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Neurodivergent employees are found to ‘mask’ whilst at work

In an effort to better understand the experiences of neurodivergent employees in the workplace, Pearn Kandola conducted a comprehensive study titled “Neurodiversity At Work Report 2024”. This study surveyed over 600 neurodivergent workers across the UK to gain insights into the challenges they face, particularly focusing on the phenomenon of ‘masking’—the suppression of emotions, discomfort, or thoughts related to their neurodivergence. Effects of masking include:

  • Anxiety and stress
  • Exhaustion and fatigue
  • Frustration and poorer mental health

The findings of this report offer valuable information for employers aiming to create more inclusive and supportive work environments.

Key statistics from the report:

  • 63% of neurodivergent employees have engaged in masking at work.
  • 42% of respondents felt uncomfortable asking for reasonable adjustments.
  • 36% felt comfortable asking for reasonable adjustments.
  • 60% reported receiving the necessary adjustments, implying 40% did not receive needed adjustments.
  • 69% of respondents disclosed their neurodivergence to someone at work.
    • 49% disclosed to their company.
    • 51% did not disclose to their company.
    • 44% disclosed to their management.
    • 56% did not disclose to their management.
  • Most common adjustments needed:
    • Extra time
    • Ability to work from home
    • Access to a quiet workspace
  • Main reasons for hesitation to disclose neurodivergence:
    • Fear of jeopardising job prospects
    • Fear of bias
    • Desire not to be treated differently

The findings of the report highlight the significant impact that masking and lack of reasonable adjustments can have on neurodivergent employees, affecting their mental health, self-confidence and job performance. It is evident that many neurodivergent workers are not receiving the support they need to thrive in their roles. Employers should take these insights seriously and work towards creating psychologically safe environments where employees feel comfortable requesting and receiving necessary accommodations without fear of judgment or negative repercussions. This can lead to a more inclusive, supportive workplace, enhancing employee well-being and performance.

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