Spoiler alert: The answer is “Probably not.” Think about someone you identified as neurodiverse. What comes to mind for you?

If you are like most people, particularly in the workplace, when we think about neurodiversity, we tend to immediately associate it with autism, often picturing individuals with severe developmental disabilities. However, the neurodiverse spectrum is vast, encompassing individuals with a range of conditions, including ADHD, dyslexia, dyspraxia, and high-functioning autism. Many neurodiverse employees go unnoticed, their traits masked by years of learned behaviors, or worse, misunderstood, judged, and overlooked in professional settings.

The Reality of Undiagnosed Neurodivergence

One of the biggest misconceptions is that neurodiverse individuals are easy to spot. In reality, many high-functioning neurodiverse people become adept at masking, a process where they consciously or unconsciously suppress their natural behaviors to blend in with neurotypical expectations. This masking is particularly common in women, who are often socialized to mimic typical, socially acceptable behaviors, making them significantly less likely to be diagnosed. Studies suggest that for every woman diagnosed with autism, there may be two to three who remain undiagnosed. Some experts suggest the actual number could be even higher. The problem is that masking can lead to chronic stress, burnout, and difficulties in the workplace that neither the employee nor the employer fully understands.

What is Masking?

Masking is mimicking social behaviors, suppressing natural responses, and consciously adjusting one’s demeanor to fit expected norms. It is often an exhausting and continuous effort that allows neurodiverse individuals to avoid standing out or being judged.

Indulge me in role-playing for a few seconds. Imagine that you are neurodiverse. This means that your brain now processes information differently. For example, you prefer extra time to think quietly before responding. However, since workplace culture often rewards quick responses, you feel forced to speak up immediately, even if it causes anxiety. Your facial expressions also need to be controlled. You must carefully filter your words to match expectations. And don’t forget reactions… You must appear engaged in a way that feels unnatural to you but natural to everyone else in the room. Ouch. Exhausting!

Over time, this constant effort to fit in can lead to significant mental fatigue, stress, and even burnout. It takes a toll.

Why Understanding Neurodivergent Employees Matters

Many neurodiverse individuals possess exceptional skills, including deep focus, pattern recognition, creative problem-solving, and innovative thinking. However, these talents can be overlooked or underutilized without proper understanding and support. The key to fostering a neurodiverse-friendly workplace is recognizing that these employees may have different communication styles, work preferences, and sensory sensitivities that impact their day-to-day interactions.

How Employers Can Support Neurodiverse Employees

1. Educate Yourself and Your Team.Many biases and misconceptions about neurodiversity stem from a lack of awareness. Offering neurodiversity training to managers and employees can help create a more inclusive culture where differences are acknowledged and valued. Understanding that not all neurodiverse individuals exhibit the same traits and that some may not even disclose their condition can lead to more empathetic leadership.
2. Embrace Flexible Work Approaches. Small changes in the work environment can make a significant difference. Offering flexible work hours or quiet spaces can help neurodiverse employees perform at their best. Simple accommodations like noise-canceling headphones, written instructions instead of verbal ones, or clear deadlines can help reduce stress and improve productivity.
3. Create a Culture of Psychological Safety. Avoid making snap judgments based on surface-level observations. Many neurodiverse employees avoid disclosing their condition due to fear of stigma. Team leaders should foster an environment where employees feel safe to share their needs without fear of being judged or penalized. Encouraging open communication, normalizing neurodiversity discussions, and ensuring that the organization’s policies reflect inclusivity can make a tangible difference in employee well-being and engagement.

Why Bother?

The truth is that you may have neurodiverse co-workers or direct reports on your team without realizing it. When recognized and supported, their unique strengths can contribute immense value to an organization. By challenging misconceptions, providing the right accommodations, and fostering a culture of inclusion, businesses can tap into the full potential of their workforce, ensuring that all employees, regardless of whether they are neurotypical or neurodivergent, have the opportunity to thrive.

DEIB Series Microlearning Video: Covering (another word for Masking).