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It is estimated that 15 to 20% of the world’s population falls on the neurodiversity spectrum. However, most professional environments are not designed for them. A large number of neuroatypical employees try to fit in as best they can, hiding their difference from their colleagues and superiors.
Neurodiversity is an often misunderstood concept. This generic term refers to several types of differences in cognitive functioning, including autism, Asperger’s syndrome, attention deficit disorder with or without hyperactivity (ADHD) and DYS (dyslexia, dyspraxia, dyscalculia and dysphasia). These cognitive divergences do not constitute pathologies or handicaps, even if they can be penalizing in daily life and in the professional sphere.
A still omnipresent stigma
Indeed, it is not always easy to talk about your neuroatypism at work. About 60% of neurodivergent people surveyed in a Harris Poll-Understood.org* survey fear doing so for fear of retaliation. They fear that this will harm them in the advancement of their career. These fears are unfortunately not unfounded. Nearly a quarter of neuroatypical employees who requested accommodations from their employer were fired or demoted following their request.
This shows how mistreated these employees are in the corporate world. “Misrepresentations and misunderstandings contribute significantly to the root causes of neurodiversity stigma in the workplace, particularly neurodevelopmental disorders like ADHD and dyslexia.“, estimates Nathan Friedman, co-president of the Understood association, in a press release.
Minimal adjustments
However, employers would benefit from recruiting more neurodivergent people. These employees can provide original solutions in solving problems and have another, more offbeat perspective on the problems that arise in a professional context. In this sense, they are much more innovative and disruptive than the holders of “mad skills” who are looked down upon by business leaders. But they still need to feel good in their workplace.
Because neuroatypical employees have specific needs. They often have difficulty working in an open space, due to their increased sensitivity to noise, lights, smells and textures. This is why it is important to create a pleasant working environment for them by providing, for example, quiet spaces in the office. It is also advisable to offer them flexible hours so that they avoid busy times in the offices, which are often synonymous with loss of concentration and anxiety for them.
30 to 40% unemployment for neuroatypical people
Generally speaking, businesses need to make minor adjustments to meet the needs of neurodivergent people and become more inclusive. And they have everything to gain from it. Large groups such as Microsoft, Ford, Deloitte and BNP Paribas have launched programs promoting neurodiversity, and believe that this gives them a real competitive advantage.
Despite these advances, the vast majority of neuroatypical people remain unemployed. Some studies suggest that their unemployment rate is between 30 and 40%.
*This survey was conducted by Harris Poll, on behalf of the Understood association, among 2,088 Americans over the age of 18, 518 of whom are neurodivergent.