When the business I was working for, ARQ, was acquired by Singtel’s NCS in 2022, we went from an extended team of 500 Australians to 30,000 globally. All of a sudden I was a young, neurodivergent woman working alongside high level CEOs and managing a team and projects here and in Singapore. Thankfully, I was given some simple but profound advice by one of my former Director’s at NCS, for leaning into leadership as a neurodivergent woman: just be yourself.
Of course the impulse is always there to ‘mask’ – pretend – something women, especially women like me, are very used to doing in life to fit in and be taken seriously. Yet what I have learned is that when I allow myself to fully be myself, I’m actually more confident, more capable, which means I can be more influential. So that advice, ‘don’t ever change yourself’, has been really impactful.
Neurodivergence more common than you think
Australia has some of the highest rates of neurodiversity in the world. Up to 1 in 70 Aussies live life on the Autism spectrum. ADHD affects 5-7% of the population. Lots of us have multiple diagnoses to contend with. Add developmental delays, dyslexia, and a range of psychiatric and other disorders into the mix and you realise just how many people are impacted.
I remember the first time I tried to study with a friend. We were both reading the same paragraph in a text book; in a couple of minutes she was done, but I hadn’t processed a single word. It shocked (and terrified!) me. Sometimes ‘everyday’ tasks – like getting to places on time, reading emails or writing reports, studying for and writing exams, even writing a cover letter! – can feel impossible as a neurodivergent person.
Master of your own happiness and success
My eventual dual diagnoses of ADHD at 25 yrs old, followed by Autism at 27, after arriving in Melbourne from India were honestly life-changing. Finally, after a lifetime of ‘knowing’ and years of pressing various doctors for help, having some answers gave me a sense of freedom I’d never felt before; to stop labouring over what I wasn’t and start really leaning into all the things I did really well, that excited and interested me, and the value I brought to relationships and work and my studies instead.
I already had a degree in Telecommunications Engineering but after being accepted to study Design Innovation and Technologies at RMIT, a whole new world opened up. I discovered a love for innovation, problem-solving, and creative expression through technology. AR and VR were still fairly new but here was a field that was highly visual, dynamic, and creative, that I could apply my traditional engineering knowledge and skills to without getting bogged down in formalities.
So my advice to anyone in a similar situation who might be wondering how to move forward in their careers or education, is just jump in. Explore everything that interests you and when you find that perfect path, you’ll know.
Neurodiversity: advice for employers (and co-workers)
Understanding and embracing neurodiversity isn’t just a game-changer for the individual. Once workplaces start adapting to and better catering for all of us, they open themselves up to greater innovation, to new and exciting ways of doing things and solving problems and with that, success. I absolutely credit having a versatile work environment and the willingness of particular managers, such as James Litjens (ex-NCS), who have embraced me as I am, as being integral to my professional and personal growth these past few years. It’s so exciting.
If you’re an employer, here are a few tips for being more open to and getting the most out of neurodiverse employees:
● Be flexible. In recruitment, have you ever considered how someone might actually prefer to be interviewed? Do you require a written cover letter, or could you allow for applicants to submit a video application?
● Be flexible. Can you flex on work hours? Can you allow or enable people to customise the way they want to work on or deliver a project? For me, the fear of having to conform has been debilitating in the past, whereas (rather than forcing me to follow a specific process and structure) if I am allowed to follow my own way of working and given a clear written instruction of what is expected or what needs to be done, it not only gets done, you get the absolute best from me.
● Be flexible. Regarding policies and procedures, have you consulted any neurodiverse people about how your workplace policies and procedures are formatted or communicated? Neurodivergence is a spectrum and different people will have different preferences or requirements. So my advice is, just ask.
● Be flexible. Neurodivergent people might need some flexibility to enable them to operate more efficiently at work (and be sensitive about it), so be cognisant of that. There are lots of practical ways workplaces can accommodate people’s diverse needs like having adjustable lighting, allowing noise cancelling headphones and fidget toys, or even making sensory/quiet rooms available.
So much more than a buzzword, flexibility is vital for neurodiverse people in every aspect of life.
If you are neurodiverse yourself, my advice is simple. Instead of fighting against or shying away from the way your brain works, embrace it. Leave that toxic job. Be sensitive to your own needs and stay away from people who bring or let you down. Instead seek out activities, studies, friendship circles and employers who not only understand but who embrace your uniqueness, and who spark joy. They’re out there.
PS In case you’re wondering, of course I worked with someone to help me make sense of all of these thoughts and put pen to paper for this piece…I’ve always dreaded writing and processing text-based information. Left to my own devices this article might have taken months to write by myself. In fact if I had my way you’d be listening to a voice memo or watching a video of my musings instead!