The Power of Autonomy for Neurodivergent Talent
Let’s face it: diversity, equity and inclusion (DEI) efforts are having a tough moment. Amid political scepticism and resistance, it might feel like progress is slowing – but history shows that meaningful change has always faced resistance. The good news? Committed leaders like you have the power to drive progress forward by fostering conditions in which everyone can thrive.
My recent research at the University of Sydney explored how well coaches support neurodivergent clients and uncovered insights that can help leaders and other professionals who care about DEI. One key principle stood out: creating positive change requires questioning our assumptions, inviting new perspectives, and embracing practices that empower individuals to thrive on their own terms.
Can Neurominorities be Empowered?
Historically, neurominorities have been disempowered on account of being viewed as “broken” or incapable of thriving. Fortunately, this narrative is changing. Recent research flips the story of deficit into one of difference, recognising that:
Humans “participate, think, and experience in vastly and beautifully different ways” (Dallman et al., 2022).
Humans expressing themselves through dance in unique and beautiful ways. Photo by Pavel Danilyuk.
This newer narrative reminds us that humanity is neurodiverse by default – that is, natural variations in the human brain are an integral part of biodiversity. Furthermore, when we understand neurodiversity through the lens of difference (rather than deficit), we can recognise neurominorities as capable of pursuing meaningful goals and making valuable contributions. This points to untapped opportunities for empowering neurominorities to flourish.
Despite this promising outlook, systemic barriers still create significant challenges:
Communication Barriers: Misunderstandings often arise between neurodivergent and neurotypical individuals due to differing perspectives and ways of processing social information. For example, a neurodivergent individual avoiding eye contact due to sensory discomfort may be unfairly perceived as dishonest. Similarly, someone expressing enthusiasm in a fast-paced, non-linear way might unintentionally alienate colleagues used to slower, more reciprocal exchanges.
Systemic Discrimination: Workplace norms like multitasking, frequent in-person meetings or prolonged desk work often favour neurotypical individuals, leaving neurodivergent employees unsupported and undervalued. Assumptions and judgements around strengths and challenges can also exacerbate systemic discrimination.
Sensory Challenges: Open-plan offices or group events can overwhelm neurodivergent employees due to sensory sensitivities, leading to stress and "masking," which drains mental health and reinforces harmful stereotypes.
How can we empower neurominorities to harness their unique strengths and rise to their full potential despite amplified challenges? By supporting neurodivergent autonomy.
Supporting Neurodivergent Autonomy
Autonomy refers to the ability to make one's own choices and have control over one's actions. When leaders support neurodivergent autonomy, they unlock significant benefits for individuals and the organisation:
Productivity skyrockets when individuals work with their natural rhythms.
Stress is minimised through flexible arrangements that respect energy levels and reduce sensory overload.
Strengths are fully leveraged, fostering confidence and impact.
Innovation flourishes as diverse perspectives drive creative solutions.
Workplace culture transforms, showcasing the power of trust and inclusivity.
What could your team achieve if everyone felt empowered to thrive on their own terms?
Bridging the Gap Between Intent and Action
Here’s the tricky part: good intentions aren’t always enough. My research revealed a gap between coaches’ desire to support neurodivergent autonomy and their ability to apply autonomy-supportive practices consistently. Leaders may face similar challenges.
Unconscious biases and stereotypes can creep in, even when our hearts are in the right place. Closing this gap requires ongoing learning and intentional action. Here are three prompts to get you started:
Educate Yourself: Are you aware of the unique needs of neurodivergent individuals on your team?
Reflect: When was the last time you examined how your workplace supports inclusion?
Listen: What insights can neurodivergent team members share about how you can help them thrive?
Closing the gap requires ongoing learning and intentional action.
Students engaging in intentional action and collaboration. Photo by Karolina Grabowska
Can Coaching Help?
Absolutely. A skilled coach can provide valuable guidance as you build your neurodiversity toolkit. When choosing a coach, it's important to check for:
Coaching-specific education and experience
Lived experience of neurodivergence or neurodiversity-specific training (or both)
A commitment to regular coaching supervision to address biases – because even coaches need coaches!
Not all coaches are equally equipped to empower neurominorities, highlighting the importance of choosing the right partner for growth.
A Call to Action
Imagine a workplace where individuality is celebrated, and everyone feels empowered to perform at their best. What’s one step you can take today to create that environment? How might coaching help you align your intentions with impactful actions?
I’m here to support you in fostering a workplace where everyone thrives. Let’s connect – I’d love to hear your thoughts and explore how we can work together to shape a future where diversity is truely valued.
Reference
Dallman, A. R., Williams, K. L., & Villa, L. (2022). Neurodiversity-Affirming Practices are a Moral Imperative for Occupational Therapy. The Open Journal of Occupational Therapy, 10(2), 1-9.