What Neurodiversity Means to Me

I'm not sure there's one exact definition of neurodiversity. For me, it's simply the understanding that my brain works differently.

I was diagnosed with ADHD in February, and I'm currently going through the process of pursuing an autism assessment too. The two conditions often overlap, and for me this journey has never really been about collecting labels, especially in the context of relating to neurodiversity and understanding autistic people. It's been about understanding myself.

If I'm honest, I wouldn't wish ADHD on my worst enemy.

A lot of people call ADHD a superpower, but I'm not entirely sure I agree. Yes, there are positives that come with it, and I'll come onto those later, but I don't think people always see the reality of living with it every single day.

I struggle with basic tasks that many people don't even have to think about. Concentrating, starting tasks, finishing tasks, remembering where I've put things, remembering where I've written reminders, remembering appointments I've already written down, and being on time are all things I battle with constantly. I can write a note to remind myself of something important and then forget where I've put the note.

These aren't occasional inconveniences. They're These everyday challenges can be particularly daunting for those diagnosed with autism..

Why Some People Call ADHD a Superpower – And Why I Disagree

While I wouldn't personally describe ADHD as a superpower, I have come to recognise some of the strengths that come with being neurodiverse, particularly in the context of recruitment and employment. When I have an idea in my head, I can usually find a solution. I'm good at thinking on my feet, adapting to situations and finding creative ways around problems. Those strengths have helped me throughout my life and career, particularly in navigating the landscape of neurodiversity.

Another reason I struggle with the idea of ADHD being called a superpower is that people often only see the moments when things are going well. They see the creativity, the enthusiasm and the ability to think differently, but they don't see the consequences that come with it. They don't see the missed deadlines because my brain couldn't prioritise what needed doing first. They don't see the forgotten appointments, the unpaid bills, the half-finished projects or the constant feeling that I'm falling behind despite trying my hardest. A superpower is usually something you can control and use when you want to. ADHD doesn't work like that. Some days I can achieve more in an hour than other people do all day, but on other days I can spend hours trying to start a simple task and get nowhere. Living with that unpredictability can be exhausting.

I also think calling ADHD a superpower can sometimes minimise how difficult it can be to live with. There have been times where my emotional regulation has affected friendships, relationships and my own mental health. Small problems can feel enormous. Rejection can feel devastating. A minor mistake can stay in my head for days or even weeks. While there are certainly strengths that come with thinking differently, there are also very real challenges that people don't always talk about. If ADHD were simply a superpower, there wouldn't be so many people struggling to hold down jobs, maintain routines, manage finances or complete everyday tasks that others often take for granted.

The biggest reason I don't see ADHD as a superpower is because I don't get to choose when it works in my favour. I can't decide when I'll be productive, when I'll be focused or when my brain will cooperate. Some days everything clicks into place and I feel unstoppable. Other days brushing my teeth, replying to a text message or starting a task feels impossible. That's not a superpower. That's a daily challenge that I have to learn to work with.

What Is Neurodiversity?

Neurodiversity covers a wide range of conditions, including ADHD, autism, dyslexia, dyspraxia and dyscalculia. What many people don't realise is that these conditions are often recognised as disabilities because they can have a significant impact on everyday life, affecting the health outcomes of autistic people.

Unfortunately, many neurodiverse traits are still misunderstood. Behaviours that stem from genuine The term neurological differences often refers to various neurodivergent conditions, including those experienced by autistic individuals, which the Buckland review of autism aims to address. are often dismissed as laziness, carelessness, being disorganised, or simply being "too much" as a person.

Why Women Are Diagnosed Later Than Men

As a woman who was diagnosed later in life, I know firsthand how easily these struggles can be overlooked.

Research consistently shows that women are diagnosed significantly later than men. What's even more frustrating is that many studies suggest professionals are able to recognise symptoms in girls at an early age. If we can identify these traits, why are so many women still waiting decades for support?

Why are women spending twenty, thirty or even forty years struggling before receiving answers?

The Disability Employment Gap for Neurodivergent People

The disability employment gap remains a major issue across the UK. Many neurodivergent people have the skills, qualifications and experience needed to succeed but continue to face barriers during recruitment and throughout their careers. Employment prospects are often affected by misunderstandings surrounding ADHD, autism and other neurodivergent conditions rather than an individual's actual ability to perform the role.

Throughout my career I've worked for several companies, and looking back I can see that both I and the people around me often overlooked what was really happening.

• I was judged for being late.

• I was judged for missing small details.

• I was judged for seeming overwhelmed, a common reaction towards someone with a learning disability. mental health condition.

Yet nobody noticed that I was putting everything I had into my work. My effort was always there. My commitment was always there. I regularly gave 110%, but the focus often landed on the things I struggled with rather than the things I excelled at.

Autism Employment Statistics in the UK

Official statistics show that autistic people face some of the biggest barriers to employment in the UK. In fact, autism employment statistics consistently demonstrate that autistic adults have one of the lowest employment rates of any disabled group. While awareness of neurodiversity is improving, there is still significant work to be done to create better employment opportunities and more inclusive workplaces for neurodivergent people.

What many people don't realise is that neurodiversity can affect things like time management, organisation, memory, attention and executive functioning. Sometimes it's not that we don't care. It's not that we're not trying. It's that our brains process information differently.

A manager may expect a task to be completed in a certain way at a certain time, but a neurodiverse person may be battling overwhelm, distraction or difficulty prioritising tasks long before they even get started.

Common ADHD Misconceptions That Stop Women Getting the Support They Need

One of the biggest misconceptions about ADHD is that people think we can't focus.

The reality is often the opposite.

Many neurodiverse people don't choose when their brains decide to work, highlighting the need for supported employment options. I can spend hours during the day staring at a task, unable to focus, unable to get started and unable to make progress. Then suddenly, at ten o'clock at night, my brain comes alive. Ideas start flowing. Plans start forming. Solutions appear out of nowhere.

It's frustrating because the ability is there. The timing just doesn't always match what the world expects.

One statistic that really stands out to me is the difference in diagnosis ages between men and women. While many boys are diagnosed with ADHD around the age of seven, women often don't receive a diagnosis until their late thirties or early forties.

Think about the impact that can have on someone's life, especially when considering national statistics on disability employment.

A boy diagnosed at seven has years to understand how his brain works. He can learn strategies, receive support, access resources and develop coping mechanisms.

Meanwhile, a woman may spend decades believing she's lazy, disorganised, overly emotional or simply failing at things that everyone else seems to find easy.

She may spend her entire education and a large part of her career working twice as hard just to keep up, without ever understanding why, which is a reality for many autistic adults facing the disability employment gap.

That is why this conversation matters, as it highlights the importance of understanding and supporting autistic individuals in all aspects of life.

This article isn't about asking people to feel sorry for neurodiverse women. It's about recognising that many of us have spent years struggling silently because nobody noticed.

It's about understanding that receiving a diagnosis later in life is often a relief rather than a burden.

For many women, it's the first time they've realised that there was never anything wrong with them in the first place. They simply had a brain that worked differently.

Why Suitable Employment Looks Different for Everyone

Suitable employment is not about lowering standards or expectations. Instead, it is about recognising that different people work in different ways. Appropriate employment should allow individuals to use their strengths while providing support for areas they find more challenging. For many neurodivergent employees, small adjustments can have a significant impact on performance, confidence and job satisfaction.

