"Yet, neurodivergent employees still tell me the same thing: they feel misunderstood as they navigate masking, burnout, and eventually leave organizations that genuinely believe they've done their best. So, what's missing? The gap isn't in policy or process-it's in our understanding of the emotional landscape inside the neurodivergent experience. Leaders may recognize ADHD or autism as concepts, but not the human realities beneath those labels."
"Work is no longer just where we earn a living. It's where we look for meaning, compatibility, and emotional belonging. With rising adult ADHD and autism diagnoses, especially in among women aged 23-49, many are reassessing who they are and where they fit. Neurodivergents are gaining a more accurate understanding of how their brains and nervous systems work, what supports their well-being, and how their backgrounds shape their behavior and stress responses."
Organizations have launched neurodiversity and mental health initiatives to raise awareness, start employee resource groups, and foster coexistence among diverse neurotypes. Neurodivergent employees report feeling misunderstood, experiencing masking, burnout, and eventual departure despite well-intentioned policies. The gap lies not in policy or process but in understanding the emotional landscape of neurodivergent experience. Emotional accessibility, including awareness of late diagnoses and internal worlds, creates psychological safety. Work increasingly serves as an identity economy where people seek meaning and belonging. Rising adult ADHD and autism diagnoses, especially among women 23–49, coincide with greater emotional literacy and sensitivity to misattunement. Leaders need nuanced understanding to retain neurodivergent talent.
Read at Fast Company
Unable to calculate read time
Collection
[
|
...
]