An illustration shows the diversity of neurodivergence.
Being BIPOC at work is taxing enough, but imagine being BIPOC and having a mental illness or learning disability. As a Black, neurodivergent, and queer person, I know what it is like to feel like an outsider. Intersectional identities should be celebrated not ignored. Fortunately, BIPOC psychologists and psychiatrists are holding space for people with intersectional identities.
“When we don't respect people who are different, we're missing out on opportunities to learn and grow. We all have something to offer. When we discount a person because of a perceived difference, we're really hurting ourselves,” says Dr. Judith Joseph, a board certified psychiatrist and Chairwoman of the Women in Medicine Board at Columbia University.
Here are a few ways to be an ally to neurodivergent BIPOC at work.
Practice Transparency
Difficult conversations are the backbone of non-performative allyship. Discuss cultural competency and what it means to be a genuine ally. Some managers avoid tough conversations to keep things running smoothly.
Do some research on various types of neurodivergence. If you realize your colleague is neurodivergent, let them tell you and allow them to steer the conversation. If their mental health is deteriorating quickly, consult a medical professional or call 911 if necessary.
A lot of people are not willing to show that much support for a co-worker. The last thing neurodivergent BIPOC want to hear is that someone can’t hold space for them.
Do not avoid your colleague because they are neurodivergent. Embrace the difference, and take note of how their neurodivergence is an asset to your team.
Show A Willingness to Learn
Rather than asking your neurodivergent BIPOC colleague to educate you, be willing to learn when or if they are ready to talk. Reading is a great way to learn about neurodivergent people, but it’s not enough.
Looking at a few articles about neurodivergence is not allyship. One of the best ways to learn more is by having one-on-one conversations with neurodivergent people.
Engage in discussions surrounding intersectionality without being too excited— it may come off as fetishization. But don’t stress too much. Your workplace may offer neurodivergent training to educate employees and leadership about what it’s like to be neurodivergent at work.
If that is an option, attend the training and ask as many questions as you can. It is important to be neuro-inclusive in the workplace, but make sure you acknowledge all parts of a person’s identity.
Dr. Mariel Buqué, an Afro-Dominican trauma psychologist, does not believe in stereotypes surrounding neurodivergence.
“When we don't have the adequate information and the psychoeducation around what neurodivergent is, people make assumptions, create stereotypes and perpetuate stigma. As a society we need to create pockets of conversations where we're able to have a deeper understanding of what neurodivergence is.”
Neurodivergence does not define people, and it can hurt to feel like you’ve been put in a box. That is part of the reason why so many neurodivergent people hide their diagnoses.
Be Empathetic
Showing empathy will get you a long way. It can be scary to be a neurodivergent person of color. Sometimes it feels like you have a target on your back. Whether it be worrying about the police or being concerned about getting fired for trouble with reading, Black and brown neurodivergent people live in fear.
Have some empathy for colleagues who face multiple modes of oppression. If they want to vent, let them. Hold space for neurodivergent BIPOC because we need support now more than ever. The current political climate in the United States is messy to say the least.
It’s hard not to fall apart when you suffer from depression or anxiety. Although you may want to be supportive of your coworker, do not hyperfocus on their intersectional identity. Unless they mention it first, do not bring it up. Do not ask if they are mixed race or from another country. Do not call a colleague “slow” or “off” for being neurodivergent.
Cognitive Corner founder and psychologist Simone Saunders is neurodivergent herself. She speaks openly about her ADHD diagnosis on TikTok. She expressed that when communities refuse to accept or acknowledge different parts of someone’s identity, it can cause serious damage. But neurodivergence is nothing to be ashamed of.
“It’s a strength that is incredibly beautiful.”
