In this section, we share insights and strategies to support neurodivergent colleagues, including ways to manage sensory overload in high-pressure Blue Light environments and foster a more inclusive workplace for all.
ADHD: Understanding Masking
In this resource, we explore what masking is, what it could look like for adults within the workplace, it’s impact and steps we can take to break the cycle.
What is masking?
‘Masking’ refers to when somebody tries to hide or suppress symptoms of ADHD in order to fit into societal expectations, this could be by copying the behaviours of those without ADHD to fit in socially, avoid being stigmatised or feel more accepted.
For both adults and children with diagnosed or undiagnosed ADHD, masking can become second nature, it’s not always intentional but rather subconscious behaviours that they have practiced for a long time.
For adults in the workplace, masking could look like:
The impact of masking
While these strategies may feel like coping mechanisms to navigate daily challenges, they can also be mentally and emotionally exhausting, leading individuals to feeling overwhelmed and burnt out. Masking doesn’t address the underlying needs and challenges faced by individuals with ADHD, it just helps them appear more “neurotypical” to others.
For adults in stressful work environments, like Blue Light roles, day to day responsibilities often require a high level of focus, quick decision making, and an ability to stay calm under pressure. For those with ADHD, masking adds an extra level of strain and mental effort:
Burnout: Trying to maintain the appearance of being in control 24/7 can become overwhelming. This ongoing effort can drain energy, making it harder to switch off, rest and recharge even outside of work.
Mental health struggles: Some individuals with ADHD will experience co-occurring mental health conditions. Masking can exacerbate feeling of isolation and worry, leading to mental health struggles such as anxiety and depression.
Imposter syndrome: Adults with ADHD who mask their symptoms may feel as though they are constantly “faking” it, and worry that their true self, if revealed, wouldn’t be accepted in their role, team or social circle.
Loss of self-identity: Overtime, masking can cause individuals to lose touch with their authentic self. Constantly working to fit in or meet expectations can erode self-esteem and confidence.
Substance use: People who engage in masking might also be at a high risk for developing struggles relating to substance use as a way of coping with how they feel inside.
Why Blue Light workers may be more likely to mask
The culture within Blue Light, emergency service roles can often emphasise a requirement for traits such as precision, discipline and emotional control. For individuals with ADHD, whose brains naturally work differently, these expectations can feel even more daunting. This increased pressure to conform can lead to internalised struggles and hiding symptoms, rather than seeking support.
Breaking the cycle
Masking symptoms of ADHD may feel easier in the moment, but it isn’t a long-term sustainable strategy as it can negatively impact your mental health and wellbeing. When you can identify masking within yourself, you can begin to learn new ways of coping and managing your ADHD more authentically, rather than hiding your struggles.
Understanding and recognising that your brain processes information differently, and that’s completely okay.
If you feel comfortable doing so, consider having an open conversation with your manager about your ADHD. While this may seem daunting, more and more workplaces are becoming understanding about neurodiversity and there may be the possibility for reasonable adjustments and flexibility that will enable you to thrive.
Whether it’s through counselling, therapy, medical treatment or a support group that understands what you’re going through, seeking support can enable you to accept who you are and develop tailored strategies to help you navigate any worries or struggles.
Focus on what you can do well and explore the unique strengths you bring to the team as somebody with ADHD. This could be your creativity, problem-solving skills or out-of-the-box thinking. Try to embrace your individuality.
Trying to adhere to somebody else’s “normal” routine is unrealistic, try to consider what external structures would help you with day-to-day challenges. This could be ways to implement healthy habits, organisational apps, reminders/alarms, or blocking out time in your calendar for different tasks.
Creating neurodivergent-friendly recruitment processes
As we all strive for a more divergence and inclusion workforce, it’s essential to create processes which accommodate everyone. By making an effort to ensure your recruitment processes are neurodivergent-friendly, you can tap into a pool of talent who bring unique perspectives and skills to your organisation.
Job descriptions
Job descriptions are often the first point of contact for any potential candidates. To ensure they are inclusive:
The application process
The process of applying for any role should be as accessible and straight forward as possible:
Rethinking your interview process
Traditional interviews styles can place unnecessary stress and pressure on the candidates. Consider these adjustments:
Training
Educate your hiring team on neurodivergence and inclusion policies, and provide them with training opportunities so that they can better their understanding, mitigate unconscious bias which may affect their decisions, and encourage a supportive understanding approach to interview and assessment.
