When my therapist first asked me if I had ever been diagnosed with ADHD, I was speechless.
My mind instantly went to the 1990s image of ADHD I had from growing up—young boys who struggled to sit still in school and interrupted a lot. I remember hearing about it on the news and hearing comments from teachers and parents.
Because of that, it took me a while to look into it and eventually gain a diagnosis. I struggled to understand how it showed up for me and why answering the question would give me a significant amount of answers.
I simply couldn’t see myself in what I thought ADHD was.
Eventually, I got my diagnosis. From there, I quickly learned that the misconceptions and myths I had about not just ADHD but all other neurodivergence were very dangerous.
I found in reflection how these misconceptions turned to biases that altered the ways I interacted, thought, and even spoke about people with neurodivergence throughout my life. It had become a stereotype where I viewed others negatively because of these differences.
My diagnosis humbled my outlook and exposed my own stigmatization of neurodiversity and even disability.
Sadly, myths and misconceptions are very prevalent. They are often induced by misinformation through click-bait articles or misrepresentations on shows, movies, and social media. Over the years, they have led to incomplete research and missed and underdiagnoses. They also creep from our social understanding into our workplaces.
At work, neurodivergent individuals often struggle with being misunderstood, believed, and getting the support they need. They sometimes get put into buckets or are only designated for specific work, leaving them out of advancement opportunities. Their behavioral symptoms are “workplace issues” instead of reflective leadership opportunities.
Because of that, it is critical to call these outright and speak out on stigmatizing language and misinformation.
In this blog, we will break down ten common myths and misconceptions.
Five Key Highlights:
Broad Definition: Neurodiversity includes a range of conditions like ADHD, Autism, dyslexia, and more, representing diverse thinking and learning styles.
Individual Differences: Neurodivergent individuals have unique traits and needs, requiring personalized support and understanding.
Involuntary Behaviors: Many neurodivergent behaviors are uncontrollable and stem from neurological differences, necessitating empathy and appropriate support.
Intellectual Strengths: Neurodivergent individuals often have unique cognitive strengths that enhance creativity, problem-solving, and specialized skills.
High-Pressure Potential: Neurodivergent individuals can excel in high-pressure situations, bringing valuable problem-solving skills and concentration.
Myth: Neurodiversity Only Refers to Autism
Fact: While neurodiversity was a concept developed by Judy Singer and other autistic scholars in the 1990s, it is the idea that brain variations exist across populations developing cognitive diversity.
It reflects various perspectives, experiences, and thinking styles among all people.
However, it is often used to refer to neurodivergence, an umbrella term for the unique ways each person's brain develops.
Neurodivergence encompasses a range of neurological and developmental differences, including ADHD, Autism, dyslexia, dyspraxia, and more.
Impact: This misconception narrows the understanding of neurodiversity and, in some cases, limits equitable support and educational/workplace programming for individuals with other neurodiverse conditions. It can lead to inadequate resources and awareness for those with non-autistic neurodivergence.
Myth: Neurodiversity is a Modern Trend
Fact: Neurodiversity is not new; it has been part of human variation throughout history.
Historical accounts and recent research indicate that many notable figures from the past may have been neurodivergent, contributing significantly to arts, science, and society.
Some scientists have even conducted theoretical research tracking neurodiversity’s prevalence in the human genome to advance society throughout evolution.
Impact: Labeling neurodiversity as a modern trend belittles the experiences of neurodivergent individuals and overlooks their long-standing presence and contributions to society. It also undermines the importance of understanding and accommodating neurodivergence in all areas of life, from education to the workplace.
Myth: Neurodivergent Behaviors Are Intentional
Fact: Many behaviors associated with neurodivergence are not within the individual's control and result from differences in their brain and nervous systems.
Differences in behaviors and impulses stem from distinct neurological wiring, sensory processing differences, and executive functioning challenges.
For example, actions like stimming, fidgeting, tics, impulsivity, or avoiding eye contact are automatic responses to stimuli and coping mechanisms, not choices.
Impact: This misconception can lead to blaming and punishing neurodivergent individuals for behaviors that are part of their neurological makeup, increasing stress and reducing self-esteem. It overlooks the need for understanding and supportive strategies.
Myth: Neurodiverse Individuals Are Less Intelligent
Fact: Although neurodivergent individuals may learn and process information differently, neurodivergence does not determine intellectual ability.
According to Delta Psychology, “intelligence is a complex and multifaceted construct that includes a wide range of cognitive abilities, such as reasoning, problem-solving, learning, and adaptation.”
Neurodivergent individuals often have unique cognitive strengths, such as inventive thinking and attention to detail, highlighting their intellectual capabilities.
Impact: This myth undermines the potential of neurodivergent individuals, leading to discrimination, lack of career advancement, and fewer opportunities. It can cause significant harm to their self-worth and limit their ability to demonstrate their capabilities.