As an employer, one of your most important responsibilities is helping your neurodivergent employees feel like they can perform their job to the best of their ability. To do that, it's important to recognise that not everyone has the same strengths and weaknesses, especially within disability groups.

For example, an employee with ADHD may struggle to hold their attention on one large task for a long period of time. Instead of handing them one overwhelming project and expecting them to figure it out, it may be more effective to break it down into smaller tasks, as advised by disability employment advisors. Give them a list of individual steps. Let them build momentum. Often, completing lots of smaller tasks can help them eventually reach the larger goal that was needed in the first place.

I've seen this first-hand, particularly in the context of understanding neurodiversity and how it relates to mental health problems. My partner is a manager at an accounting firm and has an employee with ADHD. The employee sometimes misses small details, forgets to hand things in, jumps between files and occasionally ends up working on things they weren't asked to do.

To someone who doesn't understand ADHD, that might look like carelessness, which is a misconception often held about disabled people, leading to disability discrimination and impacting their employment outcomes among neurodivergent individuals.

To someone who does understand ADHD, it can look very different.

If that employee had a clear checklist of individual tasks, maybe they wouldn't miss the small details. Maybe they wouldn't accidentally write the wrong date. Maybe they wouldn't jump ahead to another piece of work before completing the first one. Sometimes the issue isn't capability. Sometimes it's simply that the A strong support structure is essential for autistic individuals navigating the challenges of disability employment. isn't there.

I think it's incredibly important for employers to care about neurodiversity because strong relationships between employers and employees become even more important during stressful situations, particularly in the context of employment support. When someone feels comfortable asking for help, explaining what they're struggling with or admitting they've become overwhelmed, everyone benefits. Building a supportive workplace isn't just good for employees, it's good for businesses too.

Employment Opportunities for Autistic People Are Still Limited

Although awareness of autism has improved in recent years, employment opportunities for autistic people remain limited. Many autistic adults report difficulties finding work, progressing within organisations or maintaining long-term employment due to environments that do not accommodate their needs. This is particularly true for women whose autistic traits may have gone unnoticed for years.

One of the reasons autistic adults are so often overlooked is because our traits don't always present in the way people expect them to, highlighting the need for a better understanding of how autism presents.

Female neurodiversity is often quiet, yet it represents a significant portion of the million people diagnosed with autism.

It's not always obvious. It's not always disruptive. It doesn't always scream for attention.

Many women spend years learning how to mask their neurodivergent traits, which can make it difficult to navigate health and social situations. We learn how to copy social behaviours, fit in with other people, and hide the things we're struggling with, which is often a significant part of the masking process for adults with a learning disability or autism. We become experts at looking like we're coping even when we're exhausted.

Research suggests that boys are often more likely to show outward signs that attract attention. They're more likely to be physically hyperactive, impulsive or disruptive, making them easier to identify. That doesn't mean all boys are like that and all girls aren't. It simply means that these are the patterns researchers have consistently found.

Girls often learn to internalise their struggles instead.

That's one of the reasons so many women go unnoticed for years.

Experiences of Employment as a Neurodivergent Woman

My own experiences of employment have shown me how important understanding and communication can be. Throughout my career I have often felt pressure to fit into systems that were not designed with neurodiversity in mind. While some employers have been incredibly supportive, others have focused on challenges rather than recognising the strengths that neurodivergent employees can bring to the workplace.

A big misconception around autism is the belief that if someone can speak well, they must not be struggling very much. In reality, being verbal doesn't mean someone isn't autistic; many autistic individuals express their traits in different ways. It doesn't mean they don't face challenges. It doesn't mean they're coping.

I've worked alongside people with autism and noticed that I experience some very similar difficulties. The difference is that mine often present in smaller, less obvious ways, which can complicate the autism diagnosis process. Because I can communicate well and explain my thoughts, people are often more likely to assume I'm fine.

But being able to explain your struggles doesn't stop them from existing.

In workplaces, it's incredibly important to listen when neurodiverse employees tell you what they need. Overwhelming someone can cause them to shut down completely, which is a critical consideration in any supported employment programme. It can make it harder to process information, complete tasks and communicate effectively.

Sometimes allowing someone to step away for five minutes, take a short break or remove themselves from an overwhelming environment can completely change the outcome. Giving someone space to process what's happening can help neurodivergent employees return calmer, more focused and more productive, reducing the risk of poor mental health.

ADHD stands for Attention Deficit Hyperactivity Disorder, but many women don't display the hyperactivity in the way people expect.

For me, hyperactivity isn't running around a room or climbing furniture.

• It's tapping my knee.

• It's twirling my hair.

• It's constantly having thoughts racing through my head.

When boys are young, hyperactivity is often easier to spot because it's more physical. They're running, moving, climbing and burning energy. Girls may have exactly the same level of energy, but it often presents differently and therefore attracts less attention.

Hyperfixations and special interests are another example of how neurodiversity manifests in autistic young people.

Many women become deeply interested in things such as fashion, makeup, books, television shows or particular subjects at school. The difference is that these interests often align with what society already expects girls to enjoy, so nobody questions them, unlike the unique interests often found in the landscape of neurodiversity.

A girl spending hours researching makeup techniques doesn't attract the same attention as a boy who spends hours memorising train models or historical dates, even though both could be examples of intense interests.

Because many female interests appear more socially acceptable or expected, they're often overlooked as potential signs of neurodiversity.

For me, maths became one of those interests, much like the paid employment experience that many people in the UK seek to explore in local supported employment. For someone else it might be makeup, books, music or a particular hobby. The interest itself isn't the important part; rather, it's how autistic people are in employment that truly matters. It's the intensity behind it that often goes unnoticed.

I also believe that one of the reasons many women don't realise they're neurodivergent until their late 30s or 40s is because of the impact hormones can have throughout different stages of life, affecting their mental health support needs.

Many women report that symptoms become more noticeable during perimenopause and menopause as hormone levels change. Research is still developing in this area, but we know that hormones can affect dopamine levels, emotional regulation, concentration and brain fog. For some women, changes in these areas can make neurodivergent traits more difficult to ignore or compensate for.

Women are also often highly socially motivated from a young age. Many of us learn to watch social cues, avoid interrupting people, maintain friendships and adapt our behaviour to fit the people around us. We spend years learning how to make others feel comfortable and how to blend into social situations.

Again, this isn't true for every woman or every man. There are always exceptions. However, neurodiversity statistics and research consistently suggest that girls are more likely to develop masking behaviours, which can make their neurodivergence much harder to identify.

One thing that's always been difficult for me is how misunderstood ADHD can be by people who don't experience it themselves, highlighting the need for better mental health support.

People often see the hyperactive side of ADHD and think it looks fun.

• "You must have loads of energy."

• "You must never get bored," is a misconception often faced by autistic individuals, who may experience the world differently and often need better understanding of autism.

• "It sounds like a superpower."

What they don't see are the depressive episodes, the emotional dysregulation, the overwhelm, and the exhaustion that often accompany mental health issues.

• They don't see how much energy it takes to be around people all day.

• They don't see the effort it takes to get through a workday.

• They don't see the days where even getting out of bed feels impossible.