Be clear and follow up
Let candidates know a realistic timeline of when they can expect to hear back. If they are successful, allow them time to go away and review the opportunity before deciding. If they are unsuccessful, where possible provide some clear feedback.
Understanding Neurodiversity and its impact in a Blue Light workplace
In recent years, understanding and awareness of Neurodiversity has increased, and workplaces are beginning to recognise the impact of these conditions on an individual, the challenges they face in and out of the workplace, and the importance of taking steps to support members of our teams to thrive.
However, recent research has found that one in five neurodivergent employees have experienced harassment or discrimination at work because of their neurodivergence and only half (52%) feel that their organisation has an open and supportive climate where people can talk about neurodiversity.
As a result, it’s essential that we all take steps to better our understanding about what neurodiversity is, and how it can significantly impact individuals at work, particularly in high-pressure environments such as emergency service roles.
What is Neurodiversity?
Neurodiversity refers to the unique ways in which an individual’s brain works. Neurodivergence is the term for when somebody’s brain processes, learns, and/or behaves and interacts differently from what is considered “typical”.
It is estimated that approximately 15-20% of people are neurodiverse in some way. These neurological differences are seen as natural variations of the human brain and encompasses a variety of conditions including:
Neurodiversity is varied, and no two people will experience it in the same way. As a result, there is no one-size-fits-all approach that employers and managers can take to support members of their team. However, by taking steps to better our understanding, we can begin to take a mindful and individualistic approach when it comes to neurodiversity.
Neurodiversity and Work
Unemployment rates for neurodiverse individuals are disproportionately high, with an estimated 30-40% being unemployed. Research also suggests that 60% of those with ADHD felt that they had lost a job due to their neurodiversity.
As mentioned, neurodiversity impacts every individual differently and it’s important to not focus too heavily on stereotypes. However, to gain a clearer understanding here are some common ways in which neurodiversity could impact somebody in the workplace.
Neurodiverse colleagues might communicate and understand language in ways that differ from their neurotypical colleagues. For example, someone with autism might prefer clear and direct instructions or struggle with social cues, while somebody with ADHD might find it difficult to concentrate and require a more engaging and varied approach to communication.
Neurodiverse individuals may have different thresholds for stress and anxiety and might require additional support for managing stress in high pressure situations.
While some neurodiverse individuals may prefer to stick to a strict schedule, plan and timeline, and might struggle to adapt to last minute changes, others might find time keeping more difficult, needing to adapt their working hours when possible.
Some individuals may prefer independence in their work and struggle to adapt within large teams.
Those with dyslexia or dyspraxia, for example, might struggle with tasks that require reading or writing under pressure, particularly in front of others.
Some neurodiverse individuals may become overwhelmed or overstimulated more easily than others. This could be by bright lights, loud noises or large crowds.
Neurodiverse individuals bring unique strengths that can be highly valuable in Blue Light roles, however the same environments can also present unique challenges. Understanding neurodiversity is essential to creating an inclusive workplace environment where team members feel supported and valued.
How can I better support my neurodivergent partner?
Supporting your neurodivergent partner or spouse requires patience, understanding and adaptability. Neurodivergent conditions can affect individuals and those around them in a variety of ways, so learning how to offer the right support can be a process of trial and error.
At Blue Light Together, we recognise that juggling the demands of your professional role alongside navigating the complexities of relationships can feel like a bit of a balancing act. As a result, it’s important to be able to prioritise both your mental health and wellbeing, as well as your partners. Here, we explore some strategies which might help you to better support and understand your neurodivergent partner.
Educate yourself
The first step to being able to support your partner is to be able to understand the full picture by educating yourself as much as possible about their specific neurodivergent condition. Understanding the unique ways in which their brain works will help you to approach your relationship with increased empathy and compassion.
Communicate openly and effectively
While there are numerous resources available that you can utilise to better your understanding of neurodiversity, it’s important to remember that every neurodivergent individual is unique and will face their own challenges. Clear and open communication is essential in any relationship, but it’s even more important when your partner is neurodivergent. They may have specific communication preferences or difficulties that they need you to understand. By being open and patient about how you can communicate you can foster a more supportive environment.