Myth: Neurodivergent People Lack Empathy
Fact: Neurodivergent individuals may experience and express empathy differently, but this does not mean they lack it.
Research indicates that autistic individuals often have high emotional empathy, meaning they can deeply feel with others, even if they have difficulty interpreting social cues. Similarly, individuals with ADHD may experience hypersensitivity, leading to high levels of empathy.
Impact: This stereotype can result in social isolation and misunderstanding, as neurodivergent individuals may be unfairly judged and excluded. It overlooks how neurodivergent people express empathy, which may differ from neurotypical norms.
Myth: Neurodivergent Individuals Are Always Antisocial
Fact: Neurodivergent individuals can be extroverted or introverted, and their social preferences vary widely.
Although different stimuli, communication, and interests may impact neurodivergent socialization, some prefer solitary work, while others enjoy team interactions. Respecting individual preferences is critical.
Impact: This misconception can cause social and professional alienation, as neurodivergent individuals may be mistaken and unfairly judged based on inaccurate stereotypes. It disregards the social diversity within neurodivergent communities.
Myth: Neurodiverse Talent Can Only Work in Specific Roles
Fact: Neurodivergent individuals succeed in various roles and industries. They can be highly productive and often bring special strengths and perspectives that enhance workplace creativity and problem-solving.
Additionally, neurodivergent individuals can also be influential leaders. Their unique perspectives can drive innovation and create more inclusive workplaces.
The EARN Organization reports that some exceptional talents include:
Technical, design, and creative strengths
New ways to solve problems
High levels of concentration
Keen accuracy and ability to detect errors
Strong recall of information and detailed factual knowledge
Reliability and persistence
Impact: This myth can limit career opportunities. It prevents employers from recognizing the diverse talents neurodivergent individuals can bring to various roles and industries.
Myth: Neurodiverse People Can't Handle High-Pressure
Fact: Neurodivergent individuals can excel in high-pressure situations.
Research by Deloitte showed “that teams with neurodivergent professionals in some roles can be 30% more productive than those without them.”
Their ability to work urgently with high concentration levels helps them approach challenges from different angles, making them invaluable in stressful environments.
Impact: This misconception can lead to neurodivergent individuals being overlooked for roles that involve high stakes or tight deadlines. It also underestimates their potential to contribute significantly to crises or fast-paced industries.
Myth: Neurodivergent Employees Can't Succeed in Professional Settings
Fact: Neurodivergent individuals can thrive in professional environments, especially when workplaces are inclusive and accommodating.
As mentioned earlier, they are highly capable and successful in various fields.
Examples of businesses benefiting from neurodiversity initiatives:
JPMorgan reported fewer errors in work and a 92% increase in productivity
EY has saved 3.5 million hours through its Neuro-Diverse Centre of Excellence
SAP saw a $40 million saving on a single project by a neurodivergent employee
Microsoft, along with the previous three companies, reports more than 90% retention rates
As Bryan Gill shared in an interview with CNBC, “No one is cleaning cafeterias or sweeping the parking lot,” he says. “They are doing jobs that are critical to our success.”
Impact: This belief restricts career opportunities and professional growth for neurodivergent individuals. It leads to workplace discrimination and a lack of inclusive practices that could otherwise harness neurodivergent strengths.
Myth: Neurodivergent Accommodations Are Too Costly
Fact: While not all neurodivergent employees require accommodations, according to the Job Accommodation Network(JAN), providing accommodations in the workplace is often low-cost.
Examples by JAN include:
Peer-to-peer or traditional mentoring
Consistent feedback and positive reinforcement
Flexible breaks or remote work at times
Assistive reading technologies or standing desks
Private office space or noise-canceling headphones
The benefits of inclusivity often outweigh the costs, with businesses reporting improved retention, attendance, and productivity.
Impact: This misconception discourages employers from implementing necessary accommodations, leading to higher turnover, lower productivity, and a lack of diversity in the workplace.
To unlock a workforce's full potential, it's important to understand and address common myths and misunderstandings about neurodiversity. By recognizing the strengths and challenges of neurodivergent individuals, we can create more supportive environments in workplaces, schools, and society.
This not only helps neurodivergent individuals thrive but also enriches our communities with diverse perspectives and talents.
Since embracing my neurodiversity, I have dedicated myself to breaking the stigma by sharing my personal story and educating businesses to help do the same for others.
Contact us at Collectively Neurodiverse to embark on your neurodiversity journey and create a more inclusive workplace.
Let’s move beyond stereotypes and embrace the full spectrum of human diversity.
We offer tailored training, leadership coaching, and organizational consultation to support neurodiverse employees and foster a culture of understanding and productivity.
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