People see the creative ideas and the enthusiasm, but they don't always see the other side of it.

If I had been diagnosed at seven, like many boys are, I think it would have changed who I am as a person.

Because it would have given me sixteen extra years of understanding.

• Sixteen extra years of tools.

• Sixteen extra years of support.

• Sixteen extra years of knowing that I wasn't broken.

But im lucky for many woman that wouldn't be 16, it would be 27-33 extra years

Growing up, I often felt like I didn't fit in properly. I struggled to maintain friendships. I constantly felt like I was trying harder than everyone else just to belong. I drained myself trying to fit in, trying to make friends and trying to understand why relationships seemed to come so naturally to other people.

If I had understood earlier that I was neurodivergent, I think it would have changed so much.

If the people around me had understood it too, including the challenges autistic people face, it might have changed even more.

I probably wouldn't have spent so many years wondering what was wrong with me.

My parents simply thought I was being a teenager, unaware of the challenges associated with being diagnosed with autism.

Then I turned 18 and nothing changed, which is a common experience for many autistic young people seeking employment support.

I still felt different.

I still felt like I didn't quite fit into the world around me.

I felt like everyone else had been given a handbook for life that I'd somehow missed out on.

I wasn't built for the boxes I was expected to fit into, and I couldn't understand why, a sentiment shared by many adults with autism spectrum, highlighting the barriers to employment they face, which could be addressed through better supported employment programmes.

My mum was diagnosed with ADHD shortly before I was. She was diagnosed at 44 years old. Looking back, I think one of the reasons she sought a diagnosis was because she recognised so many of her own behaviours in me, which are often discussed in autism research.

She started researching ADHD to understand me and ended up understanding herself too.

I think this happens for a lot of women, particularly those navigating the lowest employment rate among autistic individuals.

Often, it's when their children are assessed for ADHD or autism that they begin recognising the same traits in themselves. One of the first questions professionals often ask is whether there is a family history, because neurodivergence frequently runs through families.

Many women spend years supporting their children through diagnosis before realising they have spent their entire lives experiencing similar challenges.

This is another reason workplaces need to be understanding.

For someone who receives a diagnosis later in life, it isn't just a label. It's a complete shift in self-understanding, especially for those navigating the complexities of the employment rate of any disabled person.

Imagine spending twenty, thirty or forty years believing you're lazy, disorganised, emotional or difficult, only to discover there was a reason behind those struggles all along.

Many women have spent their entire careers masking their neurodivergence without even realising they were doing it.

Then they receive a diagnosis and have to learn how to understand themselves all over again, often in relation to their mental health issues.

Personally, receiving my autism diagnosis made a huge difference.

It allowed me to stop fighting who I was.

It allowed me to stop viewing every mistake as a personal failure.

Most importantly, it allowed me to start understanding myself with more compassion.

One of the biggest changes my diagnosis gave me was permission to be myself.

For years, I felt like I had to force myself into boxes that were never designed for me. I spent so much time worrying about how other people perceived me that I carried an enormous amount of guilt around things I couldn't always control.

• Now, if I'm late, I'll apologise.

• If I miss a detail, I'll apologise.

• If I forget something important, I'll apologise.

• But I no longer spend days beating myself up over it.

I can explain that it wasn't intentional and move forward without carrying that guilt around with me, a sentiment often echoed by those with a mental health condition. A huge part of masking for me was feeling ashamed of behaviours that my brain is quite literally wired to do, reflecting the struggles faced by millions of people diagnosed with autism.

Receiving a diagnosis didn't magically fix those challenges, but it helped me understand them.

It helped me stop treating every mistake as a personal failure, which is crucial for improving mental health and life satisfaction.

It's incredibly freeing to finally accept that sometimes I miss details. Sometimes I forget events. Sometimes I need reminding, especially about the importance of neurodiversity in the workplace. Once you understand what support you need and what systems help you function, particularly as a neurodivergent employee, life becomes so much easier.

As a woman who spent years masking, I realise now just how much energy that took.

Having to mask in the workplace can be exhausting

From the outside, masking looks successful. People think you're coping. They think you're fitting in, but many adults with autism spectrum are actually masking their true selves to cope with the challenges of autism at work. They think everything is fine.

What they don't see is what happens when you get home.

I used to get home from work and not want to do anything, a feeling that resonates with many autistic adults facing mental health issues. I didn't want to go anywhere. I didn't want to see anyone. I felt completely burnt out, a common experience for many adults with a learning disability.

I'd be invited to social events and turn them down because I simply didn't have the energy, a common experience for those with long-term health conditions.

Not because I didn't want to go.

Not because I didn't like the people.

But because I'd spent the entire day performing, I often felt exhausted, much like the experiences detailed in the review of autism employment. I'd spent the entire day trying to look capable, trying to look professional and trying to show everyone that I could do what was expected of me.

That level of masking is exhausting.

Another thing people don't often understand about ADHD is how productivity can work.

A neurotypical person might spend three hours completing a task that I could finish in ten minutes when I'm fully engaged and interested in it.

The problem is that I can't always choose when that focus arrives.

When the dopamine is there and my brain clicks into place, I can achieve incredible amounts in a very short period of time.

Unfortunately, workplaces sometimes take advantage of that, especially when it comes to access to employment for neurodivergent individuals. If someone completes tasks quickly, they often get rewarded with even more work. The focus becomes how much they can produce rather than how their brain actually functions, which is a common issue in the work and health programme addressing the disability employment gap.

This is one of the reasons I think many neurodivergent people struggle with traditional 9-to-5 working environments.

Should I be able to work in a traditional workplace as a neurodivergent woman?

I currently work 20 hours for a company, largely from home, and I can complete my work when my brain is ready for it. When I have the focus, the energy and the motivation, I often achieve far more than I would if I were forcing myself to sit at a desk during hours where my brain simply isn't cooperating, which is a common experience among neurodivergent employees.

That flexibility works incredibly well for me, especially in environments that embrace neurodiversity at work.

But I also believe neurodivergent people should be able to succeed in traditional workplaces too, despite the challenges posed by employment rates.

The difference is that employers need to be willing to work with them rather than expecting them to fit a system that wasn't designed for them.

My employer is a great example of this, as they actively support the employment experience of autistic people through a supported employment programme.

They know I'm capable.

They know I can do the work.

If I don't understand something, they don't assume I'm incapable; they recognize that autistic people may require different explanations. Instead, they explain it differently. They'll make an extra call. They'll write it down another way, accommodating different autistic traits to facilitate better communication. They'll find a different approach until it clicks, which is crucial for improving health outcomes in neurodivergent individuals.

The issue isn't that I can't do the task; it's that the environment may not be supportive of disabled people in the UK.

The issue is that sometimes I need information presented differently, especially in a way that accommodates autistic people.

Once I understand something, I can usually repeat it successfully moving forward. It might take me slightly longer to grasp initially, but once it's there, it's there, much like the employment gap faced by many neurodiverse individuals.

That's the difference between support and judgement.

Support asks, "How can I help this person succeed?"

Judgement asks, "Why aren't they doing this properly?" Instead of considering the unique challenges that autistic people may encounter, it’s crucial to incorporate insights from the national institute for health.

