As a psychologist specializing in psychotherapy, I’ve worked with many neurodivergent individuals who encounter unique challenges in their workplaces. Whether you’re autistic, have ADHD, dyslexia, or another neurodevelopmental condition, it’s clear that traditional work environments are often not designed with neurodiverse needs in mind.

Effective self-advocacy begins with clarity about what you need. Reflect on how you work best and where you face difficulties. For instance, consider whether open-plan offices or noisy spaces make it hard to concentrate, or whether clearer deadlines and written instructions could help you stay on track.

A useful first step is to track your experiences at work. Pay attention to when you feel productive and when tasks seem overwhelming. For example, one client, an autistic IT consultant, found that frequent back-to-back meetings left him drained. By reflecting on this, he realised he needed uninterrupted “focus hours” in his schedule and requested his team to shift some communication to email or Slack instead of constant video calls.

Another client, a marketing professional with dyslexia, struggled to meet tight deadlines due to the extra time she needed for proofreading. After careful consideration, she requested longer lead times for projects and began using collaborative tools like Google Docs, where colleagues could review her work, reducing her stress and improving the final results.

Plan Your Conversation Thoughtfully

Take the time to educate those around you, as they may not have a deep understanding of neurodiversity.  Besides, it’s important to remember that neurodiversity exists on a spectrum, with each individual having unique experiences. Because of this, your boss or colleagues may not fully understand what being neurodivergent, such as autistic or having ADHD, means for you. This will help you advocate for specific adjustments that work best for you.

When you’re ready to discuss accommodations, preparation is key. Think of the conversation as a collaboration where your goal is to help your employer understand how they can support you. Start by highlighting your strengths and framing your request as a way to enhance your contributions.

For example, a project manager with ADHD might say:
“I’m great at managing complex projects, but I perform best when priorities are clear. Could we have a short meeting on Monday mornings to outline key goals for the week? This would help me stay on track and deliver stronger results.”

Similarly, an autistic software engineer might share:
“Large group meetings can feel overwhelming for me, but I want to stay engaged. Could I review the meeting notes beforehand and provide my input via email instead of during the call?”

If you’re nervous, practising the conversation with a trusted friend, mentor, or therapist can help you refine your approach and build confidence.

Specific Accommodations That Can Help

There’s no one-size-fits-all solution, but here are some accommodations that have been transformative for my clients:

Adjustments to the Work Environment

For those sensitive to noise or light, quiet workspaces, noise-cancelling headphones, or dimmable lighting can be game-changers. One client, an autistic graphic designer, thrived after gaining access to a quiet room for focus-heavy tasks. Similarly, some workplaces offer sensory-friendly break rooms where employees can recharge.

Flexible seating arrangements can also help. If moving around or working in different spaces reduces sensory overwhelm, it’s worth discussing this with your employer.

Scheduling and Workflow Adaptations

Flexible working hours can align with your natural energy patterns. For example, a writer with ADHD I worked with found she was most productive in the late afternoon. By starting her day later and scheduling focus-heavy tasks during her peak energy hours, she significantly improved her output.

Regular check-ins with a manager can also make a big difference. Short, weekly meetings to review priorities can help employees with ADHD or executive functioning challenges stay organised and on track. Additionally, requesting extended deadlines for certain tasks, like proofreading or writing, can give employees with dyslexia the time they need to deliver quality work without unnecessary stress.

Communication Adjustments

For those who struggle with verbal instructions, written summaries of meetings or key points can provide clarity and reduce the chance of misunderstandings. One client with ADHD found that receiving follow-up emails after meetings helped her stay focused and meet deadlines more effectively.

If real-time conversations feel overwhelming, tools like Slack or email can give you more time to process and respond thoughtfully. This approach has worked well for several of my clients, especially those on the autism spectrum who prefer written communication.

Technology and Tools

Assistive technologies like Grammarly or text-to-speech tools can support employees with dyslexia by making reading and writing tasks more efficient. For employees with ADHD, apps like Todo lists or visual timers can provide structure and help with time management.

Task-management platforms are invaluable for breaking down large projects into manageable steps. One programmer with dyslexia found that using a code editor with a “read-aloud” feature allowed her to spot errors she might otherwise miss.

Team and Manager Training

Creating a more inclusive workplace isn’t just about individual accommodations. Educating managers and colleagues on neurodiversity can lead to greater understanding and better collaboration. For instance, after one of my autistic clients advocated for neurodiversity training in her office, her manager became much more supportive, adapting team processes to better suit her strengths.

Advocacy is a Strength

Self-advocacy isn’t just about asking for accommodations, it’s about embracing your strengths and ensuring the workplace values what you bring to the table. Each time you advocate for your needs, you’re also paving the way for a more inclusive environment for others.

If you’re navigating workplace challenges or would like support in creating an advocacy plan, I’m here to help. Click here to learn more about how we can work together to help you thrive in your workplace.