what you need to know about neurodiversity, as told by a neurodiverse EDI expert.

As an experienced diversity, equity and inclusion lead (most recently at the Institute of Hospitality) focused on anti-racism, disability advocacy, social mobility, neurodiversity, ageism and violence against women, Dorothea Jones already knew a thing or two about promoting a safe and inclusive working environment. But when, in 2022, she was diagnosed as neurodivergent, suddenly challenges she’d faced her whole life made a lot more sense.

We sat down with Dorothea for a frank and enlightening conversation about neurodiversity – including what being neurodiverse means; how employers can accommodate neurodiverse people in their teams; tips to help neurodiverse employees navigate job-hunting and flourish in the workplace; and advice for anyone who thinks they might be neurodivergent.

You name it, Dorothea covered it! Read on to find out what you need to know about neurodiversity in the workplace.

how would you describe what it means to be neurodivergent?

That’s such an interesting question as, until late 2022, I had no idea I was neurodivergent. I’ve now been diagnosed with ASD (autism spectrum disorder) and ADHD (attention deficit hyperactivity disorder). Interestingly, neurodivergent diagnoses often travel together – over half of people with ASD have ADHD, which is known as condition crossover.

“To me, being neurodivergent means not fitting in and not quite knowing why. It also means not always following and understanding social norms and cues, which can sometimes lead to misunderstandings and people not quite ‘getting me’.”

Being neurodivergent means there are a variety of different ways in which our brains process information, function and present behaviourally; it's an umbrella term that encompasses people whose brains work differently and who have different strengths and challenges to people whose brains don't have those differences. To me, being neurodivergent means not fitting in and not quite knowing why. It also means not always following and understanding social norms and cues, which can sometimes lead to misunderstandings and people not quite ‘getting me’. 

For example, I have a strong sense of justice and challenge inequity whenever I see it. I thought that was just how I was, but for many like me it's central to being neurodivergent. The passion I have for the causes and projects I’m interested in is phenomenal: I will live and breathe them. I’m creative, think outside the box, have bundles of energy, am a risk-taker and love life. I'm also an eternal optimist (which can be another neurodiverse trait), which can only be a good thing!

what are the pre-conceptions around neurodiversity – and what do you wish people knew?

How long do you have…!

One of the most damaging preconceptions around neurodiversity (particularly ADHD) is that it’s a new-fangled condition, a craze, a fad. Perhaps because it’s all over social media – wherever you look, influencers are speaking up about their neurodivergent experiences… and that can make people feel it's not valid.

Another frustrating thing is hearing that people are concerned about too many people being diagnosed, especially in the last year or so. In reality, for years women and girls – particularly black women and women of colour – have been underdiagnosed.

Many people also associate ADHD with the stereotype of a young boy bouncing off the walls with endless energy. Another prevailing belief is that if you have ASD you’re a little odd, great at maths, and have very few friends. But, of course, I defy those stereotypes in every aspect!

“Another frustrating thing is hearing that people are concerned about too many people being diagnosed, especially in the last year or so. In reality, for years women and girls – particularly black women and women of colour – have been underdiagnosed.”

I’ve even heard comments like, “But isn’t everyone a little bit ADHD/autistic?” Which can be infuriating as it minimises the struggles that I, and others like me, face in life.

Most of all, I wish people knew about Rejection Sensitive Dysphoria (RSD). This is the neurodivergent response to perceived criticism that interferes with our ability to regulate emotion and causes overwhelming levels of emotional pain. It’s one of the reasons we’re also more likely to suffer from anxiety and depression and die by suicide. Having said that, we’re also empathetic, kind and resilient, with a great sense of humour.

So, being neurodivergent is hardly a lifestyle choice. It's just the way our brains work – simple as that.

some say neurodiversity is a superpower. what are your thoughts?

I had to really think about this, as I don’t want to romanticise neurodiversity.

In terms of strengths, I think I’m brave because I’m neurodivergent – I don’t always worry about consequences. My impulsivity has been both amazing and disastrous in my life. I’m calm in a crisis because I’m quick-thinking and thrive on adrenaline. I can get a week’s work done in a couple of hours if I’m motivated enough!

There is also a preponderance of neurodivergent entrepreneurs: Bill Gates, Steve Jobs, Sir Richard Branson and Greta Gerwig, to name a few. According to Springer Link 2018 29% of entrepreneurs have ADHD, which is a huge and positive percentage.

please can you tell us about your neurodiverse journey?

I totally slipped under the neurodiversity radar. I was a talkative child and an outgoing teenager, plus I did well at school and I was the first in my family to go to university. However, I argued and challenged (and still do!) if I thought something was unfair. I was sent out of class for talking, laughing, or distracting others. Little did I know I was probably chasing dopamine, the perpetual high some ADHDers seek to help us feel alive.

“I went through the NHS Right to Choose pathway via my GP, as the NHS waiting list for a medical diagnosis was two years. I submitted my form and was diagnosed within four months.”

I was only diagnosed because my youngest son’s A-level drama teacher suggested my son might have ADHD. Since ADHD is 80% hereditary my son said, “That’s definitely from my mum!” The suggestion shocked me, but when I read up on the symptoms of ADHD I knew with absolute certainty that it was me, even before I was referred and diagnosed.

