Neurotypical Privilege and Its Impact on the Workplace

Neurotypical privilege refers to the advantages that individuals who naturally exhibit standard cognitive and behavioural patterns—termed as neurotypical—enjoy within society and specifically in the workplace. These individuals align with societal norms in how they think, process information, and communicate, making it easier for them to navigate environments that were predominantly designed with their traits in mind.

In a workplace setting, neurotypical privilege might manifest in several ways:

Communication: Conventional modes of communication and social interaction favour neurotypical behaviours, which can side line neurodiverse individuals who may communicate differently.

Work Environment: Standard office layouts and work schedules cater to neurotypical preferences and working styles, often overlooking the needs of neurodiverse employees such as those requiring quieter spaces or flexible hours.

Professional Development: Training and professional development programmes typically cater to neurotypical learning styles, disadvantaging those who might benefit from alternative educational approaches.

Recruitment and Career Advancement: Recruitment processes often favour candidates who can navigate traditional interviews and networking events — formats where neurotypical individuals are likely to excel.

The predominance of neurotypical norms can lead to significant challenges for neurodiverse employees, impacting job performance, satisfaction, and career progression:

Underutilisation of Talent: Neurodiverse individuals often bring unique skills and perspectives that are underutilised due to a lack of awareness or appropriate support within workplace structures.

Increased Turnover: Without proper support, neurodiverse employees may feel undervalued and misunderstood, leading to higher turnover rates.

Equity and Inclusion Issues: A lack of proactive measures to accommodate neurodiverse needs can lead to inequities, affecting the overall inclusivity of the workplace.

To mitigate these impacts, it is crucial for organisations to:

Foster Awareness and Education: Implement training sessions for all employees to understand neurodiversity and the challenges faced by neurodiverse colleagues.

Revise Policies and Practices: Evaluate and adapt recruitment, communication, and management practices to be more inclusive of neurodiverse employees.

Create Supportive Environments: Design workspaces and offer flexible schedules that cater to diverse needs, enhancing productivity and comfort for all employees.

Leverage Technology and Tools: Utilise assistive technologies and tools that aid neurodiverse employees in performing to their potential.

Read more in the LSE blog