Ask your partner what kind of support you could offer and how they’d like to receive it. This could involve checking in with them regularly or respecting their space when they need it. Effective communication ensures that you’re both on the same page and feel understood.
Create a structured environment
For many neurodivergent individuals, routines and structure can help to create a sense of stability and reduce stress. This might include consistent routines, setting clear expectations for shared responsibilities and supporting each other with your individual strengths and challenges.
For example, if your partner struggles with time management or forgetfulness, offering gentle reminders or working together to create schedules can help to reduce stress for you both. Or, if your partner often experiences sensory overload, work together to create a calm and organised space at home which can help them to feel more relaxed.
Be patient and flexible
As mentioned, providing support can often feel like trial and error so it’s important to be patient and understanding during this time as you figure out what works best. Similarly, unforeseen challenges or stressful situations can arise at any time, where your partner might not experience emotions in the same way that you might, and they might approach things differently. Be patient and flexible when these moments arise, avoiding adding pressure and prioritising empathy.
Set boundaries and look after yourself as a priority
It’s essential to take steps prioritise your own needs and wellbeing too. This might include setting boundaries with your partner for when you’re available and the type of support you can offer, particularly in line with your work. Communication works both ways, so be open to expressing your own needs too and set time aside for yourself to prioritise your own methods of self-care such as exercise, mindful practices or hobbies.
Remember that it’s ok if you don’t have all the answers – relationships are about learning and growing together. With communication and mutual understanding, you can provide your partner with the support they need while also taking care of yourself.
I think I might be neurodivergent, now what?
Over recent years there has been an increase in people accessing content and information surrounding neurodiversity online. Whether it’s within the news, a social media influencer talking about their diagnosis journey, online self-assessment tools, or academic research, we now have a variety of resources surrounding neurodiversity at our fingertips.
This increased awareness helps to promote understanding about neurodivergent conditions, helping to tackle misinformed stereotypes and stigma. However, some may find the array of content overwhelming, as they begin to question whether they too could be neurodivergent. If you’ve found yourself scrolling through hours of content and are left thinking “could I have a neurodivergent condition”, here’s a guide to help you take the next steps with confidence and clarity.
Educating yourself before self-diagnosis
As discussed in a previous blog, there are many reasons as to why an individual might choose to self-diagnose, and self-diagnosis is completely valid. However, before jumping to conclusions it’s important that you properly do your own research using reliable sources of information.
Neurodivergence manifests in many ways and everybody’s experience is unique to them. While hearing about other people’s experiences and journeys might be helpful, try to avoid direct comparisons or using stereotypes to confirm assumptions, instead use a variety of trustworthy and reputable sources for your information.
Reflect on your experiences
After doing your research, take time to reflect on how your life has been impacted, both personally and professionally. For example, struggles and challenges in your day-to-day life.
Take your time
There is a lot of information out there to process, and the journey towards a diagnosis (self or formal) can be a long and confusing one. A variety of different emotions and feelings are likely to arise so be sure to take time to recognise and acknowledge how you are feeling. Try not to rush into any decisions at 100mph and instead take everything one step at a time.
Be open and connect with others
Going through this process can feel isolating, but you don’t have to do it alone. Opening up and seeking support from trusted friends, family members or colleagues who are understanding of neurodivergence can be helpful. It’s perfectly okay to express how you are feeling and ask for support when needed.
If you are unsure that you have anybody close to you that you can open up to, consider reaching out to networks and communities online or in-person, to connect with those that really understand your challenges and might be able to offer practical advice.
Embrace the process
Remember that recognising that you might be neurodivergent is a positive step towards self-discovery. It’s an opportunity to gain some answers and better understand why you might think, feel and behave the way that you do and to implement some strategies that work for you. Embrace the journey of learning about yourself, accepting that trial and error can play a part in finding tools and resources which support your wellbeing.
Seeking a professional assessment
If you believe that you might be neurodivergent, you may decide to seek a formal assessment by a medical professional which requires you to consult with a GP or mental health service. They can guide you through the diagnostic journey and offer recommendations for the next steps. While it can be long, try not to let the waiting period discourage you. A diagnosis can help you to gain a better understanding of yourself and find strategies which enable you to thrive.