I went through the NHS Right to Choose pathway via my GP, as the NHS waiting list for a medical diagnosis was two years. I submitted my form and was diagnosed within four months.

I felt validated and sad at the same time. “What ifs?” rebounded around my mind. The problems I’d experienced throughout my life weren’t because I’m a bad person, but because my brain is wired differently. My only regret is I wish I had known sooner.

Then came the option of medication – would it change my personality? That was my main worry. Luckily, my worries were unfounded. I was prescribed medication and, for me, the racing thoughts I believed everyone had were silenced; the crippling anxiety diminished. It’s most certainly not a cure-all and there are side effects, but for me it’s like the fog has lifted and the sun has finally come out. 

what barriers and challenges have you experienced in the workplace – and how have you overcome them?

The first consideration is whether to disclose your neurodivergence at work. It’s a personal choice: some of us do, but many don’t, and I totally understand both choices. There’s the fear of potential discrimination and the feeling of wanting to fit in and feel safe at work. The invisibility of neurodiversity is the most challenging aspect – people can’t see it and many don’t understand it, or don’t want to. 

“It’s also so important for our work colleagues to have neurodiversity training to help everyone understand us better, promoting cohesion and facilitating team bonding.”

Neurodivergent people tend to interrupt during meetings, many colleagues view this as rude, but if we don’t speak we’ll forget our train of thought. I often space out if meetings are too long, so quick breaks make us far more productive. We’re often seen as ‘too much’ – inappropriate, rude, brash. We also have time-blindness and can be late to meetings. All things that aren’t always conducive in a working environment. 

But, when we’re accommodated it’s fabulous.

For example, I love emails – please don’t give me instructions verbally, as I’ll forget them immediately after the meeting. Putting alarms on phones and computers can help us remember deadlines and prioritise the most pressing work. It’s also so important for our work colleagues to have neurodiversity training to help everyone understand us better, promoting cohesion and facilitating team bonding.

“We all know more diverse and inclusive teams are more innovative, have better retention rates, and are more financially successful. If employers want their company to thrive they should ask questions, accept training and, above all, listen.”

I need a silent environment without distractions, so headphones are a must (anyone who knows me knows I travel everywhere with headphones!). I can become overwhelmed and be triggered by noise, lights and smell, so a quiet space and time out is imperative. Rush-hour travelling for me is a no-no. For these reasons, hybrid- and remote-working are wonderful, and working for yourself can be so empowering. 

‘Wellbeing’ is a buzzword for some companies, but what we need is true inclusivity, justice and the feeling of bringing your true self to work. 

what are your tips to help employers make sure they're actively welcoming and accommodating neurodiverse people in their teams? 

Be led by your neurodiverse employees – just like neurotypical employees, we’re not a homogeneous group. What is a reasonable adjustment for one neurodivergent employee isn’t necessarily useful for another. Look at neurodiversity with intersectionality in mind – there are many layers to all of us. 

Access to Work is an initiative by the Department of Work and Pensions that helps keep disabled and neurodiverse employees in work and assists them if they wish to start their own businesses. That is to say: there’s money available to ensure neurodivergent employees aren’t disadvantaged at work and it should be utilised.

“Be led by your neurodiverse employees – just like neurotypical employees, we’re not a homogeneous group. What is a reasonable adjustment for one neurodivergent employee isn’t necessarily useful for another.”

We all know more diverse and inclusive teams are more innovative, have better retention rates, and are more financially successful. If employers want their company to thrive they should ask questions, accept training and, above all, listen. Make sure your neurodivergent employees are afforded the space to apply our famous creativity. 

what are your tips to help neurodiverse employees navigate job-hunting and flourish at work?

Based on experience, I’ll always disclose my diagnoses at the beginning of the selection process, because if an employer chooses not to offer reasonable adjustments or discriminates against me at the recruitment stage, I know it’s not a company I’d flourish in or even want to be a part of. But, again, that’s my personal choice. 

“trust your gut instinct. Some say neurodiverse people have been gifted a sixth sense: use it. If something feels off, it generally is. There’s a link between neurodiversity and imposter syndrome, but try to have trust and faith in yourself.”

If you can, do something you love (although it’s a difficult job market right now, so I understand that isn’t always possible). Try to match your skillset to the job you want – and retrain if necessary. Volunteer to gain experience in the field you’d like to work in. 

It’s about values, too: choose companies whose values match yours. We’re so much more aware of ESG, DEI and wellbeing initiatives – but this must include us neurodivergent folk. 

Finally, trust your gut instinct. Some say neurodiverse people have been gifted a sixth sense: use it. If something feels off, it generally is. There’s a link between neurodiversity and imposter syndrome, but try to have trust and faith in yourself. You deserve the very best, so reach for the stars.

what's your advice for anyone who thinks they might be neurodivergent?

I’d advise a formal medical diagnosis. Forewarned is forearmed – right? A diagnosis gives you support, validation, coping strategies, and medication if necessary. It really can change your life. There’s no need to struggle if you don’t have to.

“A diagnosis gives you support, validation, coping strategies, and medication if necessary. It really can change your life.”

Being neurodivergent can be wonderful, once you know. I’m a maverick, a changemaker, brave, quirky, and a little too loud for some – which I’m ok with. If you don’t have a seat at the table, build your own very lovely, neuro-inclusive table.

want to learn more about EDI? Connect with Dorothea