The terms "neurodiversity" and "neurodivergence" were introduced in the 1990s by Judy Singer, an autistic rights activist and sociologist. These concepts have gained significant attention in recent years, advocating for the normalization of neuro-cognitive differences instead of labeling them as learning disabilities or psychological disorders. Today, it is estimated that 10-20% of the global population is neurodivergent, with conditions including autism, ADHD, dyslexia, mood disorders, Tourette syndrome, and traumatic brain injuries often falling under this umbrella.

Challenges Faced by Neurodiverse Individuals in the Job Market

Neurodivergent (ND) individuals often encounter unique challenges during the job search and interview process, which can extend into their workplace experiences. 

Some common issues include:

1. Communication: ND individuals may be overly honest, direct, or literal and struggle with open-ended questions or instructions.

2. Social Nuances: Some might find it difficult to grasp implied social norms, maintain eye contact, or engage in small talk.

3. Sensory Processing: They may exhibit increased or decreased sensitivity to stimuli such as noise and lighting, leading to delayed reactions.

4. Executive Functioning: Difficulties in directing attention, managing time, hyper-focusing, and organizing tasks are common.

To manage these challenges, ND individuals often develop specific coping mechanisms, including:

1. Stimming: Self-stimulatory behavior like hand-flicking or rocking helps soothe anxiety or focus attention.

2. Masking: Adopting behaviors to appear neurotypical, such as pretending to make eye contact, can be helpful short-term but may lead to overwhelm and lower self-esteem over time.

3. Grounding: Techniques to increase mindfulness, such as rubbing fingers against a textured surface or drinking cold water, can redirect nervous energy.

4. Organization and Rehearsing: Creating checklists, using timers, and practicing conversations can aid in managing tasks and social interactions.

The Dilemma of Self-Disclosure

ND individuals often grapple with the decision of whether to disclose their neurodivergence to employers or even potential employers. Disclosure can often help in some ways. Disclosure can help improve communication, clarify behaviors, and overall reduce pressure hopefully relieving the need to mask traits with the aim of fostering a more authentic and productive work environment for all. 

However, concerns about potential discrimination, biased performance reviews, and missed promotional opportunities may deter ND individuals from disclosing their neurodivergence.

Dr. Megan Anna Neff, a psychologist diagnosed with Autism-ADHD, developed a Self-Disclosure Thermometer to help ND clients decide how much to disclose and to whom. This tool, along with a three-part formula for conversations involving requests—self-advocacy = self-disclosure + education + request—empowers ND individuals to advocate for themselves effectively.

For instance, rather than disclosing a diagnosis of ADHD, someone might say:

1. Self-Disclosure: "I have difficulty processing auditory information."

2.Education: "This means background noise is overly distracting for me."

3. Request: "Can we continue this conversation somewhere quieter?"

Understanding and embracing neurodiversity in the workplace is crucial for fostering an inclusive environment. By recognizing the unique challenges and coping mechanisms of ND individuals, employers can better support their employees. Encouraging self-advocacy and providing tools for effective disclosure can help ND professionals thrive, leading to a more diverse and productive workforce.

Understanding the difference between workplace accommodations and adjustments is crucial for both employees and employers. Accommodations are modifications that enable individuals with disabilities to perform their job duties, protected under the Americans with Disabilities Act (ADA). In contrast, workplace adjustments are informal modifications to make a non-disabled (ND) employee's work environment more sustainable. While accommodations require medical documentation and proof of disability, adjustments can be requested by anyone without the same formal process. Some examples of adjustments would include things like blue screen filters for computers, noise-canceling headphones, closed captions or transcripts for virtual meetings, assistive technology like dictation software, and/or the use of fidget devices during meetings. 

The Job Accommodation Network (JAN) provides extensive resources and suggestions for both accommodations and adjustments.

Self-Disclosure and Requesting Accommodations:

People are often unsure whether to disclose their disability, as this decision can significantly impact their employment journey. Disclosure can occur at different stages of the employment process. You will need to assess the pros and cons for you at each stage. 

1. Application Stage:

   - Apply for roles that can be performed with or without accommodations.

   - View accommodations as productivity enhancers, not compensations for a lack of skills.

   2. Initial Online Application:

   - The Voluntary Self-Identification of Disability Form is for statistical purposes only; there is no obligation to disclose at this stage.

   3. Interview Process:

   - Disclosure might be necessary if accommodations are needed during the interview, such as extended time for tests or alternative formats.

4. Offer Stage:

   - Post-offer disclosures are protected, and the job offer cannot be rescinded unless the individual cannot perform essential job functions, even with accommodations.

5. In the Workplace:

   - It’s advisable to disclose a disability before it affects job performance to ensure necessary accommodations are in place.

Disclosing a disability has its pros and cons. It can be daunting due to potential negative biases from employers. However, it provides legal protection against discrimination under the ADA and facilitates open conversations about necessary accommodations. Some factors to consider regarding disclosure include your comfort level in disclosing, knowledge and clarity about one’s disability and the necessary accommodations in order to perform the essential job functions. Educating yourself about your disability, potential job accommodations, and legal protections under the ADA are important preparatory steps. Seek advice from your network and professionals who have successfully navigated workplace disclosures. 

RESOURCES

The Job Accommodation Network (JAN)’s A to Z of Disabilities and Accommodations (n.d.-a) offers additional accommodation and adjustment suggestions.

This Disclosing Disability for Employment Handout (UNC Carolina Institute for Developmental Disabilities, 2018) provides an overview of opportunities for a job candidate to self-disclose, as well as a list of questions the candidate should deliberate.

** If you are a trainee at the NIH and you want to talk about accommodations needed in the workplace, you should connect with an OITE career counselor and the Director of OITE, Dr. Sharon Milgram. You can also reach out to an EDI Reasonable Accommodation Consultant to initiate a request.