Embracing Neurodiversity: Unlocking Unique Strengths in the Workplace

Over the last decade, the public awareness of neurodiversity has grown significantly, transforming not just workplaces but also schools, homes and truly, lives. This shift in understanding acknowledges that the brains of neurodiverse individuals function in unique and varied ways. By appreciating how these differences interact with each person's experiences, we have begun to value more deeply the diverse capabilities and perspectives everyone contributes.

This understanding of the interplay between neurodiversity and personal experiences has fostered a greater appreciation for the wide range of human minds present in our communities and professional spaces. This awareness can help create a workplace that not only includes but leverages these diverse viewpoints and skills for greater creativity, problem-solving, and overall innovation.

When a workplace genuinely appreciates and integrates these differences, it becomes more inclusive, better able to innovate, and ultimately more successful, because it harnesses a broader range of talents and ideas.

And, the people inside that workplace feel more understood, valued and appreciated.

What is Neurodiversity?

Neurodiversity is a concept that recognizes and respects the natural variations in human brain function and behavioural traits as part of normal human diversity. The term refers to the concept that individuals with neurological variations, such as autism, ADHD, dyslexia, to name a few, should be acknowledged and valued for their unique ways of thinking, learning, and interacting with the world.

The neurodiversity perspective challenges the idea that these differences are deficits that need to be corrected, promoting instead the understanding that they are simply ways of being. It emphasizes the importance of creating inclusive environments that support all forms of neurocognitive functioning, allowing everyone to contribute their best and thrive in society.

Neurodiverse individuals experience the world in distinct and innovative ways through the processing of information and interaction with others. Recognizing these unique perspectives as valuable assets shifts our focus toward embracing diversity that enhances problem-solving and creativity in various tasks.

I always knew my thought processes were different than those around me but I didn't know why, or realize that anyone else may have felt the same way. In my case, I was a (mostly) well-behaved kid, who strived to do well in school and was a member of a well-liked group of friends. But this was the late 80s-90s and into the 2000s when it was still felt and understood that ADHD presented as a hyperactive boy who couldn't sit still, focus or in some cases behave to the social norms.

Instead, I was a "typical" undiagnosed girl who masked inattentiveness as daydreaming, hyperfocused on people pleasing which led me to be a straight-A student (in most cases), showed my impulsivity and hyperactivity as talking too much, and interrupting others, and internalized the low self-esteem, anxiety, depression, sensitivity to social rejection and feedback. I was able to pass off my social difficulties as "quirks," when I dominated conversations or failed to pick up social norms. I struggled with large groups and would disappear into a corner, then wonder why I didn't quite fit in. But, because I was able to master masking, I became a perfectionist and overcompensated in other areas to distract from my difficulties with attention and focus.

It all worked "in my favour" until it didn't. The stress and anxiety eventually became too much to hide and handle. Luckily for me, I eventually encountered a friend who was exploring something similar and who helped empower me to seek a diagnosis.

From all of this came the realization that I wasn't just "normal" - rather, I had special abilities that when harnessed correctly, could enrich my life and contribute meaningfully to others through my work. Like so many others, this confirmation - and maybe even permission - allowed me to live more happily and feel more fulfilled, proving that what makes us "different" can indeed be our biggest strength.

The Strengths of Neurodiversity

How can traits that were once seen as negative now be recognized as strengths?

This is the journey that so many people are on. With this seemingly recent shift in understanding about who can be neurodivergent, when, where and how this presents across folks from all backgrounds, comes an understanding about what makes PEOPLE who they are.

Individuals with neurodiversity often possess remarkable talents, including, but not limited to:

While in my case, I can creatively solve problems and think outside the box, I wasn't gifted attention to detail in most cases or a memory that kicked in during exam time. So while I have learned how to harness what does work well for me, I, like so many others, still face challenges day-to-day.

Challenges and Workplace Accommodations

While neurodiverse individuals offer a plethora of strengths, certain workplace norms can pose challenges. But that doesn't come without options with the right employer or workplace. Again, with this shift in understanding about what makes people of all backgrounds and experiences who they are, comes a wave of conversations that allow accommodations or what I prefer to call "personalization" of a workplace structure.

Commonly we see these personalizations or accommodations as:

While some may say that this won't work for all workplaces, I might argue that all workplaces won't work for all people.

In the past, sadly, it was about changing yourself to fit a workplace or role, and sure, there are plenty of situations where growth and development will help you to be more successful in your career. That's something I speak about often across this site and the work I do with clients. But this is something different. This is about WHO you are and what makes you happy.

This is about self-awareness and advocacy for what is best for you in your life and career.

Tips for Neurodiverse Job Seekers

If you’re a neurodiverse individual looking for a job or aiming to switch careers, there are strategies to help you leverage your unique strengths. Spoiler alert: they are the same tips and strategies that I feel are important for neurotypical job seekers because all job seekers should be self-aware and self-advocate.

Rather, it is a personalization of the process, of all processes, strategies, tips, and techniques that allow for individual success.

1. Know Your Strengths (and share them proudly): Understand what you do best. Your neurodiversity can be a significant asset in roles that match your skills.

2. Seek Inclusive Employers: Look for companies that explicitly value diversity and inclusion. These organizations are more likely to provide supportive environments and accommodations (personalizations) and generally be better places to work for a great many reasons.

3. Prepare for Success: Before interviews, prepare discussions about how your neurodiversity is an asset, and how personalizations could help you excel. You do not have an obligation to disclose your neurodiversity but rather speak to the individual bits and pieces that can fall under the scope of what so many would include in neurodiversity. Let's look at an example:

Interview Preparation Example:

Step 1: Identify Strengths Linked to Neurodiversity:

Before the interview, reflect on the specific traits or skills linked to your neurodiversity that benefit your work. For instance, if you're someone with ADHD, you might recognize that your ability to hyper-focus or think creatively under pressure as a strength.

Step 2: Prepare to Discuss How These Traits Are Assets:

Prepare to discuss these traits in the context of the job requirements. For example, you could say, "I've found that my ability to see connections between seemingly unrelated ideas enhances my problem-solving skills, which would be particularly beneficial in a role that requires innovative project management."

Step 3: Suggest Personalizations That Could Help You Excel

Consider any adjustments or supports that help you perform your best and think about how to frame these in the interview. Instead of framing them as accommodations for neurodiversity, you might present them as preferences that enhance your productivity. For instance, "I've noticed I produce my best work with a clear structure for projects and periodic check-ins. This helps keep the team’s goals well-aligned and ensures continuous momentum."

Step 4: Practice Discussing These Points

Practice how you would naturally integrate these points into interview responses. For example, when asked about how you handle challenges, you could incorporate your prepared points like this: "When facing challenges, I leverage my unique perspective to devise creative solutions quickly. Regular team updates help me stay aligned with collective goals and push projects forward effectively."

4. Use Support Networks: Engage with support groups and networks for neurodiverse individuals. These can be great resources for advice, support, and job leads.

Embracing Change and Advancing Careers

For employers and coworkers, understanding neurodiversity means more than just acknowledging differences; it involves actively promoting and implementing supportive practices that allow everyone to perform at their best. For neurodiverse individuals, it means recognizing your unique capabilities and finding the right opportunities to showcase them.

Embracing neurodiversity in the workplace is not just about making space for differences; it’s about recognizing the value these differences bring to the collective table. As we continue to broaden our understanding of what it means to be diverse, we unlock the potential for all individuals to contribute meaningfully and thrive in their careers.