These Great Minds September 2024

“No, I don’t think they are the same at all.”

“I think depression/anxiety could be considered a neurodivergence, but if you just had either of those I wouldn’t call yourself a neurodivergent.”

“This is complicated and I don’t really fully know how I feel about this.”

This question popped up on the neurodiversity subreddit three years ago and sparked a long, riveting discussion. If I’m neurodivergent and I also deal with mental illnesses, could they be connected? For instance, how do you link autistic traits to neurodivergence but not the depression that stems from it?

👋 Hey there, welcome back to our community of neurodivergent professionals, These Great Minds! In this edition, we’re diving into the connection between mental health and neurodiversity. You’ll discover how these two intersect and gain some proactive tips to care for your mental health at work as a neurodivergent professional.

The intersectionality of mental health and neurodiversity

Autism, ADHD, dyslexia, dyspraxia, or Tourette’s…

These conditions, which affect how our brains develop, are called neurodevelopmental conditions.

And they are not mental health conditions, but they often lead to mental health issues like burnout, anxiety, depression, and insomnia. In fact, 7 out of 10 neurodiverse employees are suffering from mental health issues.

🚨 Unique stressors: Neurodivergent people experience the world differently, which can sometimes lead to heightened stress and anxiety.

1 in 7 UK adults report that their mental health is currently either bad or the worst it’s ever been.

In contrast, up to 50% of autistic individuals experience depression at some point in their lives, and up to 50% of those with ADHD face one or more anxiety disorders.

❤️‍🩹 Feeling isolated: Sometimes, negative attitudes or a lack of understanding from others can make you feel isolated and lonely, triggering mental health conditions.

🧠 Navigating social norms: Neurodivergent individuals often find it challenging to meet societal expectations in social relationships, which can contribute to mental health issues.

Do you tend to hide your neurodivergent traits at work?

If you do, you’re certainly not alone.

One of the biggest challenges for neurodivergent employees at work is something called masking 😶‍🌫️ — simply put, hiding your neurodivergent traits to fit in. Up to 75% of employees mask at work, often because they’re worried about being misunderstood or facing discrimination.

Masking can lead to serious issues, as Jess Meredith, CEO & Founder of Differing Minds, explained in our recent conversation with her:

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“I’m going to mask or suppress my neurodivergent traits in order to fit in. And what can happen is if you do that over a period of time, it’s exhausting. It’s draining, it’s really debilitating. And it can lead to burnout. It can lead to leaving a job, or it can lead to significant mental health difficulties.”

Have you ever had to mask at work? Share your story with our community of neurodivergent professionals. Hearing your lived experience can make others feel less alone and more empowered.

Here are 3 proactive tips for better mental health at work

🧘🏻‍♀️ Take a mental health day off

Sometimes, the best thing you can do for your mental health is to take a step back and give yourself a break. A mental health day is a chance to recharge, reduce stress, and come back to work feeling refreshed. Think of it as a way to invest in your well-being.

If you’re feeling overwhelmed, don’t hesitate to take a day just for you — whether that means booking time off, calling in sick (which can be tricky), or using a weekend or public holiday.

🎧 Ask for workplace adjustments

Advocating for yourself can make a world of difference. Consider asking for reasonable adjustments at work—like flexible hours, a quieter workspace, or even noise-cancelling headphones. These options are becoming more common, but other important adjustments, like assistive technology, can greatly impact your well-being and productivity.

Here are a few assistive technologies you can benefit from:

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• Captioning and note-taking software, like Caption.Ed
• Voice recognition software
• Dictation software, like TalkType
• Optical Character Recognition systems
• Screen readers
• Mind maps, like AYOA
• Specialised keyboards and mouse technology.

Have an open conversation with your manager or HR about your accommodation needs. Remember, these adjustments aren’t perks — they’re essential for keeping your mental health in check and helping you perform at your best.

💰 Benefit from the Access to Work Scheme

If you’re in the UK, the Access to Work scheme offers practical support to help you manage your mental health at work. This government-funded grant could provide up to £69,260 in support, including funding for assistive technology, mental health support services, or even help with transportation if anxiety makes your commute tough. It’s definitely worth looking into—this kind of support can make your workday a lot more manageable.

Be a Mental Health Advocate in Your Workplace

You can make a big difference by advocating for better mental health practices where you work. You can start by having open conversations with your colleagues and managers about why mental health and neurodiversity matter.

This month, we published a special edition on mental health and neurodiversity in our LinkedIn Newsletter, Inclusive Workplaces, which now helps over 1,000+ HR professionals. Why not share this free resource with your manager or HR team, including practical tips that will help create a more inclusive workplace for neurodivergent talents like you?

Remember, advocating for yourself and others isn’t just about improving your own experience—it’s about making your workplace a more inclusive place for everyone.

Thanks for joining These Great Minds!

Whether you’re already a big fan of our work or stumbled upon our newsletter on social media, I’m really excited that you’ve joined us from the beginning of this initiative! That said, our community is just starting to bloom. Feel free to recommend our newsletter to your peers if you think they’d find it valuable.

Looking forward to speaking you again next month! Subscribe now to receive the next edition. 📩