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my employee thinks I’m intolerant of neurodiversity
- An employee named Rita, who has ADHD, wrote a blog post detailing an interaction where her manager gave her negative feedback on her behaviors.
- Rita argued in her post that managers should undergo training to understand and manage neurodivergent staff, highlighting the challenges of adhering to neurotypical workplace norms.
- The manager expressed uncertainty about how to approach the situation, acknowledging biases and the lack of understanding regarding Rita's experience.
- The writer highlights that workplace expectations often overlook neurodivergent perspectives, and managers generally lack training in managing neurodivergent employees.
- It's noted that Rita chose not to disclose her ADHD diagnosis at work due to concerns about stigma and potential misinterpretations of her behavior.
- While feedback should not be avoided due to potential neurodivergence, there is a need for a broader understanding of professional behavior that considers diverse perspectives.
- Managers are encouraged to reflect on how they handle feedback, considering the impact of factors like neurodivergence and adjusting their approach accordingly.
- The manager is advised not to address the blog post with Rita but to use the insights gained to reassess their approach to feedback and workplace accommodations.
- While workplace norms may be challenging to change, individuals can strive to be more inclusive and understanding of diverse experiences, including neurodiversity.
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