Talking About Neurodiversity in the Workplace

When talking about neurodiversity in the workplace, we must first define neurodiversity. What does neurodiversity mean? Neurodiversity refers to a range of differences in brain functions. It can also refer to neurological differences like autism and ADHD that are a result of normal, natural variation in the human genome. When we frame neurodiversity this way, it can result in a new and fundamentally different way of looking at conditions that were traditionally pathologized. Pathologizing mental illness or mental disability often leads to and perpetuates negative stereotypes associated with said illness or disability.

Thus, when these negative stereotypes become pervasive, they can influence who we deem to be competent enough to function in society. Societal biases that we learn and absorb follow us wherever we go, so the ingrained assumption that people with disabilities need to be fixed in order to function in society is a negative bias that creates institutionalized barriers for those with mental, physical, or intellectual disabilities, such as stereotypes, microaggressions, bullying, and outright discrimination in hiring and promoting.

Instead of seeing individuals as disabled, we ought to take into consideration that their thought processes are just different than others. If we frame our way of thinking in this manner, then we can work towards destigmatizing neurodiversity and come to embrace those who possess diverse, intellectual capabilities. After all, there are numerous benefits that come with embracing neurodiversity in the workplace. Some of these benefits include having a competitive advantage that brings measurable benefits, both financially and in terms of workplace culture.

When an organization hires neurodiverse talent, it gives them a competitive edge in the sense that organizational leaders will be able to learn about, identify, and combat ableism in the workplace. In doing this, they can create a work environment in which all employees will have high psychological safety and be able to confidently talk with their organizational leaders about any microaggressions or other forms of discrimination that they have experienced from their peers. When employees can speak on their experiences without the fear of ridicule, gaslighting, or social ostracism, this will improve overall employee morale and positively affect organizational culture. 

References: 

Brînzea, V-M. (2019). Encouraging neurodiversity in the evolving workforce — the next frontier to a diverse workplace. Scientific Bulletin – Economic Sciences / Buletin Stiintific – Seria Stiinte Economice, 18(3), 13–25.

Kunisch, S., Bartunek, J., Mueller, J., & Huy, Q. (2017). Time in strategic change research. The Academy of Management Annals, 11(2), 1005–1064. https://doi.org/10.5465/annals.2015.0133

Vanderbilt University. (2019, July 18th). Frist Center for Autism and Innovation [YouTube]. Retrieved from Frist Center for Autism and Innovation – YouTube