The Problem With Neurodivergent Career Stereotyping

We can excel once we can dispel myths that create personas and amplify stereotyping.

We regularly see articles outlining careers suitable for Autistic and neurodivergent people without truly consulting with these individuals themselves. While there may be much common ground and valuable contributions to organisations found within the unique skillsets and talent of many in the Autistic and neurodivergent talent pools, stereotyping still can be detrimental to the whole person and their career paths on many other levels.

Why? Because we are all complex, multifaceted and continually learning and evolving to adapt and honour our needs. Autistic and neurodivergent people are no different. Stereotyping Autistic professionals can lead to personas being created by others based on their perceptions, which can damage and limit our potential. I am not an avatar created by the internet and people who think they know what Autism is.

I am an Autistic human career professional. Bear in mind in the context of this post that personas are fictional representations of a target audience created to help brands and marketers understand their customers better. Neurodivergent individuals are suited to many career paths and more than just areas frequently stereotyped, such as computer science, finance, research, graphic design, law and beyond.

Many neurodivergent individuals I engage with and work with on their careers and well-being are continually adapting and moving beyond the societal barriers that have scripted them into industry boxes and roles they have followed out of circumstance rather than choice due to such stereotyping. This is because they are resourceful and capable as they have had to continually adapt to the world of life and work not made to accommodate their minority but rather the masses. They have everything within their control to be able to carve out autonomous career paths.

The reality for many of us is that we can excel at pretty much anything we put our head, heart, and minds into once we find value, impact, and recognition and are given the most basic and reasonable accommodations to do so, just like any other human being. We only have to look at workplaces post-pandemic to see many are unfit for purpose, and reasonable requests are now being asked for and considered based on employees’ needs to increase organisational productivity and output. Still, without addressing with empathy and compassionate curiosity, what enables the return on investment proposed needs-based approaches will provide, many employees, not just neurodivergent ones, will get left behind, and so will many organisations.

Less stereotyping, more support, increased sustainability and success.