These hidden mindsets make it harder to work with others. Here’s how to tackle them

We are all neurodiverse, meaning our brains are wired differently, leading us to think, process, and function uniquely. However, workplace environments often require us to conform to unwritten “professional” standards and expectations. Since we’re all conditioned by our own biases of what is “normal,” misunderstandings can easily arise between colleagues.

This is particularly relevant as one in seven people are neurodivergent, meaning their ways of thinking differ from what is generally considered typical. Addressing our neuro-biases is crucial for fostering an inclusive environment and driving innovation.

Here’s how the neuro-biases you may not even realize you have could affect your relationships with colleagues, and how to overcome them.

Communication bias

Communication styles vary widely due to cultural norms and neurodiversity. For instance, while some cultures view eye contact as a sign of confidence, others see it as disrespectful. Similarly, neurodivergent individuals may find eye contact uncomfortable, or rely on it to focus.

These differences extend to various communication styles, including body language, tone of voice, and greetings.

These biases can lead to assumptions about colleagues’ intentions, resulting in potential miscommunications. To counteract communication bias, be mindful of your judgments, and remember that there’s more to people than meets the eye. Accepting different communication styles can foster stronger collaborative relationships.

Social interaction bias

Navigating unwritten workplace codes can be challenging for neurodivergent individuals. The expectation to attend after-work social events can be overwhelming, especially in overstimulating environments such as pubs.

Not participating in these activities doesn’t mean someone dislikes their colleagues or lacks commitment to their work. This neuro-bias could also disadvantage individuals with external responsibilities, such as childcare, or those who don’t drink alcohol, leading to feelings of exclusion.

Small talk can further complicate interactions. Some may not see its relevance, while others may interpret it literally. For instance, neurotypical individuals might expect brief answers to “How are you?” but could be equally surprised by a curt “Fine” or extremely detailed response.

To combat social interaction bias, question your assumptions about social norms. Focus on listening, rather than simply being heard, and acknowledge that different social preferences don’t imply disinterest or disrespect.

Cognitive and executive functioning bias

Neuro-bias often arises when colleagues approach tasks differently. For instance, someone with ADHD may struggle with organizational tasks that seem simple to others, leading to frustration and assumptions about their effort.

Conversely, the intense focus associated with ADHD and autism could confuse them. Employees may conduct seemingly excessively thorough internal research to excel in their roles or overdeliver on tasks, which can lead to misunderstandings if their intentions aren’t clear.

Cognitive bias can also emerge from psychometric tests, creating barriers for talented individuals with non-linear thinking styles.

It’s essential to recognize that cognitive and executive functioning vary greatly. Some people may excel in certain areas while finding other tasks challenging. Instead of assuming laziness, consider that each person is trying their best.

Providing support and accommodations can help mitigate these biases, fostering an environment where everyone can thrive.

Learning bias

Traditional education methods often adopt a one-size-fits-all approach, which can carry over to the workplace. However, people have different learning styles. Some may need to move or fidget to concentrate, while others may prefer visual or auditory materials.

In high-pressure environments, learning neuro-biases can lead to misunderstandings, especially if individuals feel embarrassed to ask for help. Offering a variety of learning options and encouraging employees to choose what works best for them can enhance engagement.

Sensory bias

Open-plan offices can be challenging for neurodivergent individuals, who may be sensitive to noise, lighting, or other environmental factors. These sensitivities aren’t preferences, they are legitimate needs, which can strongly impact a person’s ability to focus and cause significant discomfort.

To quash sensory bias, acknowledge that everyone’s sensory experience is different, and provide flexibility in the work environment. Respect individuals’ choices of where and how to work, such as noise-canceling headphones or working remotely.

Emotional bias

Unfortunately, expressing emotions at work is often viewed as unprofessional, despite being a natural human response to challenges.

Neurodivergent people may experience emotional regulation difficulties, especially under pressure to mask their symptoms, which can be draining. This can result in misunderstandings, particularly regarding criticism or requests for a “quick chat” without context.

To address emotional bias, it’s crucial to foster a culture where emotions are acknowledged and respected. Promoting psychological safety can help prevent misunderstandings and create a more empathetic workplace.

Neuro-biases are often unconscious, but can significantly impact workplace relationships. Creating neuro-affirming workplaces where everybody is accepted as they are, regardless of diagnosis or disclosure benefits everyone.

This begins with individual awareness of our biases, reminding ourselves that not everybody thinks like us, and that’s perfectly okay. Our differences make us unique, fostering innovation, productivity, and connection.