Finding Employment When You Think Differently

Trying to find employment can feel particularly challenging when you are constantly questioning how you are being perceived. For many neurodivergent people, interviews assess social performance as much as professional capability. This can create unnecessary barriers towards employment despite candidates having the skills required to excel in the role.

The same challenges often appear throughout an individual's employment history and during recruitment.

The idea of sitting in a traditional interview can be overwhelming.

Before I've even walked into the room, I've already overthought everything.

• Am I sitting correctly, or is my posture affecting my ability to focus on work, especially in relation to autism at work?

• Am I making enough eye contact?

• Am I making too much eye contact?

• Am I smiling too much?

• Am I not smiling enough?

• Am I talking too much?

• Am I talking too little?

The entire process can feel exhausting before it has even started, particularly for those navigating the autism spectrum disorder.

Neurodiversity in the Workplace Benefits Everyone

Neurodiversity in the workplace should not be viewed as a challenge that employers need to manage. It should be recognised as an opportunity to bring different perspectives, problem-solving approaches and creative thinking into organisations. When employers invest in understanding neurodivergent employees, the benefits extend far beyond the individual and often improve outcomes across entire teams.

When you're already managing anxiety, masking and overthinking, interviews can become less about your ability to do the job and more about your ability to perform socially under pressure.

Neurodiversity in the workplace should not be viewed as a challenge that employers need to manage. It should be recognised as an opportunity to bring different perspectives, problem-solving approaches and creative thinking into organisations. When employers invest in understanding neurodivergent employees, the benefits extend far beyond the individual and often improve outcomes across entire teams.

Many neurodivergent people spend years developing skills that others may never need to learn. We become adaptable because we've spent our lives finding alternative ways to complete tasks. We become resilient because we've had to overcome challenges that aren't always visible to other people. We often approach problems from different angles, ask questions others haven't considered and spot solutions that may otherwise be overlooked.

Creating a neurodiverse workplace isn't about giving people special treatment. It's about recognising that different people work differently. A simple adjustment, a different way of communicating instructions or a little extra understanding can be the difference between someone struggling and someone thriving.

The reality is that every employee brings their own strengths and challenges to work. Neurodivergent employees are no different. The difference is that our challenges are often more visible than our strengths. When employers focus on what people can do rather than what they struggle with, everyone benefits.

A workplace that supports neurodiversity is often a workplace that supports everyone. Clear communication, flexible working, structured tasks and supportive management don't just help neurodivergent employees; they create a better working environment for entire teams. In many ways, the adjustments that help neurodivergent people succeed are simply examples of good management and good leadership.

Have I Experienced Disability Discrimination Without Realising It?

I sometimes wonder whether employers view neurodivergent applicants differently.

Legally, they shouldn't, especially considering the support available from the department for work and pensions.

But the reality is that many neurodivergent people question whether disclosing a diagnosis will impact how they're perceived.

Would someone choose another candidate over me because I have ADHD?

Would they assume I couldn't handle the workload?

Would they worry I'd be difficult to manage?

The truth is, I don't know.

And I think the fact that so many neurodivergent people ask themselves those questions says a lot.

Sometimes I wonder how many opportunities I may have missed without ever knowing why. If two candidates walk into an interview with the same qualifications, the same experience and the same passion for the role, would a diagnosis change how one of them is viewed? I'd like to believe the answer is no, but I don't think many neurodivergent people can honestly say they've never questioned it. When you've spent years being told you're too much, too emotional, too disorganised or too forgetful, it can be difficult not to wonder whether those assumptions follow you into the workplace too.

I also find myself questioning whether employers truly understand what a neurodivergent diagnosis means. If I disclose that I have ADHD, do they see someone who thinks creatively and solves problems differently, or do they immediately focus on the stereotypes? Do they see someone who may occasionally need support, or someone they assume will be difficult to manage? The reality is that I have no way of knowing what someone is thinking during an interview, and that's part of what makes it so difficult.

As a woman, I sometimes wonder whether being diagnosed later in life adds another layer to that uncertainty. If I'd been diagnosed as a child, would employers see me differently? Would I have understood my own strengths and challenges sooner? Would I be more confident discussing my neurodiversity during interviews? Sometimes I think the hardest part isn't the diagnosis itself, but the years spent questioning yourself before you ever receive one.

What makes it even more complicated is that many neurodivergent women become experts at masking. If I don't disclose my diagnosis, an employer may never know I'm neurodivergent. If I do disclose it, I can't help but wonder whether it changes how they perceive me. Neither option feels entirely comfortable. One leaves you hiding part of yourself, while the other can leave you worrying about being judged for something that has nothing to do with your ability to do the job.

Adjustments that could help give access to employment to those with neurodivergent conditions

There are also simple adjustments that can make a huge difference in workplaces.

For some people, that might be access to noise-cancelling headphones.

For others, it might be a quiet space where they can step away and regulate when things become overwhelming.

Sometimes it might be the ability to take a short five-minute break, reset, and come back focused rather than forcing someone to push through until they're completely burnt out, which is crucial for neurodivergent and neurotypical individuals alike.

Environmental factors matter too.

Lighting can be a perfect example.

Some neurodivergent people find bright lighting helps them stay alert and focused.

Others find it overwhelming, particularly when navigating the barriers to employment that neurodivergent individuals often face.

For me personally, certain lighting can trigger migraines and make it harder to concentrate.

The key isn't finding one solution that works for everyone.

The key is recognising that everyone is different.

Interruptions can also have a significant impact.

If I'm deeply focused on a task and get interrupted, it can take a long time to get back into that mindset again, which can impact my mental health and life satisfaction. What looks like a small interruption to someone else can completely derail my concentration.

Work expectations can be another challenge.

Multitasking, competing deadlines and large workloads can quickly become overwhelming if tasks aren't structured clearly.

Something as simple as breaking a project into smaller steps can make a huge difference.

A manager could say:

"This task should take around ten minutes. Let's complete that first."

Then once that's established, we can focus on improving employment outcomes among neurodivergent individuals.

"Great, now let's move on to the next part."

Those small adjustments often help disabled people far more than people realise.

Networking with a disability that effects your social capability

Networking is another area that can feel incredibly difficult.

Many workplaces place huge emphasis on socialising, networking and confidently approaching strangers.

For some neurodivergent people, that isn't natural at all, especially when considering the lack of understanding of autism in society.

The pressure to walk up to someone and start a conversation can feel overwhelming, especially for adults with autism spectrum disorder.

In my experience, people often find their place naturally if they're given the space to do so.

The more pressure that's applied, the harder it can become.

Sometimes support isn't about forcing someone to behave differently.

Sometimes it's about creating an environment where they can succeed as themselves.

These adjustments can also positively impact physical or mental health, helping employees avoid burnout, overwhelm and unnecessary stress.

About the author

Assunta Jones is a Social Media Manager, Project Manager and content writer working with charities, startup communities and youth organisations across the UK. After being diagnosed with ADHD as an adult and currently pursuing an autism assessment, Assunta writes openly about neurodiversity, disability, employment and mental health. Drawing from both personal experience and professional work supporting communities, she aims to raise awareness of the challenges neurodivergent people face while highlighting the strengths they bring to workplaces and society.

1 hour ago, Assunta Jones said:

What Neurodiversity Means to Me

I'm not sure there's one exact definition of neurodiversity. For me, it's simply the understanding that my brain works differently.

