New NDSU research explores neurodivergence in the workplace

Despite millions of Americans identifying as neurodivergent, there has been relatively little research focused on neurodivergence in the workplace. One NDSU researcher is working to change that.

Neurodivergence is defined as a way of processing, learning, or functioning, such as ADHD, autism, or dyslexia, that differs from what is considered typical or standard by society, often referred to as neurotypical.

Inspired by his own ADHD diagnosis as an adult, Joshua Marineau, NDSU associate professor of management and marketing in the College of Business, found answers and understanding with his diagnosis, but also a lot of questions.

“It was obvious that neurodivergence is implicated in organizational behavior and personal relationships, but there was little to no research on ADHD in the workplace, particularly when it comes to the things I am interested in,” Marineau said.

Most workplaces were designed with neurotypical employees in mind even though neurodivergent employees often contribute greatly to organizations and society.

When reviewing the impact of an employee, their workplace performance is usually seen through personality, intelligence and culture, Marineau explained, while neurodivergent traits can be hidden strengths mislabeled as deficits.

“For example, ‘hyperfocus,’ the ability to fully lock in on something for long periods of time, is seen as being non-responsive or rude; impulsivity in the form of questions or comments during meetings are seen as disruptive, but they are often where new ideas and perspectives come from,” Marineau said.

This highlights the most obvious finding of Marineau’s research so far, which is that ADHD is a mixed blessing with both strengths and weaknesses. He hopes through the continuation of research there will be more systemic and empirical results in the context of work.

“I hope it provides a reality-check on the benefits of neurodivergent employees,” he said. “Finding the right role and work is essential. The one size fits all approach fails.”

Marineau encourages employers and organizations to consider more flexibility in accommodating employees and understanding in differences.

“This means flexibility in our ideas of how work should be done,” he said. “Employers should understand that differences are only strengths when framed and treated as such. This means expectations should shift in responsible ways to be more inclusive of different communication styles, ways of learning and approaches to work.”

Marineau hopes his research inspires others to research the topic as well.

“I’d like to understand more generally how the way we structure work and organizations can be better aligned with increasingly cognitive and emotional divergent employees,” he said.

While his recent research focused on how ADHD is related to the number of friendships and conflict ties a person has in the workplace and how ADHD relates to a person’s conflict-handling style in the workplace, he’s currently examining how intimate partner relationship quality impacts the career goals and satisfaction for ADHD professionals.