A neurodiverse businessman working on his laptop in a office with headphones on to avoid distractions.

Inclusion: Neurodiverse workers are often overlooked by EDI and must advocate for themselves

For decades, neurodiversity has been misunderstood and underdiagnosed. Experts now believe one in five people is neurodivergent.

That means their brains work differently from what is considered ‘typical’. This includes autism, attention deficit hyperactivity disorder (ADHD), dyslexia, and dyspraxia.

Yet neurodiversity remains an often-overlooked part of equality, diversity, and inclusion (EDI).

Christine Hart is a global IT leader with ADHD and an alum of the Executive MBA programme at Warwick Business School (WBS).

Here are her top tips for fellow professionals on how to manage neurodiversity at work.

1 Know your strengths

Identify your unique strengths and find ways to leverage them in your role. This can help you focus on tasks that you excel at, give you energy, and you enjoy doing.

Christine says: “I think it’s an asset having my ADHD. For a long time, I worked in engineering roles where you’re really thinking in 3D.

“I’ve always been quite good at bringing all those pieces together and I think ADHD helped. So many

people struggle because they are only able to work in a tactical environment or a strategic environment. Whereas, because of the way I’m made, I can’t disconnect the two.”

2 Advocate for yourself

Understand how your neurodivergence affects you. This can help you to work out what support or accommodations you may want to ask for.

Identify how you learn best, whether you prefer information in a written or verbal format, how you like to communicate and be communicated with, and what success in your role looks like for you.

“I’ve found that it’s important to be honest. Everyone’s experience with neurodivergence is different, so it’s worth letting those around you know that there might be things you struggle with.”

3 Use your tools

Seek out resources that can help you better understand and manage your unique needs. This can build the right environment to help you succeed. Use your organisation’s hybrid and flexible-working policies to find a routine or working space that suits you.

“I find it’s helpful to create a ‘to do’ list to plan your day, colour-code it for meetings that require extra focus, and ensure you block out adequate time to accomplish key tasks.”

Find out if there is software you may be able to use for specific tasks, even if it’s a low-tech option that just requires you to type out a list. The best tools are the ones you use.

4 Take breaks

Ensure you take breaks throughout the day to avoid becoming overwhelmed.

Allow yourself ‘headspace’ between meetings, and try working on different tasks to refocus your energy.

“With ADHD, the brain just doesn’t switch off,” says Christine.

“That can create anxiety and a lot of people with ADHD are very self critical – especially women.

“There are times when that gets frustrating and I need a breather.”

Make the most of your annual leave to take a complete break from work and allow yourself to rest and recharge.

Some neurodiverse people can be at a higher risk of experiencing burnout. Taking regular time away from work can help to prevent this.

5 Be accountable

Set realistic goals and deadlines for yourself. If you are stressed or finding something challenging, pause and reflect on what you need to improve your mood or the situation.

Finding a ?buddy’ or mentor at work may help to keep you accountable and on track. Body-doubling is a productivity strategy where another person works alongside you as you complete a task. It can be a useful technique for many people, especially those who are neurodivergent.

“As leaders, we are a massive influence on those around us,” says Christine.

It’s easy to dismiss your own accountability and think it’s not a big deal, but it is.

“The way your energy impacts on those around you often sets the tone for the whole space.”

Don't be afraid to change course

Like many women, Christine Hart was not diagnosed with ADHD until her 30s, long after she embarked on her career as a technology leader.

“I used to joke that I was ADHD because I was so wired and was always doing something, physically or mentally,” she says.

Christine initially embarked on a career in the US Navy as an infrastructure engineer, building computers and big-data centres.

“It was very mechanical and very physical, which was good for me. I also learned that I needed complexity, so I went into project management. The more complicated the projects were, the better I did and the better I felt about it.

“If there was a project that was four times too big for me to do, that’s the one I wanted to do. But there’s a catch – it also taught me to recognise that I can’t maintain that pace.”

That led Christine to study for an Executive MBA with WBS, which she juggled with being a single parent.

“Someone told me early on that you need time to read and attend class, time to research and write your paper, and time to think.

Never underestimate how much time you need to think.

“Now I’m in technical leadership and it’s a very similar model. I’m building things and managing transformation. We are not in a slow-and-steady progress state; we are the explosive growth.

“I like delivering technology in the front end, understanding the financial back end, and understanding how that all comes together.

“It’s easy to fall into a pattern of negativity that is often aligned to being ‘different’. Try to recognise where you bring value to your team instead.

“Stay true to yourself and guide your career in a direction that naturally aligns with your talents.

If your current path isn’t what you thought it would be, don’t be afraid to change course.”

 

The CareersPlus and Employer Relations coaching team at Warwick Business School focuses on helping our MBA students thrive. Learn more about how our coaching team could support you