In the past decade, there has been a notable increase in adults diagnosed with neurodivergence internationally, with up to 8% of adults estimated to be affected. Neurodivergence encompasses conditions such as autism spectrum disorder (ASD), attention-deficit hyperactivity disorder (ADHD), and specific learning disorders (SLD), including dyslexia.
Increasing number of neurodivergent adults challenging for employers
The increasing diagnosis of neurodivergent conditions among working adults poses a challenge for employers. Previously, such diagnoses were primarily associated with childhood, with the assumption that individuals would outgrow them. However, recent research suggests that many people continue to experience symptoms into adulthood, albeit manifested differently. This shift prompts employers to consider how best to support neurodivergent employees without negatively impacting their businesses.
The concept of neurodivergence challenges traditional notions of disorders like ASD, ADHD, and SLD, suggesting they stem from differences in brain wiring rather than inherent disorders. This shift has boosted awareness and reduced stigma, prompting more adults to seek support.
However, gender variations in neurodivergence expression and limited access to assessments may have caused many to miss childhood diagnoses, leading to increased adult demand for assistance.
The increasing number of adults exploring their neurodivergent traits poses challenges for businesses. However, embracing neurodiversity fosters an inclusive workplace where strengths are valued. For instance, individuals with ADHD thrive in fast-paced settings like journalism, while those with ASD excel in specialized fields when matched with suitable environments.
How workplaces can support neurodivergent individuals
Neurodivergence, while offering unique perspectives, can present challenges in workplaces. Individuals with ADHD might appear disorganized and impulsive, potentially saying things without thorough consideration. Those with ASD may find social interactions and sensory stimuli challenging, leading to difficulties in processing information and feeling overwhelmed.
Businesses aiming to promote neurodiversity at work must prioritize raising awareness and comprehension among leaders and managers. Managers should collaborate with neurodivergent staff to identify and implement necessary support measures. Practical actions like creating quiet spaces, offering noise-canceling headphones, and adapting communication methods may be beneficial. Some employees may also seek psychological support through the workplace to improve skills in challenging areas.