Managing sensory overload in Blue Light workplaces
In fast-paced, high-pressure Blue Light workplaces, the environments in which we work can be intense. For neurodivergent colleagues, such as those with Autism, ADHD or sensory processing disorders – these environments can sometimes lead to experiencing sensory overload.
Sensory overload occurs when the brain becomes overwhelmed by excessive sensory input, making it difficult to focus, communicate or regulate emotions. While emergency service settings may not always allow for complete control over sensory input, there are some ways to manage and reduce the impact of sensory overload.
Here, we explore some practical strategies for handling sensory challenges in Blue Light workplaces:
Recognising sensory overload
Sensory overload can look different for everyone, but some common signs include:
By recognising these signs early, you can take steps to manage the situation before it becomes overwhelming.
Strategies for managing sensory overload
Having a personalised tool kit to hand can help you to regulate sensory input when you need it. This might include:
When possible, take short breaks in quieter areas to reset. Even a few moments of deep breathing or stepping outside for fresh air can make a big difference. When you start to notice signs of sensory overload within yourself, it’s okay to step away when possible. If you notice sensory overload building in a colleague, offer for them to take a brief pause to regain focus and clarity.
If certain environments or tasks regularly cause sensory challenges, consider discussing reasonable adjustments with your team or manager for small amounts of flexibility. Being honest and open about what you are experiencing can help others to understand and offer support.
Ultimately, sensory overload can be challenging to navigate in high-stakes environments, but with the right strategies and workplace adjustments, it’s possible to manage its impact. By fostering awareness, advocating for personal needs, and supporting colleagues, we can create Blue Light workplaces that are more inclusive and supportive.
Understanding the link between neurodivergence and mental health
Neurodivergence is the term used for when an individual’s brain processes, learns, and behaves differently from what tends to be considered “typical”. Neurodivergence is something that should be celebrated and embraced, however for neurodivergent individuals navigating a world designed for neurotypical people (those without a neurodivergent condition) can present unique challenges and have a direct impact on their mental health.
What is Neurodivergence?
Neurodivergence encompasses a range of conditions, including autism, ADHD, dyslexia, dyspraxia and more. These conditions are not mental health issues; they are natural variations in the way that the brain processes information and interacts with the world.
The mental health connection
Research indicates that neurodivergent individuals are more likely to experience mental health issues such as anxiety, depression and stress. While it’s important to recognise that experiences vary widely among individuals, there are some key factors which may influence the link:
By understanding these factors, we can better support neurodivergent individuals in managing their mental health.
Supporting neurodivergent individuals
Understanding and support are crucial in helping neurodivergent individuals manage their mental health. Here are some ways to provide support:
Promote Acceptance: Encourage a culture of acceptance and understanding. Educate others about neurodiversity to reduce stigma and promote inclusivity.
Provide Accommodations: Make adjustments in educational, workplace, and social settings to accommodate neurodivergent needs. This can include sensory-friendly environments, flexible schedules, and clear communication.
Access to Mental Health Services: Ensure that neurodivergent individuals have access to mental health services tailored to their unique needs. This includes therapy, counselling, and support groups.
The link between neurodivergence and mental health is complex and multifaceted. By fostering a more inclusive and understanding environments, we can help neurodivergent individuals thrive and improve their mental well-being. Embracing and celebrating neurodivergence not only benefits those who are neurodivergent but enriches our communities.
Neurodiversity: Stigma and Language
Here at Blue Light Together, we recognise the impact that the language we use can have on those around us. By being mindful of our words, phrases, jokes and comments, we can ensure that we aren’t contributing to stigma and stereotypes which could potentially be harmful. In previous resources, we have explored stigma and language in relation to women’s health, alcohol and substance use, and the LGBTQIA+ community. In this blog, we explore language in relation to neurodivergence.
When it comes to neurodiversity – a broad umbrella term that covers neurological differences such as Autism, ADHD, Dyslexia, Dyspraxia, and more – being mindful of our language is essential for breaking down stigma and truly creating an inclusive workplace as unintentional misuse of language can reinforce stereotypes, perpetuate misunderstanding, and isolate individuals impacted by the different conditions.
