What young neurodivergent employees need to know about starting work — and how to get the right support
- Written by Jonathan Lord, Lecturer in Human Resource Management and Employment Law, University of Salford
When Ernst & Young opened its first Neurodiverse Center for Excellence in Philadelphia in 2016, the professional services firm was hailed as a pioneering workplace. People from all over the US applied for the 15 roles advertised and headed to Dallas for interviews.
One applicant drove all night – from California – just to be there. Despite being an MIT doctoral graduate, he had struggled to find work – a professional experience all too familiar to many neurodivergent people. As global vice chair of diversity, equity and inclusion, Karyn Twaronite, put it[1], “these were people with phenomenal degrees and educational experiences, but they weren’t necessarily hired for the jobs that they wanted.”
More people than ever are being diagnosed as neurodivergent. In the UK, conditions including ADHD and autism are estimated to affect[2] 15-20% of the population. This is particularly true for younger people. Surveys show that one in five workers[3] between the ages of 16-24, and as many as one in two, aged 25-34, identify as neurodivergent.
Each person will have different needs so reasonable adjustments will vary. If you struggle with sensory sensitivities or find commuting too overwhelming, you might ask for a flexible schedule or remote working. Within an office or other workplace setting, it might be possible to create a quiet space or use noise-cancelling headphones.
If you find organisation, time management or communication hard, there are assistive technologies and software that can help. Equally, you might benefit from access to additional training or coaching, to develop specific skills or strategies. Or you might simply benefit from your bosses knowing to purposefully be clear in their communications and instructions. Sometimes people need to be told to ensure that their employees really understand what is being asked of them.
Importantly, these reasonable adjustments should not be a box-ticking exercise. More companies are recognising that catering[16] to all employees’ needs is, in fact, good for everyone. In other words, know your value.
Dealing with discrimination
If you’ve experienced unlawful discrimination, make an official complaint. Speak to HR or to a colleague you trust. When addressing discrimination, consider your objectives. Are you seeking financial compensation, an apology or corrective actions? Additionally, think about the urgency with which you need a resolution.
It’s often best to try to resolve your problem informally first. It may stop the problem getting worse and avoid the expense and stress of taking legal action. You should, however, be aware that there are strict time limits for taking legal action. It’s therefore best to act as early as possible.
Ernst & Young[17] now counts 23 centres of excellence across 10 countries, and has a stellar 92% retention rate among its neurodivergent employees. Other large businesses including car manufacturer Ford[18] and investment bank JPMorganChase[19] have launched similar hiring schemes to recruit neurodiverse talent.
As Twaronite has put it, focusing on neurodivergent talent[20] has been “tremendously beneficial” for business: “There are very few things that are a win-win for a company and for their employees. This is one of them.” So don’t be shy in requesting the support you need to be able to thrive at work.
References
- ^ put it (www.bbc.com)
- ^ affect (equality-diversity.ed.ac.uk)
- ^ one in five workers (www.badenochandclark.com)
- ^ Quarter Life series (theconversation.com)
- ^ “right” way of thinking (www.health.harvard.edu)
- ^ work environment (www.cambridge.org)
- ^ at employment tribunals (www.peoplemanagement.co.uk)
- ^ valuable assets (www.trainingjournal.com)
- ^ present challenges (www.cambridge.org)
- ^ interactions with colleagues (www.base-uk.org)
- ^ Americans with Disabilities Act (news.bloomberglaw.com)
- ^ under the Equality Act (www.hrmagazine.co.uk)
- ^ definition of disability (www.gmb.org.uk)
- ^ protects workers (www.equalityhumanrights.com)
- ^ Christina@wocintechchat.com/Unsplash (unsplash.com)
- ^ catering (www.forbes.com)
- ^ Ernst & Young (issuu.com)
- ^ Ford (corporate.ford.com)
- ^ JPMorganChase (www.jpmorganchase.com)
- ^ focusing on neurodivergent talent (issuu.com)
