Honesty and Transparency: Transforming Workplace Cultures for Neurodivergent Success

Honesty and Transparency: Transforming Workplace Cultures for Neurodivergent SuccessJarone Macklin-Page

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Summary: How can honesty and transparency transform workplace cultures for neurodivergent individuals? Drawing from personal experiences, this article explores the challenges and rewards of disclosing dyslexia in the workplace, highlighting examples of inclusive practices from leading employers and offering practical insights for building environments where everyone can thrive.

So, how do we improve workplace cultures while managing business priorities? Well, it starts with honesty on both sides of the employment process. Concealing the truth from the other side only leads to one outcome: a short and unhappy stint in a role, followed by another lengthy job search.

I know this all too well. Early in my career, I would never share that I was dyslexic for fear of being harshly judged and overlooked for roles. Believing it was much better to try and sneak in under the radar. Unfortunately, this approach often backfired, and many of the roles I landed ended in frustration and disappointment for all involved. Today, I take a different approach. Whilst I still don't share that I'm dyslexic in my CV, I will disclose that I am Dyslexic during interviews. I often utilise the question, "Can you tell me about a time you've struggled in a role?" to introduce that I'm Dyslexic and frame it in a positive light. Allowing me to highlight the many strengths that come with being Dyslexic, explaining that whilst I will need additional time and resources to perform the role. In return, I commit to delivering results that exceed expectations and drive business success. A commitment that I always deliver on. This approach and this level of transparency have transformed my career, leading to me having a 100% success rate in interviews over the last five years.

From an employer's perspective, I also urge you to deliver the same level of transparency. If a role is demanding, offers limited flexibility, and is not able to accommodate someone with additional needs, be upfront about it. There are people who thrive in those environments and will be a tremendous asset to your business. However, by misrepresenting the role, not only do you attract the wrong kind of candidates, but you waste time and money. What's worse, the potential emotional damage caused to the individual you hired may hold them back for years and, in some cases, decades. Transparency saves time, builds trust, and ensures the right fit for both sides in the long run.

Reflecting on my journey, I can point to two contrasting experiences that shaped my perspective. At one job, where I did not declare that I was Dyslexic until after I started. I explained to my manager during induction training that I was dyslexic and needed him to slow down so I could retain the information. He refused to adjust or acknowledge what I had said. However, on the third time of asking, he did respond and told me he didn't want to hear me mention dyslexia again, insisting it "shouldn't be an issue." Pointing out that his manager was dyslexic and didn't "use it as an excuse, so neither should I." As you've probably guessed, this role fell into my career's short and painful category.

In contrast, another employer whom I told I was dyslexic during the interview went above and beyond to support me. They provided a premium Grammarly subscription, extra time to complete written tasks, unlimited annual leave and funding for personal development. I used this support to complete a project management course and even attempt to learn Bulgarian. This employer deserves a special mention as they set the gold standard for inclusive and supportive workplaces, so take a bow, Stocksy.

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Whilst it's impossible to know if the outcome of the first example would have been different had I declared my dyslexia before starting, it is fair to say that, upon reflection, there are things I would have done differently. The truth is, whilst the employer in the first example handled the situation terribly, I was partly to blame for robbing them of the opportunity to make a hire that was right for their business at that time. That's why honesty and transparency play a crucial role in building inclusive and supportive workplaces. By implementing this approach, we can create workplaces where everyone can thrive because they can make informed decisions about the right path to take for them at that time in their life.