This notion, deeply rooted in internalised capitalism, champions relentless growth and output at the cost of individual well-being and authenticity. This notion, deeply rooted in internalised capitalism, champions relentless growth and output at the cost of individual well-being and authenticity. But for many, especially those with neurodivergent traits like ADHD, autism, dyslexia, and dyspraxia, this expectation can feel like a relentless treadmill that never quite stops.
The Cost of Fitting In
When the workplace and societal standards of productivity are tailored to neurotypical individuals, it’s easy to feel inadequate if you don’t meet those benchmarks. The stats reveal a troubling picture. Unemployment rates for neurodivergent people are up to 40% higher than for neurotypical individuals, and those employed often report burnout and lower feelings of emotional and financial security. Only 25% of neurodivergent employees feel truly secure in their roles【1】.
The environment created by these standards doesn’t just cause discomfort—it can push people to the margins. Many neurodivergent people experience challenges like difficulty focusing in open-plan offices, overstimulation from environmental factors, and lack of understanding around social interaction norms. Yet, these are all struggles imposed by a system that demands compliance over collaboration【3】.
The Myth of “More”
There’s a pervasive idea that success equates to doing as much as possible. This mindset not only undervalues those who function differently but also distorts the very meaning of productivity. For neurodivergent people, the result is often a cycle of overwhelm and underperformance—not due to a lack of ability but because the playing field is skewed.
In reality, neurodivergent individuals bring strengths that are often overlooked. Some people with ADHD, for instance, demonstrate remarkable creativity, intense concentration on topics of interest, and resilience. Autistic individuals may offer deep insights, strong pattern recognition, and systematic thinking that can revolutionise complex projects【2】.
A Different Way Forward: Quality over Quantity
The notion that “bigger is better” and that we must always take on more tasks to be valuable is fundamentally flawed. The obsession with constant growth fails to acknowledge that sustainability—both in personal energy and emotional health—is key. When organisations adjust their expectations and work environments to embrace neurodivergent needs, everyone benefits.
Employers that have adapted processes to support neurodivergent employees, such as providing clear instructions, structured tasks, and quieter workspaces, have seen a productivity increase of up to 140% for employees in neurodivergent-inclusive programmes. Additionally, companies that adopt these changes report up to a 90% improvement in employee retention【3】.
Creating Spaces for All
Rather than pushing people to constantly do more, we should create environments that foster true engagement, where each person’s strengths are valued. If the workforce embraced universal design principles, such as creating clearer communication channels and more flexible work environments, everyone—not just those who are neurodivergent—would experience less stress and greater satisfaction【2】.
The lie of productivity tells us that we are what we produce, and the more we produce, the more we’re worth. However, true productivity should be about doing meaningful work that leverages our unique strengths without sacrificing our health or authenticity. It’s time to change the narrative and recognise that less can be more, and diversity in thought and experience is the real driver of innovation and success.
In an ideal world, societal narratives would shift to provide universal adjustments and realignment on what matters. So, we encourage you to consider this on a macro level by not believing every thought you have and noticing when internalised capitalism speaks to you and how it makes you feel. Acceptance of yourself is vital.
1)Leaders.com. (2023). 20% of People Are Neurodivergent—How to Leverage These Unique Strengths. Available at: https://www.leaders.com [Accessed 6 October 2024].
2)McKinsey & Company. (2023). Understanding what neurodivergent employees need to succeed. Available at: https://www.mckinsey.com [Accessed 6 October 2024].
3)BizLibrary. (2024). Neurodiversity at Work: What It Is & Why It Matters. Available at: https://www.bizlibrary.com [Accessed 6 October 2024].