Inclusive Until It’s Inconvenient: The Hidden Cost of Interrupting Neurodivergent Employees

Originally Published on LinkedIn

“We’re an inclusive team here, just ask for anything you need!” It’s the golden promise of the modern, inclusive workplace. But for neurodivergent employees, it often comes with a hidden caveat: We will accommodate you as long as it doesn’t inconvenience the way we’ve always done things.

An estimated 15-20% of the world’s population is neurodivergent, yet our unemployment rates are ridiculously high worldwide. Corporate systems are built to reward conformity and efficiency over actual output. Employers frequently judge candidates on "traditional" traits, like eye contact, a firm handshake, or seamless small talk, rather than on their ability to actually do the job. I live this paradox every day.

The Paradox of Work Accommodations for Neurodivergent Employees

I love working for marketing agencies. I thrive in the hustle, I learn from brilliant marketers, and then I dig into the best tech (HubSpot agencies are the best, I said what I said!). I love content marketing, strategy, and showing the success of marketing efforts with hard data. The skill is absolutely there, but the way I deploy that skill looks a little different depending on the task.

For all my skill in parsing marketing data, the "corporate language" of customer service is difficult for me. I love my clients, and I love running client calls and wearing my educator hat, but doing it "professionally" requires peak social, cognitive, and behavioral masking on my part. For me, running a client call takes the same amount of energy as running a marathon. 

The Exhausting Reality of Masking and Accommodations

To ensure my clients get the confident collaboration they deserve, I need a specific accommodation: One hour of uninterrupted prep time before a call. I have a structured routine that helps me switch tasks and get my head in the game beforehand. My pre-meeting prep isn’t weird, but it is necessary. I use that time to wrap up my current tasks, pull up the meeting docs, grab some juice and a light snack, shake my body out like a wacky-waving inflatable tube man for exactly one minute, step outside for some air, and rehearse the call. Then it’s go time.

When I first tell people about this, they’re always incredibly supportive. "Block your calendar! Try adding time blocks so people know Brittany is locking in!" But corporate systems don’t account for the fact that we are all humans working with humans in a culture where you aren't "allowed" to say no to "Hey, can I just grab 5 minutes of your time to brainstorm?" Saying no is viewed as poor teamwork. Some neurotypical colleagues even view our need to mask as being "fake," rather than understanding it's a vital translation tool we use to survive in a world not built for us. 

Why "Quick" Interruptions Sabotage Neurodivergent Employees

So, I give up my 5 minutes. That seemingly harmless interruption steals the very finite energy I’ve stored up to run the call and follow the arbitrary rules of "professionalism." The result of that is that the already heavy energy hit of the call hits even harder. My post-call quiet time takes longer, and I can’t stay on task as well as usual. Eventually, my performance drops, and the exact same team that treated my accommodation as optional wonders why I'm struggling. And it’s wild because all I can think is ‘I told you? How could I have been clearer on this?’ and just hope that my face isn’t showing everyone what I’m thinking.

The hard truth we don’t admit out loud is that corporate systems run on unwritten rules that put neurodivergent employees at an immediate disadvantage. We’re told to ask for accommodations to help us succeed. When we ask for prep time, notes, or examples, it’s viewed as "special treatment." But when that treatment is ignored, the resulting burnout is blamed on our "incapability." 

The Data: What Companies Lose By Ignoring Neurodivergent Strengths

We’re not incapable, though. In fact, the data proves we are exactly what forward-thinking companies need. Recent Gallup research analyzed CliftonStrengths across neurodiverse and neurotypical populations. The findings are badass:

• Neurodivergent individuals rank significantly higher in Ideation (+3), Strategic (+2), and Command (+2). We have an innate talent for innovative thinking, complex problem-solving, and project management.

• Neurotypical individuals score higher in Executing themes like Achiever (+3), Discipline (+3), Responsibility (+2), and Harmony (+2)—themes associated with goal-oriented behavior and structure.

Neurodivergent employees are uniquely motivated by internal values and deep-work strategy, yet we’re constantly being graded on a rubric of neurotypical execution and harmony.

How to Genuinely Empower Neurodivergent Employees

When workplaces lack education on neurodiversity, the stigma remains. We have to keep masking just to appear "hirable" and "professional," which inevitably leads to anxiety, depression, and burnout. It’s time to stop penalizing neurodivergent employees for boundaries we set (especially after those boundaries are acknowledged and encouraged). Think of accommodations like prep time, written instructions, and uninterrupted focus blocks as the operational costs required for us to deliver the innovative, strategic brilliance you hired us for.

And I say this with my full respect and chest: Don't tell us to ask for what we need if the systems you have in place aren't prepared to respect the answer. True inclusion means honoring those boundaries, even when it means you don't get your 5 minutes.