Anant Bhan (@anantbhan.bsky.social)

How can I support a neurodivergent colleague? There are ways to make workplaces feel more inclusive for neurodivergent colleagues, Abi Rimmer hears Catriona McVey, final year medical student, says, “Neurodivergent colleagues often bring unique strengths—such as attention to detail and deep focus in specialised areas—but they can also face additional challenges and barriers to success. “Work with them to identify what they personally find difficult, and explore what accommodations can be made at work. Neurodiversity is a spectrum and something that helps an autistic colleague may not be useful for a colleague with attention deficit/hyperactivity disorder (ADHD). Likewise, some people with ADHD might prefer to work alone when they need to concentrate, whereas others find they’re more productive when they can ‘body double’ by working alongside colleagues. “Culture is an important part of supporting neurodivergent colleagues. Neurodivergent problem solving can be unconventional, but still effective. As long as professional standards are met, focus on outcomes rather than rigid processes by being open to different approaches and communication styles. Lack of eye contact or a monotone voice doesn’t necessarily indicate disinterest, a lack of engagement, or rudeness. Being clear and precise, and avoiding ambiguity when communicating, can also be helpful. “Our colleagues need to feel safe to disclose their neurodivergence and ask for support without fear of judgment or exclusion. Many will mask their neurodivergent traits by mirroring the behaviour of neurotypical peers. Masking increases the risk of poor performance, burnout, and mental illness. They are unlikely to feel safe to unmask and be themselves at work if they are fearful of discrimination, stigma, and a lack of support. “We can also make our workplaces more supportive by challenging any misconceptions, biases, or discrimination we come across. For many, neurodivergence meets the legal definition of a disability. If we challenge ‘banter’ at work about other protected characteristics, we … https://www.bmj.com/content/388/bmj.r559