You’re a diligent worker and do the best job you can every day. But sometimes, you find yourself struggling to fit in or follow a work process that doesn’t work for you. Maybe you have a hard time understanding spoken instructions and need to have things written down. Or the sights, smells, and sounds of an open office, busy front-of-the-house, or loud manufacturing floor are more than just distractions; they’re debilitating. Maybe you have to work extra slowly to avoid typos and spelling mistakes, and you’ve been branded as careless because your work isn’t “perfect.”

These are common experiences for the millions of workers affected by some type of neurodiversity, such as ADHD, autism, or dyslexia.

What do “neurodivergence” and “neurodiversity” mean?

Though many conditions described under these umbrellas are medical “disorders,” there’s a growing movement to support the idea that they are simply among the variations in the way human brains process the world and that “differences are not deficits.” 

In many cases, accommodations for these differences are covered by the Americans With Disabilities Act, but people with neurodivergent conditions can face major obstacles to getting those accommodations.

Recognizing that you’re neurodivergent may take time 

You may have struggled through school without ever being diagnosed. And you likely found ways to work around or “mask” your differences by mimicking the behavior of other people. Charles Schwab, the billionaire financier, didn’t know he was dyslexic until age 58, after his son was diagnosed. You may have achieved a lot, only to hit a wall suddenly. For example, you might have devised custom strategies that helped you excel in high school, college, and graduate school but be unable to keep up at the office.

Getting formally diagnosed can be difficult and expensive

To claim rights under the ADA, it helps to have a diagnosis. If you didn’t get a diagnosis from a medical provider or when you were in school, you may face barriers to getting one now. You need to find a provider who knows how to diagnose adults. In some cases, symptoms in women are less well understood than symptoms in men. And being diagnosed can be expensive. 

States vary in whether or not you need to disclose your specific condition to your employer. The EEOC recommends an “interactive process,” centered around discussing your limitations and the specific accommodations that would address them. The nature of neurodiversity can make that tricky.

Neurodivergent conditions are invisible 

If someone uses a wheelchair, a guide dog, or a sit-stand desk to manage a back injury, their disabilities are visible to their managers and coworkers. What you deal with as a neurodivergent person may be invisible, and may even be mistaken for performance or issues or problems with emotional intelligence. 

Here are some examples: a very direct communication style that people take for arrogance or insubordination; tendency to fidget or move around; burst workstyle (not following step-by-step instructions well); not “seeming engaged” because you don’t display excitement; hypersensitivity to physical conditions. These may contribute to feeling alienated, left out, or even being bullied for common behaviors like stimming, fidgeting, or avoiding eye contact.

And the accommodations you need may look like favoritism when your coworkers don’t know about your disability. After all, who doesn’t want a quieter, less distracting workstation, access to natural light, permission to wear headphones when you want to, or more latitude in communication and workstyle?

Everyone benefits from a neuro-inclusive job site

If you’re neurodivergent, you deserve the support you need to do the job you’re qualified to do. And it’s being increasingly recognized that everyone benefits from supporting neurodiversity. A major property manager recently posted an article about workplace design for neurodiversity. 

The state of Ohio’s neurodiversity guidebook includes an example of a retail store that introduced a detailed checklist for an employee with ADHD who was forgetting the cashing-out procedure. What began as an accommodation was really a workplace improvement: All cashiers had an easier time doing their job accurately, and the employer benefited by having clearer standards and fewer errors.

If you know, or suspect, that neurodivergence is causing difficulties at work, reach out to one of our peer counselors by texting 510-674-1414. We can help you get clear on what you’re struggling with and how to go about getting what you need.

*Note: Empower Work provides non-legal support for workplace challenges. This information, while authoritative, is not legal advice or guaranteed for legality. Employment laws and regulations vary by state. We recommend consulting with state resources for specific interpretation and decisions. If you believe you were discriminated against in violation of the law, we recommend you seek legal advice.