So in my last post about the ADHD “tax” of self-employment, I included a pdf handout I’d created for a panel I was part of. I just tried to go share something from that handout myself and realized it’s a PITA to use–not to mention probably an accessibility nightmare–so I’m just going to put it in the body of this post for now until I finally get my act together enough to build the neurodiversity in the workplace resources section of my other website that I’ve been meaning to build for a few years.
Neurodiversity by the Numbers
(Source for stats above)
- It’s estimated that anywhere between 20% to 40% of the population is considered neurodivergent
- Based on different studies, between 15-20% of the population is neurodiverse — including up to 10% of people who are diagnosed with dyslexia, 5% diagnosed with attention deficit hyperactivity disorder (ADHD), and 1-2% with autism
- Between 10% and 20% of the global population is considered neurodivergent, according to research from Deloitte
- According to Return On Disability Group, although 90% of companies claim to prioritize diversity, only 4% consider disability in those initiatives
- According to a recent Bloomberg Law survey, 72% of respondents currently have metrics to track diversity, and of those 72%, only 17% reported that their organization is tracking neurodiversity
- Half of all leaders and managers would not employ a neurodivergent person
- The Employer Assistance and Resource Network on Disability Inclusion (EARN)
- JAN: Job Accommodation Network
- LinkedIn Learning: Hiring and Supporting Neurodiversity in the Workplace
- Uptimize webinar series on neurodiversity in the workplace
- Personal User Manual example with instructions and templates from Atlassian
- “Manual of Me” template
(I have dozens–actually, more like hundreds probably, of articles bookmarked–here are just a few for now)
- How Neurodiversity at Work Fits Into “Diversity, Equity, and Inclusion”
- Neurodiversity as a Competitive Advantage
- Global survey: The workplace is failing a major demographic
- What Is the Economic Impact of Hiring Autistic, Neurodivergent and Disabled Talent? Here’s What You Should Know.
- When Great Minds Don’t Think Alike
- Why Neurodiversity Remains DEI’s Least-Tracked Metric
- Workplace neurodiversity is important to Gen Zers
- Neurodiversity As A Strengthening Point For Your Team And Our Society
- Providing Performance Feedback to Support Neurodiverse Employees
- This neurodiversity handbook should be a prototype for all workplaces
Ok, I feel better now lol.
In case you’re new here and are wondering why I’m suddenly focusing on neurodiversity, especially in the context of the workplace? Because I’m neurodivergent and I’ve only learned most of this stuff over the past few years, so it’s all pretty new to me…and also, sadly, pretty much absent from any of the DEI/hiring initiatives of any company–especially association–I’ve ever encountered. It’s also extremely frustrating because, like all things you learn only in hindsight, so much of this stuff explains my job-hopping, angst-laden career path over the past 10-15 years. How did I never know that having ADHD has such a big impact on so many areas of life, especially as relates to work? How did no therapist (and I’ve had MANY) ever know this stuff or point it out to me or offer suggestions/help? Actually, I take that back–my current therapist was the first; I’ve since done several rounds of coaching, read/listened to a ton of books/podcasts and generally continue to self-tutor/guide my end of the bargain in terms of trying to make myself be able to fit into neurotypical work world.
Of course I’m not the only one who has spent their life working to fit into situations and institutions not made for their brain. Which is why if companies are going to commit to DEI and back-pat about being inclusive and non-discriminatory, it’s not ok that neurodiversity is just not even part of the conversation. It’s not ok that DEI consultants aren’t addressing this. It’s not ok that the only people who are raising awareness about all the facets of neurodiversity are the people with lived experience. It’s time that neurodiversity stop being the invisible diversity; the diversity that’s missing from almost all diversity initiatives in the US. I can keep bookmarking and learning and sharing and doing the work I’m doing, but it sure would be nice if HR and execs and DEI consultants and neurotypical people in workplaces could at least meet me/people like me halfway. Even a quarter of the way would be a good start.