Where neurodiversity meets mental health: supporting the wellbeing of people with neuro-differences

Studies consistently show that neurodivergent people are at significantly higher risk of developing mental health issues than neurotypical people – and a lack of understanding and specialist support only serves to compound the problem. Ripple&Co CEO Eileen Donnelly explores the intersectionality of neurodiversity and mental health and explains how employers can take a neuro-inclusive approach to mental health and wellbeing.

What proportion of the population is neurodivergent?

Estimates vary, but the research suggests that between 15-20% of the world’s population exhibits some form of divergence from what is considered ‘neurotypical’ or average brain function. It’s a sizeable demographic, but it’s one that’s often overlooked when it comes to managing mental health and wellbeing.

When we think of neurodivergent conditions, the first one that comes to mind is often autism, thanks to its high-profile depictions in films like ‘Rain Man’ or ‘A Beautiful Mind’. Yet autism is in fact one of the least common neuro-differences, with just 1 to 2% of the population estimated to be autistic - far less than the 10% with dyslexia, for example, the 8% with ADHD, the 8% with dyspraxia, or the 6% with dyscalculia.

Neuro-differences and mental health

While neurodivergent conditions are not mental health conditions, they are a significant risk factor for developing mental health problems.

Studies have found that 50% of adults with ADHD and 47% of adults with autism will experience an anxiety disorder, while 70% of adults with ADHD and 40% of adults with autism will have a co-diagnosis of depression. The suicide risk for autistic people, too, is significantly higher, with autistic women 13 times more likely to die by suicide than non-autistic women. As our understanding grows, studies are also starting to uncover a significant overlap between neurodivergence and eating disorders such as anorexia and bulimia, and body dysmorphia.

The reasons for the higher incidence of mental health problems among neurodivergent people are complex, but one of the key factors that emerges is the unrelenting stress involved in having to navigate a neurotypical world.

Neurodivergent people can often feel that they have to suppress their natural behaviours and behave in a ‘normal’ way in order to fit in and be accepted. Known as ‘masking’, this kind of behaviour can be exhausting, and it can have a significant impact on an individual’s cognitive and emotional bandwidth, leading to physical and mental stress and potentially to burnout. Even when support is available, neurodivergent individuals can find it hard to advocate for themselves and may be reluctant to ask for help for fear of attracting attention.

In addition to problems with communication and social interaction, neurodivergent people may also experience problems with hyper-sensitivity to noise, light and other sensory stimuli, which creates its own mental health challenges in a world where it’s increasingly hard for all of us to ‘switch off’.

Stereotypes around neurodivergence

We’re all familiar with the impact of negative stereotypes, but even ‘positive’ stereotypes around neuro-differences can be harmful. Misconceptions around neuro-minorities having ‘super-powers’ or unique skills, for example, can create unhelpful expectations in the workplace or cause people to feel excluded and othered. As with individuals from many marginalised groups, neuro-minorities can also experience ‘stereotype threat’, where they worry about conforming to stereotypes about people with their condition and go to great pains to avoid doing so.

Social stigma and exclusion

Despite growing awareness and understanding of neurodiversity, neuro-minorities continue to face stigma in society, and this in turn can lead to feelings of low self-worth and isolation – both key risks factors for stress and anxiety. They can also face greater economic insecurity, being significantly less likely than their neurotypical counterparts to be in employment - and if they are in work, they tend on average to be paid less than their neurotypical peers.

While there has been a welcome shift towards providing greater support around mental health and wellbeing in recent years, approaches and interventions have tended to be designed with a neurotypical focus. Finding mental health resources and support that are tailored to the needs of neurodivergent people can be challenging and there is frequently a lack of understanding of how mental health problems present in neuro-minorities, with indicators often dismissed as simply being symptoms of someone’s condition, rather than warning signs that all is not well.

Changing attitudes to neurodiversity in the workplace

The good news is that with a growing understanding of neurodiversity has come a burgeoning appreciation of the business benefits of a neurodiverse workforce. Different ways of thinking can give rise to niche skills, support greater creativity and encourage ‘out of the box’ thinking, and many companies now actively recruit neurodivergent people for these very reasons.

According to associate professor of psychology at the Bath University, and the university’s lead on GW4 Neurodevelopmental Neurodiversity Network, Dr Punit Shah, the concept of neurodiversity is going a long way to challenge our preconceived and often negative approach to neurodivergence. Shah believes that “neurodiversity is a new and an exciting concept, a powerful concept that’s reframing a traditional of thinking about neuro-developmental disorders and conditions to focus on the strengths and celebrate the differences amongst neurodivergent people.”

So how can organisations support the mental health and wellbeing of their neurodivergent employees?

1.      Train your Mental Health First Aiders

Mental health problems can often display differently in people with neuro-differences, which means that training your first aiders to spot the signs is crucial. It’s also the case that certain common techniques for things like stress management aren’t suitable for neurodivergent people, so make sure that your first aiders are familiar with best practice and that they know where (and when) to signpost for specialist help.

Find out about Mental Health First Aid training from Ripple&Co.

2.      Design for difference

With businesses losing neurodivergent talent as a result of the design of work environments, it’s important to think about things like lighting, noise, layout, access to fresh air and even aspects of team and task management and consider how you can create an environment that supports the wellbeing of your neuro-minorities. Many neurodivergent people also struggle with communication and social interaction, so make sure that you’re being clear in your messaging and instructions, and that you’re setting clear expectations and avoiding ambiguity.

3.      Make reasonable adjustments

Reasonable adjustments don’t have to be complex or expensive – they just need to work for the individual concerned. No two people experience their neurodivergence in exactly the same way, so reasonable adjustments should always be approached on case-by-case basis, and in consultation with the individual, rather than by taking a ‘one-size-fits-all’ approach.  Someone with ADHD might be helped by breaking tasks down into smaller, more manageable chunks, for example, while an individual with dyslexia might benefit from some simple voice-recognition software or additional time to complete written tasks.

4.      Create a neuro-inclusive culture

One of the biggest predictors of good mental health for neurodivergent employees is a culture that’s actively inclusive of neuro-differences, so think about how your organisation approaches neurodiversity. Are your policies and processes fully inclusive of neuro-minorities, for example? Are people behaving respectfully and using inclusive language? Are your recruitment practices designed to ensure you’re not losing out on neurodiverse talent? Think about providing neurodiversity inclusion training for your employees and how you can embed neuro-inclusive practice at every stage of the employee lifecycle, from recruitment through to onboarding, performance management and career development.

One of the great benefits of being a neuro-inclusive organisation is that it encourages us to think about people on a deeper level than we’re perhaps used to. It forces us to think about how our minds work and about what makes us different, and the benefits and challenges this can bring. In turn, this can help us to have a better understanding of one another and build greater self-awareness and compassion - which is fundamental to our success as individuals and as teams and supports better mental health for everyone.

Want to foster a neuro-inclusive environment that allows your people to thrive? Contact us to find out how we can help.