We All Have Bias – Myself Included

This week marks Neurodiversity Celebration Week, a global initiative dedicated to challenging stereotypes, increasing awareness, and fostering a more inclusive world for those whose brains process information, emotions, and interactions differently.

I have a sincere blind spot. I have so much to learn about neurodiversity, even though I am not neurotypical. Having high-functioning anxiety and depression often seems small in comparison to those with autism, ADHD, dyslexia, or dyspraxia. I do not struggle with my neurodiverse identity—specifically because I can keep it hidden if I want to.

This week is Neurodiversity Celebration Week, a time to challenge stereotypes, increase awareness, and foster inclusivity for those whose brains process information, emotions, and interactions differently. For those of us who live with neurodiverse conditions that are often invisible, this week is an opportunity to reflect on how the world is designed around neurotypical norms—and what needs to change.

The Privilege Of Being Neurotypical

In many industries, particularly corporate environments, the default assumption is that employees are neurotypical. Workflows, communication expectations, and social norms are structured around this assumption, giving those who naturally fit these standards a distinct advantage.

A few examples:

• Many job descriptions emphasize “strong communication skills,” “ability to work well under pressure,” or “adaptability in fast-paced environments.” These criteria often disadvantage those who process information differently or struggle with certain types of communication.
• Performance reviews frequently emphasize social engagement, verbal participation, and interpersonal dynamics over measurable output and innovation.
• Open office plans, networking events, and unstructured brainstorming sessions can create sensory overload and anxiety for those who process their environment differently.

Yet, in the technology industry, cybersecurity, and the IT channel, the landscape can be different. These fields often provide spaces where analytical thinking, pattern recognition, deep focus, and unconventional problem-solving thrive. Many who operate within the spectrum of neurodiversity excel in these areas, bringing immense value to innovation, security analysis, software development, and technical problem-solving.

Barriers To Inclusion In The Tech Industry

Despite the strengths that neurodiverse individuals bring to technology and cybersecurity, barriers persist:

• Recruitment Challenges: Traditional hiring processes—such as structured interviews—often fail to assess a candidate’s actual skills and instead focus on social behaviors or arbitrary cultural fit.
• Workplace Design: Open-plan offices can be overwhelming. A lack of sensory-friendly environments or accommodations can make it difficult for employees to focus and succeed.
• Concealment and Stigma: Many professionals, like myself, choose not to disclose their conditions due to fears of bias, discrimination, or job insecurity. Research shows that 63 percent of professionals with neurological conditions do not disclose them at work due to stigma.
• Limited Understanding by Leadership: Managers and colleagues may not recognize the need for different communication styles, work preferences, or accommodations, creating an unnecessary burden on neurodiverse employees.

Strategies for Inclusion in the Tech Sector

Tech companies and organizations in the IT channel can take active steps toward inclusivity:

1. Reforming Hiring Practices
   1. Offer alternative interview formats that focus on skills-based assessments rather than verbal communication or social engagement.
   2. Consider work trials or portfolio-based evaluations to assess ability rather than relying on traditional Q&A formats.
2. Adapting Workplace Environments
   1. Provide flexible workspaces, remote work options, and quiet zones for those sensitive to environmental stimuli.
   2. Implement inclusive design principles for meetings, such as offering agendas in advance and allowing asynchronous participation.
3. Fostering Open Conversations Without PressureTo Disclose
   1. Encourage a workplace culture where employees feel safe discussing their work preferences without feeling obligated to disclose personal medical or neurological information.
   2. Offer self-paced learning materials on neurodiversity for managers and employees.
4. Creating Targeted Support Programs
   1. Develop mentorship or coaching programs tailored for employees who think and work differently.
   2. Establish employee resource groups (ERGs) that provide support and advocacy for neurodiverse professionals.
5. Measuring Inclusion As A Business Strategy
   1. Track and assess neurodiversity inclusion efforts just as organizations track gender and racial diversity initiatives.
   2. Promote neurodiversity not just as a social responsibility but as a competitive advantage that fuels innovation and resilience in technology fields.

Further Reading And Updates

For those who want to dive deeper into neurodiversity in the workplace, here are some recommended articles and reports:

• “Neurodiversity in the Tech Sector” – Vodafone Report
• “Unleashing Innovation Through Neuroinclusion” – Deloitte Insights
• “HR’s Role in Supporting Neurodiverse Employees” – HR Magazine

The IT channel has a unique opportunity to lead in fostering inclusion for individuals who think, communicate, and problem-solve differently. By making even small adjustments, we can create an industry where talent is valued for what it brings, rather than how well it fits neurotypical expectations.

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