Neurodiversity in the Workplace: Employee Perspectives

Everyone has a unique frame of brain. Learning how we process things differently deepens inclusivity.

Feb. 28, 2024 |

At TEKsystems, we’re committed to nurturing an inclusive workplace culture and welcoming diversity into every aspect of our business. To celebrate neurodiversity in the workplace, we asked three employees to share their perspectives.

Did you know that 1 in every 5 people are neurodivergent?¹ TEKsystems’ employees Hannah Corey, Colette Cottman and Celeste Banks reflect on their obstacles and triumphs and provide helpful guidance on creating a supportive environment for the diversity of minds in the workplace.

What Is Neurodiversity?

The human brain is deeply complex—no two brains are the same. Whether you’re neurotypical or neurodiverse, how you perceive the world is unique.² You’ve probably heard these terms used before, but here’s a helpful breakdown of their meanings:

• Neurodiversity (noun) is the range of differences in brain function and behavior that are part of the normal variation in the human population. This includes developmental disorders, like autism, ADHD and dyslexia, and psychiatric disabilities, like anxiety, depression, OCD and bipolar disorder. It can also include acquired mental disabilities, such as PTSD.
• Neurodiverse (adjective) refers to a group.
• Neurodivergent (adjective) refers to a person.
• Neurotypical (adjective) means not having, or not associated with, a brain condition that is often considered different from what is usual.³

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

I prefer the term neurospicy.

Real Experiences With Neurodiversity

The unfortunate truth is that many 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 must 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 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.

My advice for companies looking to be more inclusive is to humanize 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 be harmful to their confidence, trust and courage to speak up. Be open to learning about others’ challenges that are different than yours.

Neurodiversity Strengths

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 stigmatized because they don’t fit into neurotypical molds. 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 TEKsystems, leaders avoided and ostracized 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 TEKsystems experience 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.

How can you create a more inclusive workplace?:

• Educate yourself: Celebrate the benefits of a neurodiverse workforce, and whether you are neurodivergent or neurotypical, check out the media resources we’ve listed below.
• Break down stereotypes: No two neurotypical people are alike, and no two neurodiverse people are alike. Don’t make judgments or assumptions about anyone.
• Notice if your employee or coworker is struggling: Check in on them. Lending an ear deepens empathy and makes people feel seen.

The more we talk about neurodiversity in the workplace, the quicker we can understand and destigmatize cognitive differences.

Learning About Neurodiversity Is a Practice

I’ve been aware that I am neurodivergent since my early 20s, though I’m still on the never-ending journey of learning about my brain. It’s also important to me that I continue learning how to be a supportive friend and ally to other neurodivergent individuals.

We have an opportunity in the workplace to create a culture of inclusion and belonging, which strengthens teams and enhances productivity.

Facing big seasons of change, whether at work or home, can be really challenging for me. I’ve found I must give myself more grace than I normally do. Reaching out to others to hear how they navigate similar challenges is helpful. Focusing on one task can also be really challenging for me, so whether it is punctuating work with small walks, listening to podcasts, I find if I can add an extra stimulus, I can go from completely unfocused to hyper-focused.

I’m grateful that I have a relationship with my leadership and team (shoutout to Lance, Jess, Katie and Tyler!) that allows dialogue around how to create an environment that is supportive. I’ve also always felt a sense of ownership in the team culture and dynamic, and because of that, I feel comfortable showing up authentically.

How can you advocate for yourself and others in the workplace?

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

• Discard preconceived notions about autism, ADHD or other neurodiverse diagnoses.
• Advise colleagues and managers of best practices for inclusion and provide support for employees who disclose their diagnosis.
• Consider what your colleagues 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.
• Understand that a neurodivergent brain processes things differently than a neurotypical one and support those who are neurodiverse.

A healthy workplace culture inspires innovation. Embedding workplace DEI practices throughout the entire organization takes a holistic approach—recruiting, partnership, inclusion and retention programs deserve equal attention.