Many employees express feelings of neglect in response to return-to-office policies.

A growing number of individuals with neurodivergent conditions, such as autism and attention-deficit/hyperactivity disorder (ADHD), are facing intensified challenges as many corporations reinstate full-time in-office work policies. This development raises concerns for employees who thrive in flexible work environments, particularly as anxiety and exhaustion increasingly characterize their daily experiences.

Ashley Palardy is one such worker who recently received a diagnosis of autism, after years of struggling with overwhelming fatigue and anxiety in professional settings. The 26-year-old contractor, who also has ADHD, has spent the last three years working remotely in Texas. However, as she seeks a full-time position, concerns regarding workplace flexibility loom large, compounded by apprehensions about discrimination should she request accommodations under the Americans with Disabilities Act (ADA).

The current job market is highly competitive, and advocates for neurodivergent individuals argue that stricter office mandates are detrimental. Major companies, including Amazon, JPMorgan Chase, and Goldman Sachs, are pushing for employees to return to the office full-time, emphasizing collaboration and culture as key benefits of in-person work. Simultaneously, there are criticisms of diversity, equity, and inclusion (DEI) initiatives, which historically support neurodivergent workers.

According to a recent survey conducted by YouGov, approximately 20% of U.S. adults identify as neurodivergent, reporting difficulties such as task management and social interactions. The increasing inflexibility in the workplace poses a greater risk for these individuals to feel isolated and undervalued, especially as many have thrived in remote working arrangements during the pandemic.

Companies like JPMorgan Chase advocate for inclusivity by making adjustments to accommodate neurodivergent workers, offering specific measures such as fixed seating, modified break times, and noise-canceling headphones. Nonetheless, neurodivergent employees are not legally obliged to disclose their conditions, making it essential for firms to proactively foster supportive work environments.

Experts highlight the importance of exploring flexible arrangements as vital for enhancing productivity among neurodivergent workers. For instance, James Birch, a supervisor at a healthcare company, recognizes the necessity for such accommodations, allowing team members one day a week to work from home.

To create an inclusive atmosphere, organizations are encouraged to solicit input from their employees regarding their needs and preferences. Recommendations include instituting “no-meeting” periods, offering quiet spaces, and providing varied lighting options. Such measures can significantly improve the working conditions for neurodivergent individuals.

While the ADA mandates reasonable accommodations for individuals who disclose their neurodivergence, obtaining approval for permanent remote work remains challenging. Employers must not only consider the individual needs of their neurodivergent employees but also recognize the unique advantages these workers can bring to the table. By fostering understanding and flexibility, companies can cultivate more inclusive workplaces, ultimately benefiting all employees.

As Palardy reflects on her experiences, she emphasizes the need for organizations to consider the perspectives of individuals like herself when formulating return-to-office strategies. She states that it is vital to create a work environment that caters to the diverse needs of employees to ensure their success and well-being in a structured society.