I was diagnosed with ADHD in February, and I'm currently going through the process of pursuing an autism assessment too. The two conditions often overlap, and for me this journey has never really been about collecting labels, especially in the context of relating to neurodiversity and understanding autistic people. It's been about understanding myself.

If I'm honest, I wouldn't wish ADHD on my worst enemy.

A lot of people call ADHD a superpower, but I'm not entirely sure I agree. Yes, there are positives that come with it, and I'll come onto those later, but I don't think people always see the reality of living with it every single day.

I struggle with basic tasks that many people don't even have to think about. Concentrating, starting tasks, finishing tasks, remembering where I've put things, remembering where I've written reminders, remembering appointments I've already written down, and being on time are all things I battle with constantly. I can write a note to remind myself of something important and then forget where I've put the note.

These aren't occasional inconveniences. They're These everyday challenges can be particularly daunting for those diagnosed with autism..

Why Some People Call ADHD a Superpower – And Why I Disagree

While I wouldn't personally describe ADHD as a superpower, I have come to recognise some of the strengths that come with being neurodiverse, particularly in the context of recruitment and employment. When I have an idea in my head, I can usually find a solution. I'm good at thinking on my feet, adapting to situations and finding creative ways around problems. Those strengths have helped me throughout my life and career, particularly in navigating the landscape of neurodiversity.

Another reason I struggle with the idea of ADHD being called a superpower is that people often only see the moments when things are going well. They see the creativity, the enthusiasm and the ability to think differently, but they don't see the consequences that come with it. They don't see the missed deadlines because my brain couldn't prioritise what needed doing first. They don't see the forgotten appointments, the unpaid bills, the half-finished projects or the constant feeling that I'm falling behind despite trying my hardest. A superpower is usually something you can control and use when you want to. ADHD doesn't work like that. Some days I can achieve more in an hour than other people do all day, but on other days I can spend hours trying to start a simple task and get nowhere. Living with that unpredictability can be exhausting.

I also think calling ADHD a superpower can sometimes minimise how difficult it can be to live with. There have been times where my emotional regulation has affected friendships, relationships and my own mental health. Small problems can feel enormous. Rejection can feel devastating. A minor mistake can stay in my head for days or even weeks. While there are certainly strengths that come with thinking differently, there are also very real challenges that people don't always talk about. If ADHD were simply a superpower, there wouldn't be so many people struggling to hold down jobs, maintain routines, manage finances or complete everyday tasks that others often take for granted.

The biggest reason I don't see ADHD as a superpower is because I don't get to choose when it works in my favour. I can't decide when I'll be productive, when I'll be focused or when my brain will cooperate. Some days everything clicks into place and I feel unstoppable. Other days brushing my teeth, replying to a text message or starting a task feels impossible. That's not a superpower. That's a daily challenge that I have to learn to work with.

What Is Neurodiversity?

Neurodiversity covers a wide range of conditions, including ADHD, autism, dyslexia, dyspraxia and dyscalculia. What many people don't realise is that these conditions are often recognised as disabilities because they can have a significant impact on everyday life, affecting the health outcomes of autistic people.

Unfortunately, many neurodiverse traits are still misunderstood. Behaviours that stem from genuine The term neurological differences often refers to various neurodivergent conditions, including those experienced by autistic individuals, which the Buckland review of autism aims to address. are often dismissed as laziness, carelessness, being disorganised, or simply being "too much" as a person.

Why Women Are Diagnosed Later Than Men

As a woman who was diagnosed later in life, I know firsthand how easily these struggles can be overlooked.

Research consistently shows that women are diagnosed significantly later than men. What's even more frustrating is that many studies suggest professionals are able to recognise symptoms in girls at an early age. If we can identify these traits, why are so many women still waiting decades for support?

Why are women spending twenty, thirty or even forty years struggling before receiving answers?

The Disability Employment Gap for Neurodivergent People

The disability employment gap remains a major issue across the UK. Many neurodivergent people have the skills, qualifications and experience needed to succeed but continue to face barriers during recruitment and throughout their careers. Employment prospects are often affected by misunderstandings surrounding ADHD, autism and other neurodivergent conditions rather than an individual's actual ability to perform the role.

Throughout my career I've worked for several companies, and looking back I can see that both I and the people around me often overlooked what was really happening.

• I was judged for being late.

• I was judged for missing small details.

• I was judged for seeming overwhelmed, a common reaction towards someone with a learning disability. mental health condition.

Yet nobody noticed that I was putting everything I had into my work. My effort was always there. My commitment was always there. I regularly gave 110%, but the focus often landed on the things I struggled with rather than the things I excelled at.

Autism Employment Statistics in the UK

Official statistics show that autistic people face some of the biggest barriers to employment in the UK. In fact, autism employment statistics consistently demonstrate that autistic adults have one of the lowest employment rates of any disabled group. While awareness of neurodiversity is improving, there is still significant work to be done to create better employment opportunities and more inclusive workplaces for neurodivergent people.

What many people don't realise is that neurodiversity can affect things like time management, organisation, memory, attention and executive functioning. Sometimes it's not that we don't care. It's not that we're not trying. It's that our brains process information differently.

A manager may expect a task to be completed in a certain way at a certain time, but a neurodiverse person may be battling overwhelm, distraction or difficulty prioritising tasks long before they even get started.

Common ADHD Misconceptions That Stop Women Getting the Support They Need

One of the biggest misconceptions about ADHD is that people think we can't focus.

The reality is often the opposite.

Many neurodiverse people don't choose when their brains decide to work, highlighting the need for supported employment options. I can spend hours during the day staring at a task, unable to focus, unable to get started and unable to make progress. Then suddenly, at ten o'clock at night, my brain comes alive. Ideas start flowing. Plans start forming. Solutions appear out of nowhere.

It's frustrating because the ability is there. The timing just doesn't always match what the world expects.

One statistic that really stands out to me is the difference in diagnosis ages between men and women. While many boys are diagnosed with ADHD around the age of seven, women often don't receive a diagnosis until their late thirties or early forties.

Think about the impact that can have on someone's life, especially when considering national statistics on disability employment.

A boy diagnosed at seven has years to understand how his brain works. He can learn strategies, receive support, access resources and develop coping mechanisms.

Meanwhile, a woman may spend decades believing she's lazy, disorganised, overly emotional or simply failing at things that everyone else seems to find easy.

She may spend her entire education and a large part of her career working twice as hard just to keep up, without ever understanding why, which is a reality for many autistic adults facing the disability employment gap.

That is why this conversation matters, as it highlights the importance of understanding and supporting autistic individuals in all aspects of life.

This article isn't about asking people to feel sorry for neurodiverse women. It's about recognising that many of us have spent years struggling silently because nobody noticed.

It's about understanding that receiving a diagnosis later in life is often a relief rather than a burden.

For many women, it's the first time they've realised that there was never anything wrong with them in the first place. They simply had a brain that worked differently.

Why Suitable Employment Looks Different for Everyone

Suitable employment is not about lowering standards or expectations. Instead, it is about recognising that different people work in different ways. Appropriate employment should allow individuals to use their strengths while providing support for areas they find more challenging. For many neurodivergent employees, small adjustments can have a significant impact on performance, confidence and job satisfaction.

