosing their condition during job interviews.
That fear of being different doesn’t go away once there’s a contract offer on the table. For most neurodivergent people, their condition remains taboo in the workplace, with 23% choosing never to discuss it with their colleagues.
Keeping neurodivergence a secret requires masking—attempting to fit the mold of a ‘typical’ person. 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. Still, it requires a considerable mental effort—with 82% of those with Tourette’s admitting they suffer from fatigue due to managing their condition—that contributes to stress, impacting productivity and performance.
The silent struggle: Why neurodivergent people conceal their condition
Neurodiversity doesn’t mean somebody is unintelligent or incapable. Yet, biases plague the recruitment process. Some 75% of neurodivergent candidates believe hiring processes treat those who are different unfairly—whether they’re being overlooked because of their condition or hired solely to fill inclusivity quotas.
The challenges faced differ depending on the condition. For those with autism in the workplace, maintaining relationships (81%) presents the biggest challenge. However, for those with dyspraxia, fatigue (71%) is the highest hurdle.
But one thing most share is fear of judgment—a worry for 58% of neurodivergent employees. The concern isn’t just that they won’t be invited to after-work drinks but that it will affect their career progression (45%) or result in their dismissal (34%).
These aren't irrational worries—they’re borne from the fact that most neurodivergent people have had enough bad experiences to fill a resume. With 58% having faced ill-treatment, 23% say they experienced bullying, while 21% feel they have been denied promotions or given tasks below their pay grade.
For those with ADHD, problems at work include being pressured to hide their condition (29%) and being fired or forced to quit (20%).
The neurodivergent edge: The advantages of being different
Neurodivergence isn't a disadvantage; it's a different way of thinking that delivers all sorts of benefits for employers.
How does ADHD affect work? Often positively. Despite the challenges it presents, those with the condition can thrive in the workplace due to their attention to detail and hyper-focus (51%).
Likewise, dyslexia at work can boost 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%).
Accommodating unique thinkers and unlocking neurodivergent potential
Neurodivergence offers a range of benefits for employers to capitalize on, but unlocking these superpowers requires education and accommodation.
With 58% of neurodivergent workers believing a lack of understanding presents the main barrier to inclusivity, 35% believe HR and management could do with some extra training.
Perhaps HR departments could turn to social media for support—given that 64% of neurodivergent people say it has had a positive impact on their wellbeing, providing a platform to share their experiences and connect with others.
When it all gets too much, 31% of neurodivergent people say flexible or remote working policies help them to get through the workday.
Necessary accommodations will depend on the condition. For 33% of people with dysgraphia, accommodations such as modified communication can make a real difference.
However, with neurodivergence and mental health struggles intertwined, access to mental health services and support is a must for 24%.
Nearly 40% of neurodivergent people admit that financial stress, driven by low salaries and tight budgets, weighs heavily on their well-being, both in and out of work. A well-deserved pay rise or bonus would offer not just financial relief, but a renewed sense of value and importance.
There may be times when working with autism, ADHD, and other conditions feels like a disadvantage, but in the right environment and with the right support, being different is no barrier to success.
