Transcript: Sharing your neurotype

Introduction

Hey everyone. Today, we’re going to talk about the different ways our brains work, and what it means to share your neurotype in the workplace.

First, let’s clear up what neurotype means, for anyone who’s unsure. Think of the human brain like a computer’s operating system. For a long time, it was assumed we all ran on the exact same OS. This is called being neurotypical. But the reality is, human brains are diverse. Neurodiversity is the concept that there are natural, normal variations in how human brains process information, learn, and behave.

Your neurotype is simply your specific cognitive profile. If someone’s brain works differently to the standard expectation, then they might be neurodivergent.

Today, we want to explore what it means when someone decides to share their neurodivergent identity at work: the benefits, the risks, and how we can all navigate these conversations.

The pros and cons of sharing

Deciding whether to disclose a neurotype at work is a deeply personal choice. There is no right answer, only what is right for that individual.

Let’s start with the pros of sharing. First off, it gives access to reasonable adjustments at work, if they’re needed. Sharing allows an employee to ask for specific, often simple, adjustments, like noise-cancelling headphones or written instructions, that allow them to do their absolute best work.

Another massive benefit is being able to drop the mask. Many neurodivergent people spend an enormous amount of energy masking, or hiding their natural traits to fit in. Being open about their neurotype means they can bring their authentic selves to work, which drastically reduces burnout. It also increases understanding. If colleagues know why you work a certain way, it reduces misunderstandings. A colleague might realise you aren’t ignoring them, you just get hyper-focused on your work.

However, we have to be honest about the cons and risks. Unfortunately, unconscious bias still exists. People might assume someone is less capable based on outdated stereotypes.

There is also the burden of education. Often, the person who shares their neurotype becomes the unofficial spokesperson for their condition, which can be exhausting. Finally, there is the fear of career impact.

Some people also worry that disclosing their neurotype might hold them back from promotions if management misunderstands their capabilities.

Validating these fears is incredibly important. No one should ever feel pressured to share if they don’t feel safe doing so.

How to share

Okay, so if you do decide to share your neurotype, how do you actually have that conversation?

Before you even book a meeting, know your “why”. Ask yourself what you want out of it. Are you seeking specific adjustments, or just trying to improve team communication?

Next, choose your audience wisely. You don’t have to announce it to the whole company. Start with a trusted colleague, or your manager.

When you do have the chat, frame it around success. Position the conversation not as a limitation, but as an optimisation. Instead of saying, “I have ADHD and can’t work in open-plan offices”, you could say, “Because of how my ADHD brain works, I’m more productive when I have a quiet environment. Could we look at ways to make that happen?”

Lastly, provide an “instruction manual” for yourself, even if just verbally. Share your working style. Let them know things like, “I process information best when I can read it first, so sending an agenda before a meeting really helps me contribute.”

When someone shares with you

Now, let’s flip the perspective. What should you do if a colleague trusts you enough to share their neurotype with you? How you react in that moment matters immensely.

First, acknowledge the trust. It takes a lot of courage and vulnerability to share this kind of personal information at work. A simple “Thank you so much for trusting me with this” goes a long way.

Second, and I’ll always come back to this point: ask, don’t assume. If someone says they are autistic, or dyslexic, don’t assume that you know what that means for them based on a TV show, or another autistic person you know. Neurodivergence is a spectrum. Ask them, “What does that look like for you?”, or “How does that influence your day-to-day?”

Next, focus on practical support. Move the conversation towards collaboration. Ask, “Is there anything I can do differently in how we communicate to better support you?” Try to be specific in the questions you ask, instead of a blanket “How can I support you?”, as such an open question is often difficult to answer.

And finally, respect confidentiality above all else. Treat this information like a vault. Just because they shared it with you does not mean they are ready for the wider team to know. Never share someone else’s neurotype with others unless they have explicitly given you permission to do so.

Closing

Ultimately, sharing a neurotype is all about trust: both having the courage to trust others, and being trustworthy in return. As a workplace, our goal should be to build an environment where everyone feels safe enough to say, “This is how my brain works, and here is what I need to do my best work.” When we achieve that, the whole business benefits from the incredible, diverse ways we all think and solve problems.

Thank you so much for listening. I’m going to pass over to Bim now for his experiences, and any comments he may have, before opening things up to everyone else.

Bim then shared his experiences. That part isn’t in my script.