Many workplaces and leaders claim to prioritize diversity, equity, inclusion, and belonging (DEIB). However, the 70 million people in the U.S. with a learning and thinking difference, like ADHD and dyslexia, experience a different reality. For these employees, the workplace feels full of obstacles, and many say they face stigmatization and discrimination daily, with no one to turn to for support. 

Imagine a talented team member who is neurodivergent, has boundless creativity, a knack for solving complex problems, and a sharp attention to detail. Yet that person can’t seem to deliver, whether missing deadlines, turning in incomplete assignments, or something else entirely. Accommodations are an obvious way to support this individual, but sadly it is not that simple, nor will many ask for the help they need. Due to stigma, misinformation, and ableism, disclosing the need carries risks that should be considered in the current environment. 

According to a new Understood.org survey conducted online by The Harris Poll, most U.S. adults know that their employers are required to provide accommodations to those with disabilities, yet nearly 60% sense a stigma towards asking for support. An alarming 59% of adults who identify as neurodivergent or having a learning and thinking difference worry that disclosing their condition will negatively affect them in their role. Unfortunately, these fears are justified, as 23% said they’ve either lost a job or been demoted after asking their employer for support. 

There continues to be an urgent need in this country to increase awareness of these differences, eradicate stigma, and provide leaders and individuals at all levels with the tools needed for everyone to thrive at work. 

Drive awareness and reduce misinformation and stigma

Stigmas targeting those with learning and thinking differences are firmly rooted in a widespread misunderstanding of these conditions and how they manifest in the workplace. We can neither reduce harm nor increase positive experiences and outcomes if we don’t raise awareness and address misperceptions. 

We need to focus on the positive attributes and contributions of neurodivergent employees. Many overlook and fail to leverage their highly unique capabilities and skill sets which can be a game-changer for any organization. Research around adults with ADHD, for example, has revealed that those diagnosed with the condition tend to reliably outperform their peers in problem-solving and creativity. 

This is in addition inclusivity and diversity being inherently valuable on an organizational level, with diverse decision-making teams more reliably supporting innovation and positive financial outcomes. 

Start at the top to drive inclusion and belonging 

Creating a more inclusive workplace for neurodivergent talent begins with the employer and needs a champion at the senior levels. Embracing learning and differences can have a positive impact on the entire organization. The concept of universal design focuses on designing for all abilities, which means it helps those who need it most as well as those who would benefit from other ways of working. 

Simple changes such as offering flexible work options to those who may need it and ensure the physical environment is suitable for those required to work in person. That includes low-tech tools like checklists and closed captions on Zoom calls. Software that will transcribe voice to text. Most accommodations cost less than $500 and, when made available, can be game-changers for neurodivergent employees. 

Additionally, companies can train managers who have neurodivergent team members, create space through employee resource groups, and ensure the recruitment process is accessible. These will lead to stronger outcomes. 

Insight for employees 

For employees who don’t know where to start, whether to ask for accommodations, or even who to ask, please know you are not alone. In fact, our study found that 60% of neurodivergent employees don’t know what accommodations they’re entitled to, and nearly half aren’t sure who they would go to for assistance. 

When seeking accommodations, employees should consider if and how they want to disclose to their employer. Requirements and documentation may vary by company. However, there are resources you can turn to for advice and ways to enhance your experience without needing to disclose your specific condition. 

Act today—make a difference tomorrow

We must address the misinformation and misunderstanding that spur stigma and harm millions of Americans and benefit no one. With DEIB initiatives under threat, it’s even more vital for neurodivergent employees to access the needed resources to thrive at work.

We can work together to raise awareness and create more inclusive, accommodating environments. The path to a workplace that is both safe and rewarding for everyone might be shorter than we think. It’s the right thing to do for you, your coworkers, the company, and the community at large.

Nathan Friedman is copresident and chief marketing officer at Understood.org.