There are many types of neurodivergence. From major depressive disorder to generalized anxiety disorder, many Americans are neurodivergent. For example, one in five American adults is neurodivergent. And yet, neurodivergence statistics are rarely mentioned in DEI training, programs, and overall efforts.

Professionals from several sectors tend to limit DEI Conversations to racial inclusion and gender equality. But that’s not the case on LinkedIn, which has a large community of neurodivergent professionals. Type the word neurodivergent into the search bar on LinkedIn and countless profiles of neurodivergent people and advocates will appear.

On LinkedIn, many neurodivergent professionals post about a wide range of neurodivergences, including ADHD, autism, dyslexia, and OCD. If you want to learn more about people talking about neurodivergence in a professional setting, be sure to follow professionals on LinkedIn who say #neurodivergent in their bio. Know that there are many ways to support your colleagues who are not neurotypical. Keep reading to learn more ways to be a better ally to your neurodivergent colleagues.

Let your coworker tell you he’s neurodivergent

If you think a coworker might be neurodivergent, don’t ask them about it. It would be inappropriate to talk about a colleague’s neurodivergence without them disclosing it to you. Many people feel like they have to hide the fact that they are not neurotypical. This is called masking, and is frequently carried out in professional settings and the workplace. It is important to note that in the medical field, revealing that you are neurodivergent is called disclose. It can be very anxiety-inducing to tell a colleague or manager that you are neurodivergent. Professionals who are not neurotypical often fear being judged, ostracized, or losing their jobs.

That’s why it’s important to listen carefully when someone reveals it to you. Rather than overwhelming them with too many questions, let them tell you about their experience and how it impacted their work. One of the worst things you can do is tell your other coworkers. Learn more about your colleague’s type of neurodivergence through research and reading. But reading a few articles or social media posts doesn’t mean you’re a true ally.

Authentic allies will ask their neurodivergent colleagues if there are any boundaries they should not cross out of respect for them and their work process. They will go further and start publishing on neurodivergence and the need for neurodiversity in businesses and corporations. They could start volunteering with an organization that would give them the opportunity to work with neurodivergent children.

Even if a neurotypical person does all of these things, they still won’t fully understand what it means to be neurodivergent and be treated like a monolith. Neurodivergent people are not a monolith but are generally treated as such. This is something you need to recognize as an ally. The word neurodivergence is an umbrella term. Think about it: there are anxiety disorders, mood disorders, neurodevelopmental disorders, etc. Now you know why you should let your colleague reveal it. But it’s just one of many ways to support a member of your team who is neurodivergent.

Connect with your colleagues in healthier ways

Many Americans take medications because of depression, anxiety, mood disorders, and other mental health issues. Some neurodivergent people cannot use substances at all due to the risk of becoming maniac. Others may not be able to mix alcohol or other substances with their medications. Many become anxious when drinking around people in a professional setting.

You can find healthier ways to bond with your colleagues. You would never want certain neurodivergent colleagues to feel pressure to participate in activities that would negatively impact their mental health. Consider going to a fitness class with your colleagues instead of grabbing drinks after work. You can participate in outdoor activities like hiking and yoga on a weekend or day off.

There are many ways to create a stronger bond with your teammates without making neurodivergent people who can’t drink feel left out. Going to a less upscale restaurant that doesn’t serve alcohol is always an option. But there are many neurodivergent people who can and do drink without any problems. It depends on their type of neurodivergence, how they feel when they use substances, and what medications they take.

One of the best ways to bond with your neurodivergent and non-drinking colleagues is to play sports like pickleball. In recent years, pickleball has become extremely popular. There are many courts and even national tournaments. Perhaps one of your colleagues owns a pickleball court or there may be one near your office. Play pickleball to have a good time with your colleagues while getting some exercise.

When Discussing DEI, Include Neurodiversity

Neurodiversity is often overlooked when it comes to DEI efforts in corporate America – and it’s a serious problem. Research has shown that having diversity benefits businesses. This may be true when it comes to neurodiversity. For those who suffer from a type of ADHD that makes them hyper-focused and have long bursts of energy, being neurodivergent can be a huge advantage to them and their colleagues.

This is not how neurodivergence works for everyone, it is just one example of how being neurodivergent can contribute positively to the workplace. It can be difficult to have to hide that your unique and creative suggestions may be the result of being neurodivergent. Very few people tell anyone, and many people don’t say they are neurodivergent or have a disability when applying for fear of not being hired.

DEI needs to focus more on neurodiversity and neuroinclusion. But these aren’t just performative measures to make it seem like neurodivergent people can safely talk about it to colleagues or superiors without being let down. The stigma surrounding neurodivergence is a deep systemic problem and one that has seeped into the pores of the workplace. How often do American companies request or take mental health days? Why is neurodivergence often seen as a burden for businesses? This couldn’t be further from the truth.

It is very difficult to break the stigma surrounding neurodivergence without having authentic allies, especially at work. Professionals in the DEI sector should make even more effort to be neuro-inclusive – and that includes during the hiring process. Additionally, if you or your manager are considering advocating for neurodivergent employees, you need to understand that neurodivergence is a spectrum. Encouraging and supporting diversity of thought is crucial to creating psychological safety for neurodivergent employees. Having your teammates approach problems and challenges from different perspectives will likely benefit your business.

Well, now you know how to be a better ally to your neurodivergent colleagues. It’s taken hundreds of years to get to this point, a point where it’s finally acceptable to reveal one’s neurodivergence without risking being excluded, experimented on, or even killed. And as an ally to a fellow neurodivergent, it’s important to recognize that neurodivergent people have overcome so much adversity and yet, they still thrive in the workplace.