As an employer, one of your most important responsibilities is helping your neurodivergent employees feel like they can perform their job to the best of their ability. To do that, it's important to recognise that not everyone has the same strengths and weaknesses, especially within disability groups.

For example, an employee with ADHD may struggle to hold their attention on one large task for a long period of time. Instead of handing them one overwhelming project and expecting them to figure it out, it may be more effective to break it down into smaller tasks, as advised by disability employment advisors. Give them a list of individual steps. Let them build momentum. Often, completing lots of smaller tasks can help them eventually reach the larger goal that was needed in the first place.

I've seen this first-hand, particularly in the context of understanding neurodiversity and how it relates to mental health problems. My partner is a manager at an accounting firm and has an employee with ADHD. The employee sometimes misses small details, forgets to hand things in, jumps between files and occasionally ends up working on things they weren't asked to do.

To someone who doesn't understand ADHD, that might look like carelessness, which is a misconception often held about disabled people, leading to disability discrimination and impacting their employment outcomes among neurodivergent individuals.

To someone who does understand ADHD, it can look very different.

If that employee had a clear checklist of individual tasks, maybe they wouldn't miss the small details. Maybe they wouldn't accidentally write the wrong date. Maybe they wouldn't jump ahead to another piece of work before completing the first one. Sometimes the issue isn't capability. Sometimes it's simply that the A strong support structure is essential for autistic individuals navigating the challenges of disability employment. isn't there.

I think it's incredibly important for employers to care about neurodiversity because strong relationships between employers and employees become even more important during stressful situations, particularly in the context of employment support. When someone feels comfortable asking for help, explaining what they're struggling with or admitting they've become overwhelmed, everyone benefits. Building a supportive workplace isn't just good for employees, it's good for businesses too.

Employment Opportunities for Autistic People Are Still Limited

Although awareness of autism has improved in recent years, employment opportunities for autistic people remain limited. Many autistic adults report difficulties finding work, progressing within organisations or maintaining long-term employment due to environments that do not accommodate their needs. This is particularly true for women whose autistic traits may have gone unnoticed for years.

One of the reasons autistic adults are so often overlooked is because our traits don't always present in the way people expect them to, highlighting the need for a better understanding of how autism presents.

Female neurodiversity is often quiet, yet it represents a significant portion of the million people diagnosed with autism.

It's not always obvious. It's not always disruptive. It doesn't always scream for attention.

Many women spend years learning how to mask their neurodivergent traits, which can make it difficult to navigate health and social situations. We learn how to copy social behaviours, fit in with other people, and hide the things we're struggling with, which is often a significant part of the masking process for adults with a learning disability or autism. We become experts at looking like we're coping even when we're exhausted.

Research suggests that boys are often more likely to show outward signs that attract attention. They're more likely to be physically hyperactive, impulsive or disruptive, making them easier to identify. That doesn't mean all boys are like that and all girls aren't. It simply means that these are the patterns researchers have consistently found.

Girls often learn to internalise their struggles instead.

That's one of the reasons so many women go unnoticed for years.

Experiences of Employment as a Neurodivergent Woman

My own experiences of employment have shown me how important understanding and communication can be. Throughout my career I have often felt pressure to fit into systems that were not designed with neurodiversity in mind. While some employers have been incredibly supportive, others have focused on challenges rather than recognising the strengths that neurodivergent employees can bring to the workplace.

A big misconception around autism is the belief that if someone can speak well, they must not be struggling very much. In reality, being verbal doesn't mean someone isn't autistic; many autistic individuals express their traits in different ways. It doesn't mean they don't face challenges. It doesn't mean they're coping.

I've worked alongside people with autism and noticed that I experience some very similar difficulties. The difference is that mine often present in smaller, less obvious ways, which can complicate the autism diagnosis process. Because I can communicate well and explain my thoughts, people are often more likely to assume I'm fine.

But being able to explain your struggles doesn't stop them from existing.

In workplaces, it's incredibly important to listen when neurodiverse employees tell you what they need. Overwhelming someone can cause them to shut down completely, which is a critical consideration in any supported employment programme. It can make it harder to process information, complete tasks and communicate effectively.

Sometimes allowing someone to step away for five minutes, take a short break or remove themselves from an overwhelming environment can completely change the outcome. Giving someone space to process what's happening can help neurodivergent employees return calmer, more focused and more productive, reducing the risk of poor mental health.

ADHD stands for Attention Deficit Hyperactivity Disorder, but many women don't display the hyperactivity in the way people expect.

For me, hyperactivity isn't running around a room or climbing furniture.

• It's tapping my knee.

• It's twirling my hair.

• It's constantly having thoughts racing through my head.

When boys are young, hyperactivity is often easier to spot because it's more physical. They're running, moving, climbing and burning energy. Girls may have exactly the same level of energy, but it often presents differently and therefore attracts less attention.

Hyperfixations and special interests are another example of how neurodiversity manifests in autistic young people.

Many women become deeply interested in things such as fashion, makeup, books, television shows or particular subjects at school. The difference is that these interests often align with what society already expects girls to enjoy, so nobody questions them, unlike the unique interests often found in the landscape of neurodiversity.

A girl spending hours researching makeup techniques doesn't attract the same attention as a boy who spends hours memorising train models or historical dates, even though both could be examples of intense interests.

Because many female interests appear more socially acceptable or expected, they're often overlooked as potential signs of neurodiversity.

For me, maths became one of those interests, much like the paid employment experience that many people in the UK seek to explore in local supported employment. For someone else it might be makeup, books, music or a particular hobby. The interest itself isn't the important part; rather, it's how autistic people are in employment that truly matters. It's the intensity behind it that often goes unnoticed.

I also believe that one of the reasons many women don't realise they're neurodivergent until their late 30s or 40s is because of the impact hormones can have throughout different stages of life, affecting their mental health support needs.

Many women report that symptoms become more noticeable during perimenopause and menopause as hormone levels change. Research is still developing in this area, but we know that hormones can affect dopamine levels, emotional regulation, concentration and brain fog. For some women, changes in these areas can make neurodivergent traits more difficult to ignore or compensate for.

Women are also often highly socially motivated from a young age. Many of us learn to watch social cues, avoid interrupting people, maintain friendships and adapt our behaviour to fit the people around us. We spend years learning how to make others feel comfortable and how to blend into social situations.

Again, this isn't true for every woman or every man. There are always exceptions. However, neurodiversity statistics and research consistently suggest that girls are more likely to develop masking behaviours, which can make their neurodivergence much harder to identify.

One thing that's always been difficult for me is how misunderstood ADHD can be by people who don't experience it themselves, highlighting the need for better mental health support.

People often see the hyperactive side of ADHD and think it looks fun.

• "You must have loads of energy."

• "You must never get bored," is a misconception often faced by autistic individuals, who may experience the world differently and often need better understanding of autism.

• "It sounds like a superpower."

What they don't see are the depressive episodes, the emotional dysregulation, the overwhelm, and the exhaustion that often accompany mental health issues.

• They don't see how much energy it takes to be around people all day.

• They don't see the effort it takes to get through a workday.

• They don't see the days where even getting out of bed feels impossible.

People see the creative ideas and the enthusiasm, but they don't always see the other side of it.

