Thriving at Work: A Guide for Neurodivergent Individuals

Sam Warner

Sam Warner

About the Author

Sam Warner is an experienced Neurodivergent Communication Specialist. Leveraging her lived experience as an AuDHD woman, she helps Neurodivergent individuals to thrive at work, which is good for business. Since 2008, Sam has delivered impactful keynotes, training, and coaching for various clients big and small. Sam has been delivering training for AANE since 2021.

Navigating the workplace can present unique challenges for neurodivergent individuals, but with the right strategies and support, it’s entirely possible to thrive and excel in your career. Building rapport and relationships with colleagues, understanding communication preferences, and advocating for reasonable adjustments are key steps towards a successful and fulfilling work experience. This article offers practical tips and advice to help Neurodivergent individuals thrive at work.

Building Rapport and Relationships With Colleagues

This is crucial for a positive work environment. Here are some steps to help you connect with your coworkers:

  1. Find a Buddy and a Mentor
    • Having a trusted colleague or mentor can provide invaluable support and guidance. They can help you navigate the workplace, offer advice, and be a sounding board for any concerns you might have. (E.g. getting the right tone in an email before sending it to a senior member of staff.)
    • Look for someone who understands and respects your neurodivergent traits and is willing to support you in your role. It doesn’t need to be your line manager or even someone in your team.  If it’s not easy to find someone, you can ask for your line manager to find you someone who is willing to help. It’s a great growth opportunity for some colleagues who might want to progress into management and can demonstrate they can support others.
  2. Make Connections Across Departments
    • Establishing relationships with colleagues from different departments or teams can enhance your understanding of the organization and create a supportive network.
    • Take the initiative to introduce yourself and learn about their roles and how they contribute to the company. Ask if and how you will work together, so you understand the touch points.
  3. Regular Feedback Sessions
    • Schedule regular feedback sessions with your supervisor or manager to discuss your progress and any adjustments needed, either weekly or fortnightly. Monthly or quarterly is too long to remember things accurately and can leave tricky situations to fester instead of dealing with them immediately.
    • Communicate how you prefer to receive feedback and ask for specific examples to help you understand areas of improvement. You can ask for suggestions on how to “fix” things if it is not obvious to you. You should not be expected to come up with all the answers. That’s why your supervisor is paid more than you; they carry more responsibility to see the team succeed. Whilst it is important to receive suggestions for improvement in feedback sessions, it’s equally important to know what is working well so you can continue to do those things. Don’t be tempted to dismiss this part of the feedback process. Ask for this information if it is not already offered to you.

Communication Preferences

Effective communication is essential in any workplace. Understanding and expressing your communication preferences can make interactions smoother and more productive:

  1. Communicate Your Needs:
    • Clearly express how you need to receive instructions and feedback. This might include written instructions, video, visual aids, or step-by-step guides. Let your work colleagues know if you need repetition and/or demonstration of the task to solidify your understanding and competence. 
    • We’re quick to ask people what their preferred drink is, but not their communication style. Don’t be afraid to share your preferences with your colleagues.
  2. Ask About Others’ Preferences:
    • Inquire about your colleagues’ communication preferences as well. Understanding how others like to receive feedback and instructions can foster mutual respect, improve collaboration, and reduce misunderstandings and conflict. 
    • If you need to ask lots of questions, consider capturing them all on a note, and either send them in one email or schedule a 10 min meeting/phone call/online meeting to go through them in one go. You will feel better about not interrupting someone else’s work all the time and they will be grateful that it’s one interruption rather than 20 individual interruptions. If you are blessed with a flood of ideas when problem solving, you might find other people are not ready to receive those ideas immediately. Consider capturing them and sending them by email for them to consider later so your ideas are not lost.

Advocating for Reasonable Adjustments

This is a vital aspect of ensuring a supportive work environment:

  1. Disclosure After Securing the Job
    • You can choose to disclose your neurodivergent status after you have secured the job rather than during the hiring process. This way, you know they have not discriminated against you.
    • Once in the role, request reasonable adjustments that can help you perform your job effectively. These adjustments do not advantage you over others or disadvantage your colleagues but rather create an equitable working environment. 
  1. Testing Adjustments
    • Suggest testing the adjustments for a month and then discussing if they have been a positive change for both the business and you. The most common reason cited for refusing a reasonable adjustment is that the business cannot imagine how it will benefit THEM, so there will be some effort required on your part to demonstrate that you have, for example, become more productive, or now you’re always on time, or you are hitting all your deadlines, able to take on more work, etc.
    • Reasonable adjustments can be small changes that significantly and positively impact your ability to work comfortably and productively.
  1. Self-Advocacy
    • It’s easier for employers if you can self-advocate. Even though it’s hard to ask for what you want, framing your requests in a way that benefits the business can make it harder for them to say no.
    • For example, ask for interview questions in advance. If they push back suggesting that it isn’t fair, propose that everyone gets the questions in advance. This approach reduces the stress of the interview and makes it a more accurate measure of your potential.

Research and Preparation

Before accepting a job, do some research on the company:

  1. DEI (Diversity, Equity and Inclusion) Policies
    • Check if the company has a strong and publicly celebrated Diversity, Equity, and Inclusion (DEI) policy in place (e.g. on their website or LinkedIn pages.) A commitment to DEI often indicates a supportive and inclusive workplace.
    • Ask existing employees about their experiences and if the company supports reasonable adjustments for neurodivergent staff.
  1. Communication of Adjustments
    • Find out how adjustments are communicated within the organization. Are they discussed in team briefs, via email, or not at all? Understanding this can help you better navigate the workplace and advocate for your needs.  Without the communication of adjustments, other team members might not understand why you are working differently to them, and they may resent what they perceive to be special treatment.

Conclusion

Thriving at work as a neurodivergent individual is entirely achievable with the right strategies and support. Building strong relationships, understanding communication preferences, and advocating for reasonable adjustments can create a positive and productive work environment. Remember, self-advocacy is key, and framing your requests in a way that benefits both you and the business can make a significant difference. With these tools and tips, you’re well on your way to a successful and fulfilling career.

In a world that’s increasingly recognizing the value of neurodiversity, there’s great hope for a future where every individual’s unique strengths are celebrated and utilized. By taking proactive steps to communicate your needs and build supportive relationships, you can thrive and contribute meaningfully to your workplace. Here’s to your success and to workplaces becoming more inclusive and supportive for everyone!

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