Organizations often reach out to us at Uptimize because they feel their managers, in particular, need to know more about neurodiversity. Often it's a case of concern, or confusion, around the topic of neurodiversity and how best to support employees.
This, after all, is a role that is responsible for 70% of employee engagement - and one that for nearly ¾ of professionals has more impact on their mental health than their doctor or therapist!
But there's also a danger of a false, ableist view here: that inevitably 'the manager' in such cases must be neurotypical. This perspective fails to appreciate that many managers are themselves neurodivergent.
A majority of neurodivergent professionals still don't disclose at work - and there are doubtless countless neurodivergent leaders who have either told nobody this, only told a select few, or never had the opportunity to access a diagnosis.
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