For example, referring to someone as “struggling with” or “suffering from” autism or ADHD frames these conditions in a negative light; as though they are a burden with something to fix. This is also the case when referring to something as “disorder” or an “illness” rather than simply a condition. Similarly, using phrases such as “normal” or “abnormal” instead of “neurodiverse” or “neurotypical”.
On the flip side, by using empowering, respectful and inclusive language, we can help to ensure that colleagues feel supported, valued and accepted for who they are.
Breaking down stigma through language
Stigmatised language often stems from a lack of understanding. When people haven’t fully grasped what neurodivergence is or how it impacts individuals, they may unintentionally make assumptions or use potentially harmful language. To combat this, here are some key approaches that can help reduce stigma through mindful communication:
Focus on the individual, not the diagnosis. Try not to reduce a person’s identity to one aspect of who they are, focusing instead on their uniqueness as an individual using person-first language. When discussing neurodiversity, remember that it’s not equivalent to a name badge so instead of saying “he’s ADHD” instead opt for “he has ADHD”.
Neurodiverse people often possess unique strengths that are invaluable in the workplace. Recognising and celebrating these strengths helps to shift the conversation away from any limitations and towards inclusivity.
Neurodiverse individuals are exactly that – diverse. Try not to make assumptions about somebody based on a stereotype associated with a condition that they have.
Phrases such as “everyone’s neurodivergent nowadays” or “they never had autism in my day” are unhelpful and can be hurtful. Every diagnosis is valid and should be approached with sensitivity and respect. Try not to play down symptoms or conditions and make sure to take it seriously if somebody opens up to you about their struggles.
Language is constantly evolving and so is our understanding and awareness of neurodiversity. Try to encourage open discussions in the workplace where everybody can share their experiences and perspectives. This will help everyone become more aware of the impact of their words and create a more supportive and inclusive environment. When in doubt, you can also ask an individual about the type of language they prefer or educate yourself further.
Ultimately, language is a powerful tool and by committing to choosing words that uplift, empower and reflect the diversity of thinking within our teams we can ensure everybody feels supported.
Prioritising your mental health whilst on a waiting list
When it comes to seeking support or an assessment for neurodivergent conditions, the waiting period can sometimes feel incredibly challenging. The long waiting lists and sense of uncertainty might leave you feeling as though you are in a state of limbo, unsure of how to feel.
Waiting lists in the UK vary drastically between locations and services. While some individuals might only be waiting a few weeks for an official diagnosis or support, others could be waiting for months or even years for some much-needed answers. It’s not just about waiting for a diagnosis, this can be a period of confusion, self-doubt, and frustration while trying to continue working in an already high pressure, demanding Blue Light role.
Here we explore some strategies to help you manage and prioritise your mental health and wellbeing whilst awaiting an assessment or support.
While you wait, be kind to yourself and acknowledge that seeking a diagnosis is a step towards clarity. Try to recognise how you are feeling and understand that it’s completely okay to feel overwhelmed, uncertain or frustrated. Allow yourself to feel all the emotions.
While you might not have all the answers right now, try to bear in mind that this wait is temporary and getting the right diagnosis will ultimately support your wellbeing in the long run to enable you to thrive both in and out of work.
While on waiting lists, the signs and symptoms that you are seeking clarity or support for might continue to impact your day-to-day life. Try to implement strategies which might help you to manage these symptoms in the meantime. This could include time or organisational management tools, mindfulness and grounding techniques or adjusting your work and home environment to be more supportive of your needs. Everybody will experience neurodiversity differently, so try to recognise your needs and implement coping strategies sooner, rather than waiting for a diagnosis to do so.
You are not alone and there are so many other people who are experiencing and understand what you are going through. Support groups and networks, online or in-person, can provide a forum for comfort, understanding, advice and sense of belonging during a time which might feel quite isolating.
It’s time to put yourself first and prioritise self-care techniques that will better your mental health and wellbeing. Self-care looks different for everybody, but small, consistent practices can help you to manage stress and stay grounded during the waiting period. This could include prioritising exercise, nutrition, sleep, a creative hobby or outlet, or spending more time with loved ones. You might even want to consider keeping a journal to process your thoughts and emotions during this time.
