With a passion for transforming businesses into highly profitable ventures through people-centric strategies, Tamzin brings decades of invaluable experience to the table. Blending leadership, psychology, neuroscience, and her expertise in neurodiversity with sharp business acumen, Tamzin consistently achieves remarkable results.
Neurodiversity encompasses a range of conditions, including ADHD, autism, dyslexia, and others. Despite increasing awareness, many neurodivergent individuals may still hesitate to disclose their neurodiversity at work. Here are five key reasons why:
1. Fear of discrimination
Concerns About Bias: Many neurodivergent individuals worry that disclosing their neurodiversity could lead to conscious or unconscious bias. This fear often stems from past experiences in different settings, such as school or previous jobs, where they might have faced discrimination or felt underestimated.
Past Experiences: Negative experiences in educational environments, past workplaces, or personal interactions can contribute to concerns about facing similar biases again.
2. Stigma and stereotyping
Negative Perceptions: There is often a lack of understanding and awareness about neurodiversity, leading to negative stereotypes. Neurodivergent individuals might be concerned that these stereotypes could affect how they are perceived, regardless of their current workplace culture.
Misconceptions: Common misconceptions about neurodivergent conditions can result in inaccurate assumptions about their abilities. These misconceptions might have been encountered in various aspects of life, not necessarily within their current employment.
3. Privacy concerns
Personal Information: Sharing details about one’s neurodiversity involves disclosing personal information that some individuals may prefer to keep private. This preference for privacy can be influenced by past experiences in diverse contexts, such as interactions with friends, family, or previous employers.
Control Over Disclosure: Some neurodivergent individuals may want to maintain control over who knows about their condition and the circumstances under which it is discussed, a decision shaped by their past experiences.
4. Fear of negative consequences
Job Security: There can be a fear that disclosing neurodiversity might impact job security, a concern often rooted in past experiences rather than current employment. They may worry about being perceived differently or facing higher scrutiny.
Professional Relationships: Concerns about how colleagues and supervisors might react can also deter disclosure. These concerns are frequently influenced by past interactions in various settings, including previous workplaces and social environments.
5. Lack of trust in support systems
Inadequate Support: Some individuals might be sceptical about the effectiveness of support systems for neurodivergent employees, based on their experiences in past jobs, educational institutions, or other areas of life. They may have encountered situations where promised support was not adequately provided.
Uncertain Outcomes: Without clear examples from their past showing that disclosure leads to positive support and accommodations, neurodivergent staff may not feel confident about sharing their neurodiversity, regardless of the current employer's intentions.
Creating an open and inclusive environment
To encourage openness and support, employers can take several steps:
Develop a clear neurodiversity policy
Establish Policies: Create clear policies that outline support for neurodivergent employees. Ensure these policies are accessible and well-communicated to all staff.Provide Training: Offer training for all employees to increase understanding and awareness of neurodiversity. This can help reduce stigma and misconceptions.
Offer tailored accommodations
Personalised Support: Provide accommodations based on individual needs, such as flexible working arrangements, assistive technology, or quiet workspaces.Regular Feedback: Implement a system for regular and constructive feedback to help neurodivergent employees adjust their work strategies and stay on track.
Promote open communication
Encourage Dialogue: Foster an environment where employees feel comfortable discussing their needs and challenges. Encourage managers to have open and supportive conversations with their team members.Highlight Success Stories: Share positive examples and case studies of neurodivergent employees thriving in the workplace. This can build confidence and trust in the support systems available.
Case study
One client we worked with had no neurodiversity policy in place. Employees were unsure of the support available to them, leading to reluctance in disclosing their conditions. We helped them develop a comprehensive policy that aligned with their organisation's values and ensured clear communication of the support available. As a result, staff felt more confident in disclosing their neurodiversity, knowing exactly what accommodations and support they could expect.
Conclusion
Understanding why neurodivergent staff may be reluctant to share their neurodiversity is crucial for creating a supportive workplace. By developing clear policies, offering tailored accommodations, and promoting open communication, employers can build a more inclusive environment where all employees can thrive.
If you need assistance in creating a neurodiversity policy or understanding how to support your neurodivergent employees better, Tamzin and The Neurodiversity is here to help. Together, we can ensure your workplace is inclusive and supportive for everyone.
Tamzin Hall, The Neurodiversity Academy & Tamzin Hall Coaching Meet Tamzin Hall, the visionary founder of the Neurodiversity Academy.
With a passion for transforming businesses into highly profitable ventures through people-centric strategies, Tamzin brings decades of invaluable experience to the table. Blending leadership, psychology, neuroscience, and her expertise in neurodiversity with sharp business acumen, Tamzin consistently achieves remarkable results.
At the core of Tamzin's approach is a commitment to work-life balance, fostering a comprehensive understanding of ourselves and others, and ensuring that employees feel not only happy but also understood and successful.