If I had been diagnosed at seven, like many boys are, I think it would have changed who I am as a person.

Because it would have given me sixteen extra years of understanding.

• Sixteen extra years of tools.

• Sixteen extra years of support.

• Sixteen extra years of knowing that I wasn't broken.

But im lucky for many woman that wouldn't be 16, it would be 27-33 extra years

Growing up, I often felt like I didn't fit in properly. I struggled to maintain friendships. I constantly felt like I was trying harder than everyone else just to belong. I drained myself trying to fit in, trying to make friends and trying to understand why relationships seemed to come so naturally to other people.

If I had understood earlier that I was neurodivergent, I think it would have changed so much.

If the people around me had understood it too, including the challenges autistic people face, it might have changed even more.

I probably wouldn't have spent so many years wondering what was wrong with me.

My parents simply thought I was being a teenager, unaware of the challenges associated with being diagnosed with autism.

Then I turned 18 and nothing changed, which is a common experience for many autistic young people seeking employment support.

I still felt different.

I still felt like I didn't quite fit into the world around me.

I felt like everyone else had been given a handbook for life that I'd somehow missed out on.

I wasn't built for the boxes I was expected to fit into, and I couldn't understand why, a sentiment shared by many adults with autism spectrum, highlighting the barriers to employment they face, which could be addressed through better supported employment programmes.

My mum was diagnosed with ADHD shortly before I was. She was diagnosed at 44 years old. Looking back, I think one of the reasons she sought a diagnosis was because she recognised so many of her own behaviours in me, which are often discussed in autism research.

She started researching ADHD to understand me and ended up understanding herself too.

I think this happens for a lot of women, particularly those navigating the lowest employment rate among autistic individuals.

Often, it's when their children are assessed for ADHD or autism that they begin recognising the same traits in themselves. One of the first questions professionals often ask is whether there is a family history, because neurodivergence frequently runs through families.

Many women spend years supporting their children through diagnosis before realising they have spent their entire lives experiencing similar challenges.

This is another reason workplaces need to be understanding.

For someone who receives a diagnosis later in life, it isn't just a label. It's a complete shift in self-understanding, especially for those navigating the complexities of the employment rate of any disabled person.

Imagine spending twenty, thirty or forty years believing you're lazy, disorganised, emotional or difficult, only to discover there was a reason behind those struggles all along.

Many women have spent their entire careers masking their neurodivergence without even realising they were doing it.

Then they receive a diagnosis and have to learn how to understand themselves all over again, often in relation to their mental health issues.

Personally, receiving my autism diagnosis made a huge difference.

It allowed me to stop fighting who I was.

It allowed me to stop viewing every mistake as a personal failure.

Most importantly, it allowed me to start understanding myself with more compassion.

One of the biggest changes my diagnosis gave me was permission to be myself.

For years, I felt like I had to force myself into boxes that were never designed for me. I spent so much time worrying about how other people perceived me that I carried an enormous amount of guilt around things I couldn't always control.

• Now, if I'm late, I'll apologise.

• If I miss a detail, I'll apologise.

• If I forget something important, I'll apologise.

• But I no longer spend days beating myself up over it.

I can explain that it wasn't intentional and move forward without carrying that guilt around with me, a sentiment often echoed by those with a mental health condition. A huge part of masking for me was feeling ashamed of behaviours that my brain is quite literally wired to do, reflecting the struggles faced by millions of people diagnosed with autism.

Receiving a diagnosis didn't magically fix those challenges, but it helped me understand them.

It helped me stop treating every mistake as a personal failure, which is crucial for improving mental health and life satisfaction.

It's incredibly freeing to finally accept that sometimes I miss details. Sometimes I forget events. Sometimes I need reminding, especially about the importance of neurodiversity in the workplace. Once you understand what support you need and what systems help you function, particularly as a neurodivergent employee, life becomes so much easier.

As a woman who spent years masking, I realise now just how much energy that took.

Having to mask in the workplace can be exhausting

From the outside, masking looks successful. People think you're coping. They think you're fitting in, but many adults with autism spectrum are actually masking their true selves to cope with the challenges of autism at work. They think everything is fine.

What they don't see is what happens when you get home.

I used to get home from work and not want to do anything, a feeling that resonates with many autistic adults facing mental health issues. I didn't want to go anywhere. I didn't want to see anyone. I felt completely burnt out, a common experience for many adults with a learning disability.

I'd be invited to social events and turn them down because I simply didn't have the energy, a common experience for those with long-term health conditions.

Not because I didn't want to go.

Not because I didn't like the people.

But because I'd spent the entire day performing, I often felt exhausted, much like the experiences detailed in the review of autism employment. I'd spent the entire day trying to look capable, trying to look professional and trying to show everyone that I could do what was expected of me.

That level of masking is exhausting.

Another thing people don't often understand about ADHD is how productivity can work.

A neurotypical person might spend three hours completing a task that I could finish in ten minutes when I'm fully engaged and interested in it.

The problem is that I can't always choose when that focus arrives.

When the dopamine is there and my brain clicks into place, I can achieve incredible amounts in a very short period of time.

Unfortunately, workplaces sometimes take advantage of that, especially when it comes to access to employment for neurodivergent individuals. If someone completes tasks quickly, they often get rewarded with even more work. The focus becomes how much they can produce rather than how their brain actually functions, which is a common issue in the work and health programme addressing the disability employment gap.

This is one of the reasons I think many neurodivergent people struggle with traditional 9-to-5 working environments.

Should I be able to work in a traditional workplace as a neurodivergent woman?

I currently work 20 hours for a company, largely from home, and I can complete my work when my brain is ready for it. When I have the focus, the energy and the motivation, I often achieve far more than I would if I were forcing myself to sit at a desk during hours where my brain simply isn't cooperating, which is a common experience among neurodivergent employees.

That flexibility works incredibly well for me, especially in environments that embrace neurodiversity at work.

But I also believe neurodivergent people should be able to succeed in traditional workplaces too, despite the challenges posed by employment rates.

The difference is that employers need to be willing to work with them rather than expecting them to fit a system that wasn't designed for them.

My employer is a great example of this, as they actively support the employment experience of autistic people through a supported employment programme.

They know I'm capable.

They know I can do the work.

If I don't understand something, they don't assume I'm incapable; they recognize that autistic people may require different explanations. Instead, they explain it differently. They'll make an extra call. They'll write it down another way, accommodating different autistic traits to facilitate better communication. They'll find a different approach until it clicks, which is crucial for improving health outcomes in neurodivergent individuals.

The issue isn't that I can't do the task; it's that the environment may not be supportive of disabled people in the UK.

The issue is that sometimes I need information presented differently, especially in a way that accommodates autistic people.

Once I understand something, I can usually repeat it successfully moving forward. It might take me slightly longer to grasp initially, but once it's there, it's there, much like the employment gap faced by many neurodiverse individuals.

That's the difference between support and judgement.

Support asks, "How can I help this person succeed?"

Judgement asks, "Why aren't they doing this properly?" Instead of considering the unique challenges that autistic people may encounter, it’s crucial to incorporate insights from the national institute for health.

Finding Employment When You Think Differently

Trying to find employment can feel particularly challenging when you are constantly questioning how you are being perceived. For many neurodivergent people, interviews assess social performance as much as professional capability. This can create unnecessary barriers towards employment despite candidates having the skills required to excel in the role.