It’s important to remember that you don’t need to wait for a formal diagnosis to access mental health support. If you’re struggling, reach out to a counsellor or therapist for support and guidance with coping strategies tailored to your needs.
Is self-diagnosis valid? The difference between self-diagnosis and over labelling
“Everyone has ADHD nowadays” or “there was no such thing as neurodiversity in my day” are comments that we are hearing increasingly more often within media or amongst our social circles.
There is no doubt that ADHD is spoken about a lot more now than it once was, as NHS assessment waiting lists continue to rise, and more people are finding themselves turning to social media and online resources to access advice and information about ADHD.
However, this increase in awareness can be both empowering and, at times, overwhelming as some individuals begin to reflect on their own lives and challenges that they may face day to day. Consequently, the debate surrounding self-diagnosis and overlabelling has become more prevalent. As a result, it’s important that we can understand the difference between the two, and the impact that the way in which we talk about ADHD can contribute to the stigma surrounding it.
What is self-diagnosis?
Self-diagnosis refers to individuals identifying symptoms and signs within themselves that align with a specific medical condition after researching and educating themselves about it.
ADHD can have a significant impact on people’s lives, as they are likely to face unique struggles and difficulties to those considered to be neurotypical. Therefore, an ADHD diagnosis can provide a sense of relief and self-awareness, offering answers and a sense of direction.
There are a variety of reasons why an individual may choose to self-diagnose as opposed to seeking an official medical diagnosis such as long waiting lists, cost, lack of support, being turned away or misdiagnosed with mental health conditions when talking to their doctor, the stigmas associated with ADHD, or feelings of guilt or embarrassment.
What is over-labelling?
Over-labelling, on the other hand, is the tendency to apply a diagnosis to an experience or observation without proper evaluation. In this case, medical terms which refer to something serious are often used more loosely.
Over-labelling most commonly occurs when it comes to mental health conditions. For example, somebody who likes their home to be clean and orderly may refer to themselves as “a bit OCD”, or somebody feeling sad and having an “off day” might say they are depressed. This also occurs when it comes to neurodiversity. Somebody feeling impulsive, distracted or forgetful may loosely use the label of ADHD.
Differentiating the two
Ultimately, the term “self-diagnosis” is often used as an overly broad umbrella term which could be separated into two segments. For the majority of those who self-diagnose, it’s not a case of watching one video and using stereotypes to label themselves. They’ve probably spent hours researching, utilising the NHS website, articles, blogs, books, support groups, taken online questionnaires and have put themselves through a significant proportion of the diagnostic process. For these individuals, self-diagnosis provides them with answers and a better understanding of their identity. As a result, this should not be dismissed or invalidated.
The negative impact of over-labelling
Over-labelling symptoms without any form of diagnostic process can potentially be harmful as it can dilute the meaning.
Loosely labelling ADHD can cause the diagnosis to lose meaning and become understated, making it harder for individuals to understand the true impact that ADHD can have on the day-to-day lives of those with it. These labels can also reinforce stigma about ADHD, reducing it to misinformed stereotypes rather than a complex neurological disorder.
“Worse can scenario”
In a recent podcast, activist, speaker and author, Ellie Middleton, who is committed to breaking taboos and empowering neurodivergent people to thrive in and out of the workplace, stated the following in regard to self-diagnosis of ADHD:
“What’s the worst-case scenario of somebody never getting diagnosed? It’s like they spent their whole life feeling that they’re a rubbish person, they’re going through these awful depression cycles that we had before we were diagnosed, we’ve got an increased risk of ending up in prison, eating disorders, spending money that we don’t have and getting ourselves into debt, addiction. The worst-case scenario of spending your life undiagnosed is bad. What’s the worst-case scenario of self-diagnosing, thinking they have ADHD, but they don’t? I don’t know maybe they are a bit kinder to themselves.”
Approaching self-diagnosis
As we have established, self-diagnosis is valid. However, accessing the abundance of information can be overwhelming. The journey of understanding ADHD as an adult can feel like piecing together a puzzle. If you suspect you might have ADHD, it might be helpful to reflect on your symptoms with both curiosity and caution. The key is to approach it thoughtfully, seeking clarity through professional trusted research, personal reflection and most importantly, accessing support when you need it.