Neurodivergence in the Workplace: Advocating for Yourself

Being neurodivergent in a neurotypical workplace can feel like trying to solve a Rubik’s Cube that’s missing two colors and spins at random. You’re capable—brilliant, even—but somehow you’re always “too intense,” “too distracted,” or “too much.”

Newsflash: You’re not the problem. The system wasn’t designed for your brain.

But that doesn’t mean you’re powerless. When it comes to neurodivergence in the workplace, advocating for your needs isn’t just allowed—it’s your right. Here's how to stop masking, start communicating, and build a workspace that works for you.

🧠 What Does “Neurodivergent” Mean at Work?

Neurodivergence includes conditions like:

• ADHD

• Autism

• Dyslexia

• Sensory Processing Disorder

• OCD

• Anxiety

• Tourette’s

These aren’t flaws—they’re neurological differences. But in an office culture built on deadlines, open plans, and “just circle back,” your brilliance can get lost in burnout.

🚩 Common Workplace Struggles for Neurodivergent Folks

• Sensory overload from noise or lighting

• Task switching whiplash or executive dysfunction

• Time blindness or inconsistent productivity

• Miscommunication or social exhaustion

• Masking: the exhausting act of pretending to be neurotypical

• Discrimination or microaggressions that fly under HR’s radar

The worst part? Most of this goes unspoken. You’re silently suffering through Monday meetings while pretending everything’s fine.

✊ How to Advocate for Your Needs

Here’s the good news: You can ask for accommodations—and you don’t have to spill your life story to get them.

1. Know Your Rights

Under the Americans with Disabilities Act (ADA), you’re entitled to reasonable accommodations. That includes:

• Flexible scheduling

• Remote work

• Noise-reduction options

• Task reminders or time management tools

• Modified communication methods

You don’t need a formal diagnosis to start the conversation—but documentation can help if things get sticky.

2. Identify What You Actually Need

Be specific about what helps you thrive. Try phrases like:

• “I work best when I can plan my week in advance.”

• “Using chat instead of phone calls helps me process information clearly.”

• “A quiet workspace would improve my focus and productivity.”

3. Set the Tone with HR or Your Manager

You don’t have to use the word “neurodivergent” if you’re not comfortable. Start with:

“I’ve been thinking a lot about how I can do my best work here. I’ve noticed that I struggle with ____, and I’d love to brainstorm some supports.”

It’s not about proving you’re struggling—it’s about showing you’re self-aware and solution-focused.

4. Practice Boundaries (Without Apologizing)

You can say no to extra work without guilt. You can decline a last-minute meeting without over-explaining. Neurodivergence often comes with energy crashes—honor that.

Try:

• “I’ll need a bit more time to switch tasks.”

• “I don’t have the bandwidth for that today, but I can revisit it next week.”

🛠️ Self-Accommodation Tools That Work

Even if your workplace doesn’t get it, you can create your own toolkit:

• Noise-canceling headphones for open office survival

• Time-blocked calendars and visual timers

• Fidget tools or sensory items

• Body doubling for accountability

• Task batching to reduce executive overload

• Breaks after high-stimulation tasks

You don’t have to do it the “normal” way—you just have to do it your way.

🤝 Normalize the Conversation

One of the best things you can do? Talk about it. Normalize neurodivergence in your circles. Advocate for accessibility in your company. Join employee resource groups or start one. When one person leads with authenticity, others often follow.

The Takeaway

You weren’t made to fit into a broken system. You were made to challenge it, reshape it, and expand what’s possible. Neurodivergence in the workplace isn’t a weakness—it’s a different kind of strength.

And when you advocate for your brain, you make space for others to do the same. 💚

Need help figuring out how to request accommodations or find an ADHD/autism-friendly therapist who gets it?

📞 Call or text: 614-470-4466

📧 Email: admin@achievepsychology.org

🌐 Visit: www.achievepsychology.org

Works Cited:

1. Americans with Disabilities Act (ADA). (2023). Your Rights at Work.

2. Brown, L. (2018). Neurodiversity and the Workplace.

3. CHADD. (2022). ADHD and Workplace Accommodations.

4. Harvard Business Review. (2021). Neurodiversity as a Competitive Advantage.

5. National Autistic Society. (2023). Autism and Employment Guidance.

6. Job Accommodation Network (JAN). (2023). Workplace Tools for Neurodivergent Employees.