Neurodiversity in the Workplace: Employee Perspectives

What is neurodiversity and how can you create an inclusive workplace culture where neurodivergent employees can thrive? 

Everyone has a unique brain. An open culture, education and awareness of neurodiversity can deepen inclusivity in the workplace. At TEKsystems, we’re committed to nurturing an inclusive workplace culture and welcoming diversity into every aspect of our business. To recognise Neurodiversity Celebration Week, TEKsystems' employees Hannah Corey, Colette Cottman, Gregg Johnson and Hayley Duncan reflect on their personal experiences of neurodiversity, what they’ve learned, as well as tips to create a supportive environment that enables neurodivergent minds to thrive.

What is Neurodiversity?

The human brain is deeply complex – no two brains are the same. Did you know that approximately 15 – 20% of the population has a neurological difference? Whether you’re neurotypical or neurodivergent, how you perceive the world is unique. You’ve probably heard these terms before, but here’s a helpful breakdown of their meanings: 

Neurodiversity (noun) an umbrella term to describe the range of differences in brain function and behaviour that are part of the normal variation in the human population. This includes developmental conditions, like autism, ADHD and dyslexia as well as psychiatric conditions like OCD and bipolar disorder. It can also include acquired mental disabilities, such as PTSD.
Neurodivergent (adjective) refers to an individual whose brain ‘diverges’ from the majority or ‘neurotypical’ brain.
Neurodiverse (adjective) characterises the variance in the set of all possible brains, none of which is ‘normal’ and all of which are simply different.
Neurotypical (adjective) means not having or not being associated with a brain condition that is often considered different from what is usual.

These are more than just academic terms – mental health education and awareness are foundational to living our core value of fostering an inclusive work culture.

I prefer the term neurospicy.

Hannah Corey TEKsystems 

Real Experiences with Neurodiversity

Hannah Corey Washington, D.C.
Onboarding Coach and Data Insights Team Member

The unfortunate truth is that people who are neurodivergent often feel alone, misunderstood and undervalued. As someone diagnosed with more than one type of neurodivergence, I have always struggled with self-acceptance and feeling like I should fit in a “box” that others want me to be in.

I am often perceived as:

Smart, but lazy
Lacking effort
Not living up to potential
“A lot”

None of these descriptions are true. But when a neurotypical person can’t understand the way I work, they’ll label me as such. Sometimes, they ask why I can’t be more like them, which has led to shame and hurt. It took me a long time to figure out that my productivity is not a measure of my worth or value as a human.

Being aware of my differences has been a huge blessing for me. It has helped me be more authentic and confident to take initiative to gain career guidance. I have progressed in my career through the support of my leaders and colleagues. I wouldn’t be where I am now personally and professionally or be able to support others if it weren’t for self-awareness and a growing culture of inclusion in the workplace at TEKsystems.

Leveraging the Strengths of Neurodivergence

Colette Cottman Atlanta, Georgia
Inclusion, Diversity and Equity Manager

Neurodivergent individuals are often highly innovative, creative, curious and engaged in their work. With awareness and leader support, they can demonstrate exceptional resilience, collaboration and capacity for extraordinary work, but are frequently overlooked and stigmatised because they don’t fit into neurotypical moulds. They can be stifled or misunderstood, which could lead to feelings of discouragement when misled to believe there’s only one “right” model or profile for a high-potential employee (HIPO).

Early in my career, prior to working at TEKsystems, I felt that leaders avoided and ostracised me because I was different. I am neurodivergent, and I coped with workplace stress by running headfirst into difficult problems and assignments that others shied away from. I used my hyperactivity and focus to outwork as many of my colleagues and competitors as I could. Like other successful neurodiverse professionals, I learned strategies to work around challenges associated with my unique brain.

My experience at TEKsystems has been refreshing. I’m grateful for our leaders and my coworkers who have provided me with the environment, flexibility and support to allow me to continue to grow and thrive. The more we talk about neurodiversity in the workplace, the quicker we can understand and destigmatise cognitive differences.

Overcoming the Challenges of Neurodivergence

Gregg Johnson Birmingham, UK
Professional Development Partner

I have known that I am neurodivergent since I was at university. But, before I was formally diagnosed, I held the belief that I found certain things challenging because I wasn’t intelligent. As I got older, I learned that I have dyslexia, which means that my brain processes things differently. How I consume, process and retain information is different (often slower) than a neurotypical person. Although I’m innovative, creative and excellent at generating big-picture ideas, I don’t usually think of dyslexia as an out-and-out strength.

I don’t think outside the box, I think outside the planet.

Gregg Johnson TEKsystems

Fortunately, I have found ways to adapt and help manage dyslexia at work. I plan my day well, record long calls and take detailed notes to help me retain and revisit important information. Where possible, I’ll try to slow down a conversation to minimise overwhelm or confusion, and to make sure that I am clear on what I am listening to or the action I need to take.

It took me a long time to feel confident talking about neurodiversity at work, but when I did, managers at TEKsystems made it easy for me. By simply speaking up and letting people know what I need and how neurodiversity affects me, I can be fully present and at my most productive and happy at work.

Learning about Neurodiversity is a Practice

Hayley Duncan Edinburgh, UK
Senior Marketing Executive and DEI committee member

Neurodiversity is a topic I have only recently started to learn about. Like many people, I previously misunderstood it and had only heard about its negative connotations. By being curious, reading and speaking to neurodivergent people, I have learned that in the right environment and with the right support, it is often the neurological differences that make someone neurodivergent that become the strengths and superpowers of those individuals.

When I was younger, I knew my brain worked differently, but I performed well at school and university when is came to results. I enjoyed writing and creating and my ability to hyper-focus and retain information meant I did well in exams. It wasn’t until many years into my professional career that I began learning more about my brain and, through this, began to understand that some of my lived experiences (both positive and negative) align with ADHD.

Undiagnosed neurodivergence is quite common and can manifest in anxiety and other mental health challenges. Often, ADHD is less “visible” in adult women and can present in high-performing individuals who have learned to mask certain neurodivergent traits, leading to late diagnosis well into their adult life.

Embracing neurodiversity and learning about it is a journey of self-awareness and acceptance and it’s also helped me better understand and relate to others. I think it’s important to be open-minded and curious – there is no shame in seeking help or a formal diagnosis if you suspect you might be neurodivergent. My brain is my unique selling point, which I am proud of.

Tips to Create a Neuroinclusive Workplace Culture

The following recommendations connect the lived experiences of our colleagues with evidence-based approaches to support a culture of inclusion.

Discard preconceptions and break down stereotypes. Approach learning with a curious and open mind.  No two neurotypical people are alike, and no two neurodiverse people are alike. Avoid making judgments or assumptions about anyone.
Be open to learn and take part in education. Talk about neurodiversity. Support colleagues and managers with best practices for inclusion and help create a supportive environment where employees can choose to disclose their diagnosis and ask for adaptations or support where needed.  If you are neurodivergent, you can help educate your manager – if they don’t know, how can they support you? 
Humanise your processes. Consider that if someone shares their neurodivergent diagnosis, it was probably intimidating for them to do so. If a company is unresponsive to the individual, it can harm their confidence, trust and courage to speak up. 
Have awareness. Notice if your employee or coworker is struggling: Check in on them. Lending an ear deepens empathy and makes people feel seen. Consider what your team might need to show up as their best selves and allow for trial-and-error approaches to their ways of working to find what works best. Allow time in regular meetings to review how things are working.

Learning about neurodiversity and creating an environment for neurodivergent individuals to thrive can inspire innovation, strengthen teams, support inclusion and improve business productivity.