Neurodiversity in the chemical sciences

An individual’s neurodivergence can be regarded as a disability under the Equality Act 2010 which defines disability as a "physical or mental impairment which has a substantial and long-term adverse effect on your ability to carry out normal everyday activities".

This means organisations and employers are required by law to make reasonable adjustments to ensure disabled employees are not disadvantaged when working.

Reasonable adjustments are strategies or changes made by an employer to remove any disadvantage or barrier an individual with a disability faces in their work. Adjustments are unique to the individual and can be made for all kinds of disabilities, including neurodivergence. What is reasonable can be difficult to define and depends on the unique situation and factors such as the usefulness, practicality, costs and safety. You can also ask for reasonable adjustments from an employer without an official diagnosis of a condition or disability.

Some examples of reasonable adjustments that may be beneficial for neurodivergent individuals:

• a quiet desk space
• assistive technology e.g., text-to-speech software
• more regular breaks
• provision of written as well as verbal instructions
• additional time to complete a test or training
• working individually on a project rather than in a group
• flexible working opportunities, including hybrid and remote working

As the neurodiversity movement has gained traction, more organisations have started creating ‘neuroinclusive’ environments where inclusivity and accessibility for neurodivergent individuals are embedded as standard practice. This allows neurodivergent individuals to thrive in their jobs while relieving the burden of self-advocacy, leading to all the benefits of a diverse, innovative and productive workforce with high morale and well-being.

While there is a legal and moral obligation to provide adjustments for disabled individuals, it is also clear that environments that foster inclusion and embrace neurodiversity benefit us all.

Further information on workplace adjustments can be found in our Guidance and resources section

While many neurodivergent people report hyperfocus as one of their strengths, it may be important to consider how individuals can best be supported to pace themselves, take breaks and look after their physical wellbeing, as this can sometimes be neglected in periods of hyperfocus.

This is the ability to analyse visual information and solve problems based on visual logic, combined with verbal and mathematical analysis. This can be deductive, moving from abstract to concrete ideas, or inductive, moving from concrete ideas to underlying ideas.

Benefits of visual reasoning skills in chemistry:

• Strengths in understanding chemical representations, such as molecular models, chemical structures and formulas
• Strengths in laboratory tasks, for example outlining a multiple-step synthesis of an organic compound, something that involves sketching structures and adding symbols and equations
• Ability to switch between the many representations that occur in the chemical sciences, such as an organic molecule being referred to by its systematic name, common name, or its molecular, structural, skeletal, or displayed formula.

Strong attention to detail allows for high levels of precision and accuracy, especially when focusing on finer details.

Benefits of detail processing abilities in chemistry:

• Greater accuracy and precision in laboratory work, such as in measurements and calculations, thus improving the reliability and validity of the results
• Thorough interpretation, analysis and evaluation of results and data, including noticing important details that are often missed by others
• Accurate and adherent following of documentation, reporting processes, and safety processes

Due to neurotypical workplace norms and stigma surrounding neurodivergence, many neurodivergent individuals ‘mask’ (hide or change) their neurodivergent traits to conform and fit in.

This can include behaviours such as:

• forcing oneself to make eye contact even when it is uncomfortable
• hiding sensory overload
• copying neurotypical conversation styles.

Masking can help neurodivergent individuals fit in, but it often comes at a cost to their energy and wellbeing, leaving them more vulnerable to burnout and mental health problems.

Unmasking can improve a neurodivergent individual’s quality of life and can act as a revolutionary act of disability justice. But it can be incredibly challenging, especially when the environment is not accepting and inclusive. A diverse and safe environment at work, which values individual differences, is key to encouraging neurodivergent individuals to feel comfortable unmasking and accessing support.

A psychologically safe working environment

The surroundings should allow individuals to feel comfortable expressing their views, questions and concerns without fear of judgement or negative evaluation from their colleagues. This is especially important for neurodivergent employees as it links to creating an environment where it is safe to unmask.

The four stages of psychology safety at work:

• Inclusion safety – everybody must feel included and welcome to begin with
• Learner safety – when individuals feel included and welcome, they are then able to be present in the situation and ask questions
• Contributor safety – individuals feel able to contribute and actively participate without fear
• Challenger safety – individuals are now fully embedded in the team and can challenge the operations of the team and contribute greater to ideas and feedback

Tips for embedding psychological safety at work:

• Provide multiple means for employees to share their ideas and provide feedback
• Promote discussion, debate, constructive criticism and productive conflict
• Ensure employees feel valued and make it clear why their voices matter
• Actively seek out and welcome new ideas
• Destigmatise failure and prioritise effort and curiosity
• Be open about your own struggles and limitations

Some of the common challenges experienced  by neurodivergent individuals in their place of work or study:

• the memory demands recalling experiences and skills in interviews
• calendar organisation
• prioritisation of tasks
• processing verbal or written instructions, for example in complex laboratory experiments
• multi-tasking and managing multiple deadlines

Improving the workplace

These challenges are often not a ‘deficit’ possessed by the neurodivergent individual or a result of their condition, but rather reflect inaccessibility and a lack of inclusivity in the workplace. Many schemes, practices and accommodations can be put in place to create a more inclusive and accessible workplace and support neurodivergent individuals to thrive in their work. Our resources outline these recommendations.

Unmasking is the process of living as your true self without trying to hide your neurodivergent traits and comply to neurotypical norms. Masking is tiring, negatively impacting wellbeing and therefore productivity and success at work. Unmasking has huge benefits, but can also carry risks. This is why we need to create inclusive workplaces where employees feel it is safe to unmask.  

For neurodivergent individuals who belong to multiple marginalised groups, unmasking can carry additional complexities and concerns about safety. For example, someone with ADHD might unmask by allowing themselves to speak more loudly and enthusiastically than would typically be considered ‘normal’.

Because of gender stereotyping which views assertive verbal communication as a ‘masculine’ trait, this kind of unmasking might be perceived more negatively coming from a woman. However, additionally, the form of this gender discrimination for a White woman may be experienced differently for a Black woman unmasking in a similar way, as she might be perceived in ways which play into racist stereotypes of ‘aggressiveness’.