Being neurodiverse in a STEM field presents its own unique set of challenges. On one hand: neurodiverse conditions, e.g. ADHD and autism spectrum disorder (ASD), are overrepresented in STEM fields.

Tech might be on the forefront of accommodating neurodiversity in the workplace; as an industry, it certainly embraces more overall organizational flexibility and prides itself on innovative office culture. However, many other STEM careers – say, working for a pharmaceutical company – may be at the other side of the pendulum, stuck in the sausage-factory model of yesteryear. If you are neurodiverse, you may end up shouldering an unfair burden of self-advocacy: having to educate your bosses on what even neurodiversity is, much less how to accommodate you, and the benefits of doing so.

3 Steps to Read the Room

The first thing to do is assess your working environment: is it progressive, or regressive? Here are 3 steps to “Reading the Room” and identifying how up-to-date your company’s culture is.

Words matter. Do you ever hear any of the following words: “Neurodiversity”, “Inclusivity”, “Anti-racism”, “Gender Equity” used in either formal company messaging or informal conversation?
- If no: your company is regressive, still operating an old handbook in a new world.
- If yes - but only in formal messaging / marketing materials, not in the daily working life - your company has encountered these ideas but struggles to implement them. It is nominally progressive, while functionally regressive.
- If yes, all around: you are in a progressive environment. This doesn’t mean things will be smooth or they will have perfectly implemented structures to support inclusivity (broadly, most orgs are still figuring it out)... but it means they are invested in the conversation in an authentic way.
Actions matter more. Take a read through the Jobs Accommodation Network’s resources for specific neurodiverse conditions. Do you see anyone in your office being supported in any of the ways listed? If not, have a conversation with HR and ask if they are aware of these resources and what they offer. If they look like a deer in headlights, you’re in a regressive culture and will need to be more front-footed about self-advocacy. If they jump to help you meet your needs, you are working in a more progressive environment.
Feel the mood. If you mention the idea of getting organizational support for your neurodiversity to a coworker, what is their response? Are they jaded and seem to disbelieve that you might actually get it? Or, are they curious as to what changes might emerge? Often, despite whatever Leadership is telling you - the on-the-ground pulse, meaning the reactions of the people you work with, will tell you how receptive your environment is going to be to this conversation.

If, after attempting to self-advocate, nothing changes – then consider finding a new working environment that supports you. At the end of the day, being neurodiverse in a workplace that doesn’t see or support you properly is a harmful situation. You must see and support yourself: and that includes finding a job where you can thrive. Aside from being an act of self-love, it’s also an investment in the future. The companies that are adapting to neurodiversity are the companies that will succeed in the future. The companies that don’t, will be the dinosaurs of tomorrow. Which ship do you want to be on?