Almost two-thirds (63%) of neurodivergent employees have ‘masked’ – suppressed emotions, discomfort or thoughts connected to their neurodivergence at work, with negative impacts including stress, anxiety and fatigue, finds a report from Pearn Kandola.
Pearn Kandola surveyed more than 600 neurodivergent workers in the UK, exploring the effects of masking include anxiety and stress, exhaustion and fatigue, frustration and poorer mental health. The research sought to investigate the experiences of neurodiverse individuals, both as job candidates and employees.
The Neurodiversity at Work Report 2024 report said masking had a “considerably negative impact on employees”, and was likely affecting their self-confidence at work as well as their performance. The report’s findings highlight a lack of understanding of neurodivergence, contributing to negative attitudes and bias. Organisations should raise awareness internally to support existing neurodivergent employees as well as training hiring managers to prevent unconscious bias from affecting decision making, says the report.
The report makes five key recommendations: develop understanding of neurodivergence, take an active approach to offering support and adjustments, mention inclusion policies in attraction materials, review recruitment processes, and build psychological safety.
Some 29% of respondents say they feel uncomfortable, and 13% very uncomfortable, to ask for adjustments at work. The report points out that as not every neurodivergent employee will feel comfortable to disclose or ask for support, it’s the role of organisations to create safe spaces for neurodivergent staff.
- Read the full report: https://pearnkandola.com/research/neurodiversity-at-work-report-2024/
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