Managing and disclosing neurodivergence

And Helen, I feel like the elephant in the room here is that we are talking about neurodivergence more than we ever have before because more adults are being diagnosed now.

So it's becoming a bigger conversation in workplaces.

Yes, and you and I spend a lot of our careers in highly creative environments.

So this is something that we're very familiar with.

But the barriers and bias are real.

So one UK study found half of neurodivergent adults reported discrimination while job hunting, and one in five had been openly laughed at, and one in six had an offer rescinded after disclosing.

So the bias is real.

You're not imagining it.

That's really gross to hear.

I'm really sad that that is happening to people.

And I think the other thing to remember is the challenge here is not you the person.

The challenge here is the interview.

The interview is not set up for you to succeed or to show your skills.

Conventional interviews can penalise neurodivergent candidates for traits that are totally unrelated to the job performance eye contact social fluency reading between the lines and that's a structural problem it's not about what you did wrong but unfortunately we are stuck with those structures for now and we still want the job so we're going

to have to figure out a way to navigate them