Approximately 15-20% of the global population is neurodiverse, including individuals with conditions such as autism, ADHD, and dyslexia. Despite their strengths in areas like creative thinking, pattern recognition, and attention to detail, neurodiverse employees often face significant barriers in workplaces designed for neurotypical individuals.
In connection with Laurine Keller’s forthcoming defence of her PhD project “From Promise to Practice - Exploring the gap between inclusion ideals and the everyday work realities of neurodiverse individuals”, she has shared some of her main findings and how she believes they could benefit society.
Critical boundaries that neurodiverse individuals face
Laurine’s research highlights the critical boundaries that neurodiverse individuals face within organizational settings and how these barriers shape their career trajectories. The barriers she has identified manifest in several ways: the process of seeking reasonable adjustments often involves disclosing their neurodivergent status, which can lead to stigma and discrimination. Further, her work shows that being overshadowed in conversations by neurotypicals, a lack of support from line managers, episodes of feeling ashamed, and uncertainty about the level of authenticity significantly shape the experiences of neurodiverse individuals.
Neurodiverse individuals may choose different career trajectories
These barriers in traditional organizational settings lead neurodiverse individuals to choose different career trajectories: Some may stay in organizations but work under their potential due to a lack of support and acceptance. Others may face unemployment as a result of being unable to conform to neurotypical norms. Additionally, many turn to entrepreneurship as a means to create a more accommodating environment for themselves, either to recharge mentally or to drive social change through their ventures.
First small seed to Laurine’s interest in neurodiversity was planted when she was only 3 years old
Laurine Keller’s thesis is the result of a three-year PhD project conducted from 2021 to 2024, however, the first small seed was planted much earlier when Laurine was around 3 years old.
In the preface of her thesis, Laurine explains why she dedicated three years to the special field of neurodiversity:
“I am an industrial engineer. By education and by mindset. I was living and breathing systematic, one-size-fits-all solutions before I started this PhD journey; work psychology, organizational behavior, and neurodiversity were not part of my DNA yet.
However, there was something going on I could not explain around the communication dynamics in the practical world of product development meetings. Hardcore engineers from different departments often failed to communicate effectively, seemingly speaking different languages. And while I was aware that due to different cognitive profiles, individuals always tend to have different ways of communication, there was something else.
It wasn't just about different communication styles, there was a distinct, underlying aspect to their human interactions. It seemed as if certain members, despite their brilliance, couldn't fully connect or resonate with the rest of the team's dynamic. This disconnect led to burnout and their eventual departure, leaving behind a sense of "unfinished business". It was really frustrating, and I wanted to understand what caused this breakdown in human interaction and why it affected the most talented individuals. Neurodiversity offered one nuance of the solution, and I needed to learn more.
Social dynamics have always been my passion. Around the age of three, whenever my parents took me out to dinner, I couldn't sit still but had to observe how other restaurant guests interacted. I would stand close to their tables, watching their hands move and their facial expressions change throughout their conversations. Today, I still have the same fascination but have learned to observe in a more discreet manner — less staring, more subtlety.
Over time I learned that social interactions in organizations are complex, and most happen subconsciously. Therefore, I would never claim that my work can in any way explain where those project meetings in my previous employment went wrong.
(…)
Practitioners need to understand the potential they are wasting by overlooking the power of inclusive workplace practices. It doesn't take much to listen and learn, but the impact on the mental health of all neurotypes—neurotypical and neurodivergent—can change the lives of many employees. Embracing diversity isn't just a moral imperative; it's a strategic necessity for growth and sustainability in the workplace. Recognizing and utilizing the strengths of neuro-diverse employees can drive creativity and resilience, equipping organizations to better navigate the complexities of today's world.
I hope that whoever reads this will be inspired to rethink some of their perceptions of neuro-diverse individuals (…)”
5 main findings from the PhD project that could benefit society
According to Laurine, her research could benefit society in several ways:
- Promoting Inclusive Work Environments: Her research highlights the communication and collaboration dynamics between neurodiverse and neurotypical individuals, helping shape more inclusive organizational policies. This encourages companies to design environments that leverage neurodiverse strengths, fostering more diverse and innovative teams.
- Challenging Existing Leadership Models: By exploring authenticity in leadership through a neurodiversity lens, her research challenges traditional leadership theories and opens the door to more inclusive models that consider the unique strengths and communication styles of neurodiverse individuals.
- Guiding Organizational Training Programs: Insights from her research on communication imbalances in mixed neurological teams will guide organizations in developing training programs that focus on better communication and collaboration across cognitive styles, ensuring more equitable participation in team settings.
- Shaping Future Research on Neurodiversity: Her research contributes to the growing body of knowledge on neurodiversity in the workplace, paving the way for future studies on neurodiverse leadership, team dynamics, and career development, with an emphasis on the role of authenticity and shame as a core driver.
- Influencing Diversity Policies: Her findings influence diversity and inclusion policies, advocating for a broader understanding of neurodiversity that goes beyond accommodation to actively recognize and nurture neurodiverse talents in organizational strategies.
PhD defence
Laurine Keller will defend her PhD project on 4 October 2024.
See location, summary and other details of Laurine's defence here
Reach out to Laurine on LinkedIn
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