The same challenges often appear throughout an individual's employment history and during recruitment.

The idea of sitting in a traditional interview can be overwhelming.

Before I've even walked into the room, I've already overthought everything.

• Am I sitting correctly, or is my posture affecting my ability to focus on work, especially in relation to autism at work?

• Am I making enough eye contact?

• Am I making too much eye contact?

• Am I smiling too much?

• Am I not smiling enough?

• Am I talking too much?

• Am I talking too little?

The entire process can feel exhausting before it has even started, particularly for those navigating the autism spectrum disorder.

Neurodiversity in the Workplace Benefits Everyone

Neurodiversity in the workplace should not be viewed as a challenge that employers need to manage. It should be recognised as an opportunity to bring different perspectives, problem-solving approaches and creative thinking into organisations. When employers invest in understanding neurodivergent employees, the benefits extend far beyond the individual and often improve outcomes across entire teams.

When you're already managing anxiety, masking and overthinking, interviews can become less about your ability to do the job and more about your ability to perform socially under pressure.

Neurodiversity in the workplace should not be viewed as a challenge that employers need to manage. It should be recognised as an opportunity to bring different perspectives, problem-solving approaches and creative thinking into organisations. When employers invest in understanding neurodivergent employees, the benefits extend far beyond the individual and often improve outcomes across entire teams.

Many neurodivergent people spend years developing skills that others may never need to learn. We become adaptable because we've spent our lives finding alternative ways to complete tasks. We become resilient because we've had to overcome challenges that aren't always visible to other people. We often approach problems from different angles, ask questions others haven't considered and spot solutions that may otherwise be overlooked.

Creating a neurodiverse workplace isn't about giving people special treatment. It's about recognising that different people work differently. A simple adjustment, a different way of communicating instructions or a little extra understanding can be the difference between someone struggling and someone thriving.

The reality is that every employee brings their own strengths and challenges to work. Neurodivergent employees are no different. The difference is that our challenges are often more visible than our strengths. When employers focus on what people can do rather than what they struggle with, everyone benefits.

A workplace that supports neurodiversity is often a workplace that supports everyone. Clear communication, flexible working, structured tasks and supportive management don't just help neurodivergent employees; they create a better working environment for entire teams. In many ways, the adjustments that help neurodivergent people succeed are simply examples of good management and good leadership.

Have I Experienced Disability Discrimination Without Realising It?

I sometimes wonder whether employers view neurodivergent applicants differently.

Legally, they shouldn't, especially considering the support available from the department for work and pensions.

But the reality is that many neurodivergent people question whether disclosing a diagnosis will impact how they're perceived.

Would someone choose another candidate over me because I have ADHD?

Would they assume I couldn't handle the workload?

Would they worry I'd be difficult to manage?

The truth is, I don't know.

And I think the fact that so many neurodivergent people ask themselves those questions says a lot.

Sometimes I wonder how many opportunities I may have missed without ever knowing why. If two candidates walk into an interview with the same qualifications, the same experience and the same passion for the role, would a diagnosis change how one of them is viewed? I'd like to believe the answer is no, but I don't think many neurodivergent people can honestly say they've never questioned it. When you've spent years being told you're too much, too emotional, too disorganised or too forgetful, it can be difficult not to wonder whether those assumptions follow you into the workplace too.

I also find myself questioning whether employers truly understand what a neurodivergent diagnosis means. If I disclose that I have ADHD, do they see someone who thinks creatively and solves problems differently, or do they immediately focus on the stereotypes? Do they see someone who may occasionally need support, or someone they assume will be difficult to manage? The reality is that I have no way of knowing what someone is thinking during an interview, and that's part of what makes it so difficult.

As a woman, I sometimes wonder whether being diagnosed later in life adds another layer to that uncertainty. If I'd been diagnosed as a child, would employers see me differently? Would I have understood my own strengths and challenges sooner? Would I be more confident discussing my neurodiversity during interviews? Sometimes I think the hardest part isn't the diagnosis itself, but the years spent questioning yourself before you ever receive one.

What makes it even more complicated is that many neurodivergent women become experts at masking. If I don't disclose my diagnosis, an employer may never know I'm neurodivergent. If I do disclose it, I can't help but wonder whether it changes how they perceive me. Neither option feels entirely comfortable. One leaves you hiding part of yourself, while the other can leave you worrying about being judged for something that has nothing to do with your ability to do the job.

Adjustments that could help give access to employment to those with neurodivergent conditions

There are also simple adjustments that can make a huge difference in workplaces.

For some people, that might be access to noise-cancelling headphones.

For others, it might be a quiet space where they can step away and regulate when things become overwhelming.

Sometimes it might be the ability to take a short five-minute break, reset, and come back focused rather than forcing someone to push through until they're completely burnt out, which is crucial for neurodivergent and neurotypical individuals alike.

Environmental factors matter too.

Lighting can be a perfect example.

Some neurodivergent people find bright lighting helps them stay alert and focused.

Others find it overwhelming, particularly when navigating the barriers to employment that neurodivergent individuals often face.

For me personally, certain lighting can trigger migraines and make it harder to concentrate.

The key isn't finding one solution that works for everyone.

The key is recognising that everyone is different.

Interruptions can also have a significant impact.

If I'm deeply focused on a task and get interrupted, it can take a long time to get back into that mindset again, which can impact my mental health and life satisfaction. What looks like a small interruption to someone else can completely derail my concentration.

Work expectations can be another challenge.

Multitasking, competing deadlines and large workloads can quickly become overwhelming if tasks aren't structured clearly.

Something as simple as breaking a project into smaller steps can make a huge difference.

A manager could say:

"This task should take around ten minutes. Let's complete that first."

Then once that's established, we can focus on improving employment outcomes among neurodivergent individuals.

"Great, now let's move on to the next part."

Those small adjustments often help disabled people far more than people realise.

Networking with a disability that effects your social capability

Networking is another area that can feel incredibly difficult.

Many workplaces place huge emphasis on socialising, networking and confidently approaching strangers.

For some neurodivergent people, that isn't natural at all, especially when considering the lack of understanding of autism in society.

The pressure to walk up to someone and start a conversation can feel overwhelming, especially for adults with autism spectrum disorder.

In my experience, people often find their place naturally if they're given the space to do so.

The more pressure that's applied, the harder it can become.

Sometimes support isn't about forcing someone to behave differently.

Sometimes it's about creating an environment where they can succeed as themselves.

These adjustments can also positively impact physical or mental health, helping employees avoid burnout, overwhelm and unnecessary stress.

About the author

Assunta Jones is a Social Media Manager, Project Manager and content writer working with charities, startup communities and youth organisations across the UK. After being diagnosed with ADHD as an adult and currently pursuing an autism assessment, Assunta writes openly about neurodiversity, disability, employment and mental health. Drawing from both personal experience and professional work supporting communities, she aims to raise awareness of the challenges neurodivergent people face while highlighting the strengths they bring to workplaces and society.

Thank you so much for posting this Assunta, this is a real gritty, honest take on neurodiversity and I love it - it poses some serious questions in there and highlights some real scenarios. You are an asset to the community, and us - and we support you. 🥇