When employers discuss inclusivity, does neurodivergent talent make it into the conversation? If not, leaders may be missing out on a big opportunity to improve productivity and morale for the whole workplace.
Ryan Mayer, a certified attention-deficit/hyperactivity disorder (ADHD) coach, had six jobs before becoming a coach — and at each job, he felt like a failure because managers refused to accommodate him as an employee with ADHD. Often characterized by attention difficulty, hyperactivity and impulsiveness, ADHD is a chronic condition where these patterns of behaviors disrupt daily functions. Mayer, aware of his neurodivergence, asked managers for opportunities to work from home, quieter workspaces and clearer instructions for tasks. Still, managers assumed Mayer was making excuses, despite ADHD being recognized as a disability by the Americans with Disabilities Act, or ADA.
