Overcoming the current barriers
In order to address overcoming the current barriers, the key is to take a two-pronged approach that incorporates starting with identifying the barriers neurodiverse people face and then considering actions in the employee lifecycle that will help, concerning:
- How to recruit more neurodiverse people to boards; and
- What can be done to support once neurodiverse people are on the boards
| The barriers experienced | Their effects on neurodiverse people |
|---|---|
Psychological safety This allows individuals to speak up, share ideas, ask questions, and admit mistakes without fear. This trust enables effective teamwork and prevents surface-level behaviours from causing conflict. | Repeated instances of psychological danger Many neurodiverse people through their lifetimes have been told their thinking is wrong or dysfunctional in some way. They may have experienced ideas being laughed at, comments being dismissed, or their questions or concerns ridiculed. This makes it much harder now to feel safe to either be themselves, or express themselves in many environments, much less make any mistakes. |
Exclusion We are often unconsciously biased towards excluding differences in other, both in life and in work. If we find ways to flip this and work towards inclusive practices, we can mitigate its negative effects. | Feeling alone Many neurodiverse individuals feel singled out, rejected and alone leading to a longer-term sense of isolation. Organisational cultures for the most part encourage fitting in, being a team player and does not provide clarity on the unwritten rules of the organisation. When it comes to hiring practices, many people look to hire others that are like them (this can often be on an unconscious level) and so differences show up, leading to more rejection thus increasing the negative experiences of neurodivergent people in workplace situations. |
Ableism and being undervalued Ableism is discrimination against people with disabilities, often leading neurodiverse individuals to feel undervalued and discouraged from board roles. These can range from:
| Discrimination Where neurodiverse people don’t feel included, they develop a sense that they will experience this kind of discrimination or devaluing of their abilities and potential contribution. This can lead to a reticence about joining particular groups. The fear that it creates makes it difficult to have any kind of positive mental attitude which is in effect, the individual preparing themselves for the worst at all times. |
Masking or veiling behaviours This is the act of concealing or suppressing neurodivergent traits or conditions to appear neurotypical. Although this is something that all people experience at some point or another, it is a much more frequent and heightened experience for neurodiverse people. Developing the ability to balance out masking behaviours takes time, effort and most of all, an environment where the individual can feel safe. | Trauma inducing A common experience for people with autism, ADHD, dyslexia, and dyspraxia, brought on by negative past experiences leading to neurodiverse individuals worrying about how their authentic behaviours, such as directness or focus, will be perceived. Challenges in expectations of what it is to pay attention, have impulse control, or sensory sensitivities can add to this concern. It can lead to extreme levels of anxiety, catastrophic thinking and at worst, physical illness. The more a neurodiverse person masks, the more fatigue they continue to experience and the less they are able to bring out their true selves and be at their best in any situation, particularly in employment. |