Back to Work Amidst Neurodivergent Struggles
Returning to city centre office life after the pandemic, Amy* found herself struggling with sensory overload, a familiar problem faced by many individuals with attention deficit hyperactivity disorder (ADHD). As someone diagnosed in 2018, she had previously navigated these challenges while working from home. However, upon her return to the office for three days a week, it seemed like a new kind of stress took over. Small talk after work became particularly taxing, making every interaction feel draining.
"I've always felt overwhelmed by loud noise and the bustle of bright lights," she recalls. "It's exhausting trying to fit in, as if every social interaction requires extra effort." This feeling is shared not just by Amy but millions of others across the world with various neurodivergent conditions, including autism, dyslexia, and Tourette syndrome.
Neurodiversity refers to natural differences in brain function and behavioral traits that are now believed to affect approximately one in five individuals. Despite this substantial prevalence, many organizations remain unaware or misinformed about how these differences impact their employees' well-being and productivity. It's not uncommon for neurodivergent workers to suppress the challenges they face on a daily basis, even when this coping mechanism exacts a tremendous toll on both mental and physical health.
A staggering 63% of neurodivergent employees have reported feeling under pressure to "mask" their emotions, discomfort, or thoughts linked to their condition while at work. This emotional suppression, akin to wearing a mask in public during an epidemic, can manifest as profound psychological strain and increased susceptibility to anxiety, stress, burnout, and fatigue.
Dr. Amanda Roestorf, director of research at the autism charity Autistica, clarifies that the neurodivergent community faces a unique combination of obstacles contributing heavily to higher burnout rates. "Office environments frequently become unbearable due to sensory overwhelm, difficulties with executive functioning, and the immense pressure to conceal their neurodiverse traits to align with social norms." The reasons behind masking can be complex but often boil down to a desire for acceptance or feeling safe within social situations.
Neurodivergent individuals occasionally struggle with maintaining their natural behaviors while navigating what they perceive as "neurotypical" expectations and societal norms. It's essential to recognize that hiding one's true self, which might become an habitual process due to years spent adjusting to the neurotypical world, can lead to a disconnection between internal feelings and external presentations. This mental energy drain may further manifest as chronic exhaustion or severe impairment of physical health.
Research indicates that this constant struggle with social expectations and conformity has also significant implications for those diagnosed during their menstrual cycle or menopause periods. A specific concern faced by neurodivergent women, including both autistic and ADHD individuals, is an intense rise in burnout symptoms during these times of physiological change. Kate Sang's findings at Heriot-Watt University emphasize the urgency needed to address these unique challenges and ensure environments accommodate diverse needs.
As employees navigate their careers amidst these complexities, they're met with limited tools and unwavering expectations for productivity. Dr. Roestorf underscores that championing neurodiversity support is "a business necessity" rather than simply a 'nice-to-have solution'. Employers need to prioritize fostering inclusive cultures where workers feel safe opening up about their needs.
One conceptual tool used by some individuals experiencing chronic exhaustion due to the burden of constant masking and external pressures, known as the 'spoon theory', offers insights into this phenomenon. This model represents daily energy reserves much like an amount of physical spoons, illustrating just how exhausting mental processes can become when trying to fit in. Sang elaborates that "spoons" are depleted rapidly by tasks tied closely with neurodivergent activities and stress.
Neurodiverse workers may resort to masking at work but then exhaust themselves upon returning home due to the lack of spoons left for personal recovery, leisure, or relaxation. Understanding this pattern is crucial in preventing burnout and identifying specific support mechanisms that could make a significant difference in overall employee well-being.
Recognizing the value of neurodiversity begins by making conscious efforts within organizations to accommodate diverse perspectives. Employers can proactively address workplace inclusivity by adapting policies, implementing flexible work options, and using assistive technologies tailored to employee needs.
Sang stresses that while there are measures employees can take to reduce burnout risk (e.g., identifying triggers or advocating for adjustments), it ultimately remains on employers to act and change. "They must reevaluate their workplaces, environments, cultures, and policies to ensure they cater to neurodivergent people," emphasizing the need for genuine inclusivity.
A significant first step involves using resources, training programs, workshops, inclusive policies, and hiring processes free from biases or reliance on stereotypes about neurotypical behaviors. Furthermore, employers must address concerns raised by employees with a willingness to collaborate and implement supportive adjustments such as flexible working without judgment or expectations of "masking" necessary for them to perform.
In essence, promoting awareness and fostering understanding within businesses could contribute significantly to improved employee satisfaction and efficiency. According to evidence from research studies, about 78% of neurodivergent employees feel overwhelmed at work, yet only half believe their workplace has an open and supportive environment where they can freely discuss their diversity without fear of stigma or retribution.
In moving forward towards a more inclusive future for workplace environments, it's essential that leaders lead by example. Implementing meaningful support systems for their neurodiverse workers and acknowledging the importance of addressing these concerns not only benefits employee well-being but also yields increased productivity and creativity within organizations.