Neurodivergent Workers are Here to Slay: Challenging Perceptions and Treatment of a Neurodiverse Work Force

  Neurodivergent Workers are more likely to face workplace bullying and erasure, according to Forbes. I don’t need a study to know this, though- after all, I have faced such treatment myself. It was the late 20-teens, and I was fifteen, working fifty cents above minimum wage at my small-town Subway. My manager, a woman much much older than I, treated me differently, though most of the time I didn’t really pick that up. I only found out at a later time, when my brother, who also worked there, told me that the manager had asked him if I was mentally disabled in less polite words. I was left crushed. Years later, and as a now educated adult woman, I can look back and recognize that her question was more than just a personal jab. Rather, it is symbolic of an entire cultural attitude. Mistreatment of neurodivergent workers leads to them doing less work and being more stressed- while providing appropriate support creates a better workplace for everyone involved, and a more productive team.

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 Bullying can look very different depending on the situation. Sometimes, it's something small- undermining what you are saying, or mocking your tone of voice. Other times it can be more severe- being unfairly criticized or having your ideas taken without credit. Why? Neurotypical people are more likely to be brutally honest, or miss hidden ‘social rules’. Rarely do these offenses come from a place of malice, but instead are from miscommunications or not living up to social standards. Oftentimes, the horrible crime that others use as an excuse for mistreatment is simply just standing out. Nobody deserves to feel socially isolated at their place of work- especially if it's caused by something as non-offensive as missing a social cue. The effects of this bullying can hit hard, especially for vulnerable people. 

There are ways to support a neurodivergent employee, though- and the solutions are simpler than you could even imagine. Providing neurodiversity training for all employees is a start- but accepting universal accommodations is where workers can really start to find a personal fit for them. Having regular communication with neurodivergent workers and personally asking them what would improve the work environment will help keep an attitude of empathy and understanding. These actions aren't just thought to hopefully improve the work experience, but are proven to do so, and are recommended by HR departments.

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It's possible to even look at neurodiversity as an advantage in the workplace. Psychologists are starting to consider the different traits that often come with different mental disorders; for example, dyslexia and autism are often linked with creative expression. It is possible to not only support neurodivergent workers but also to promote them to bring out their personal strengths and have a wider array of talent at hand. Studies have proven that approaching the topic with this strength-based perspective creates more productive workplaces with a stronger sense of belonging among the workforce.

When I look back at my experiences as a Subway Sandwich maker, I think of all of the different ways I was let down as a first-time worker. I was vulnerable- struggling with a recent diagnosis and learning how to handle that, dealing with my own struggles at home and at school. I tried my best, and I was left isolated and bullied by not just my peers, but by management as well. Some people might think all of this is a waste of resources and time- but the real waste would be letting these workers down. They can do so much more if only enabled to.

At the end of the day, we are all humans. We all have our potentials, our weaknesses, and our strengths. Workers can do what they are enabled to do, and this is true for neurodiverse workers as well. Everybody deserves the chance to prove themselves!