I am increasingly moving to the opinion that the problems neurodivergent people have at work are systemic issues⏤and I’ve come up with the term neurotypical absolutism to capture a sense of what I think is going on.
So, what is neurotypical absolutism?
Neurotypical: In the context of neurodiversity, “neurotypical” refers to individuals who have typical neurological development, without any significant neurological differences or disorders. They may be considered as the “normal” or “typical” population in terms of brain function and behaviour.
Absolutism: In general, “absolutism” refers to a rigid, uncompromising belief or adherence to a particular principle or ideology. It involves viewing things in absolute terms, without considering nuances or alternative perspectives.
Based on these components, “neurotypical absolutism” refers to a rigid or dogmatic belief that neurotypicality is the only valid or acceptable way of being, while dismissing or devaluing the experiences and perspectives of neurodivergent individuals (those with neurological differences or disorders). It could be used to describe individuals who are not open to validating neurodiversity and insist that neurotypicality is the only “right” way to think, behave, or function.
It is unsurprising that a neurodivergent person might respond with corollary shame when faced with neurotypical absolutism at work, and much of this shame is predicated on a process of “othering” neurodivergence in and by neurotypical absolutist environments.
“Othering“: a social process in which individuals or groups are perceived, treated, or portrayed as fundamentally different or alien from the dominant or “normal” group. This term is commonly used in discussions of identity, diversity, and power dynamics. In the context of neurotypical absolutism, “othering” occurs when neurodivergent individuals are perceived as fundamentally different from neurotypical individuals, leading to their exclusion or marginalisation.
Here’s how “othering” manifests in the context of neurotypical absolutism:
Perceived as Abnormal or Deficient: Neurodivergent individuals may be seen as abnormal or deficient in comparison to the neurotypical majority. Their differences in cognitive processing, communication styles, or sensory experiences can be stigmatised and framed as negative traits.
Us vs. Them Mentality: Neurotypical absolutism can create an “us vs. them” mentality, where the neurotypical group is seen as the norm and superior, while neurodivergent individuals are seen as outsiders or anomalies.
Here’s why it provokes a shame-response:
Pressure to Conform: In workplaces, there may be an unspoken expectation to conform to the majority’s norms, including neurotypical behaviours and communication styles. When a neurodivergent person faces this pressure and struggles to meet those expectations, they may internalise feelings of inadequacy and shame for not being able to fit in.
Negative Feedback: Neurodivergent individuals may receive negative feedback or encounter a lack of understanding and support when their differences clash with neurotypical expectations. This can lead to feelings of shame as they receive the implicit message that they are somehow flawed or incapable of meeting the workplace’s demands.
Imposter Syndrome: Neurodivergent individuals might experience imposter syndrome, feeling like they don’t belong or deserve their position, particularly if they perceive themselves as being less capable or competent due to their neurodivergent traits. Neurotypical absolutism can exacerbate these feelings of inadequacy and lead to shame about not measuring up to perceived standards.
Neurodivergent individuals having to *ask for* accommodations in the workplace is an example of neurotypical absolutism as it reflects a rigid belief that the neurotypical way of functioning is the norm, and any deviation from it is seen as an exception that requires special treatment. This perspective may be rooted in the assumption that there is one “standard” or “correct” way to work and that everyone should conform to it.
Here’s how this dynamic can manifest:
Lack of Inclusive Environment: In a neurotypical-absolutist workplace, the environment and practices may be designed primarily with neurotypical employees in mind, making it challenging for neurodivergent individuals to fully participate without accommodations. Without acknowledging neurodiversity, the workplace may not naturally accommodate different cognitive styles, sensory sensitivities, or communication styles.
Implicit Bias: Neurotypical absolutism is a form of implicit bias, where decision-makers assume that everyone works and communicates in the same way they do. As a result, they may overlook needs of neurodivergent individuals, assuming that if they don’t explicitly ask for accommodations, they must be okay with the existing setup.
Reluctance to Adapt: In a neurotypical-absolutist culture, some employers or colleagues may be resistant to making accommodations, viewing them as unnecessary or giving preferential treatment to certain individuals. This reluctance may stem from the belief that accommodating neurodivergent individuals would deviate from the “normal” way of doing things.
Blaming the Individual: In some cases, neurodivergent individuals may be blamed for their difficulties or perceived as not being capable enough or asking for “special treatment” as a way of avoiding unpleasant tasks.
So, we have a systemic problem. The reason I was moved to write about this is that in my experience, when autistic people talk about the difficulties they have at work⏤and remember, estimates of autistic adults in full time employment are as low as 14%⏤they rarely speak about work tasks (i.e. that which they are employed to do), but rather about having to work in offices and other environments set up to serve the needs of neurotypical people. Things that are most often cited as issues are:
Office-presenteeism: shared offices do not work for neurodivergent people (mostly, anyway) because we struggle to concentrate where there is noise, poor-lighting, interruptions etc. Where we can work from home, we worry we will be seen as “slacking off” and the subject of office gossip. When there is no practical reason we need to be in the office when we are working, this is neurotypical absolutism.
Nine-to-five culture: Neurodivergent people typically work in bursts⏤periods of intense work when we are super-productive, followed by time to rest and regulate. When we have done a “full day” in terms of outputs by, say 3pm, then we need to shut off. Neurotypical absolutism sees this as shirking, measuring work-engagement via time spent rather than outputs achieved.
Expectation to socialise at work: For most (acknowledging individual differences) work time is for work. Pressure to go to lunch, have coffee, chit-chat while working is difficult. The practical difficulty is that it’s often difficult for us to switch in and out of tasks⏤which isn’t actually a deficit, it just means we have great concentration and focus when we are working on something that engages us⏤and also socialising requires us “masking” (see previous post) which is draining. We are aware, though, that not engaging in social activities at work is disallowed in a neurotypical absolutist workplace and we will be stigmatised as anti-social. Cue shame.
I could go on, but you get the point.
Dr Stephanie Aspin 