Exploring Neurodiversity through an intersectional lens

In recent years, the concept of Neurodiversity has gained much-needed attention in academic and research circles.

Variations in the human brain, such as those associated with Autism, ADHD, dyslexia, and other neurominorities, are natural and valuable aspects of human diversity. However, to truly understand and embrace Neurodiversity, we must examine how it intersects with other identities, such as race, gender, and LGBTQIA+ identities.

At the John Innes Centre, our Neurodiversity Project aims to understand and acknowledge these intersections, shedding light on the unique challenges faced by individuals who navigate multiple layers of marginalisation.

Intersectionality and Neurodiversity: why it matters

Intersectionality, a term coined by Kimberlé Crenshaw, is essential to understanding how overlapping social identities create distinct experiences of privilege and oppression.

For Neurodivergent individuals, their experiences are often shaped not only by their brain but also by other aspects of their identity. For example, a Black Autistic woman’s experiences will often differ significantly from those of a White Autistic man, influenced by societal attitudes toward race, gender, and Neurodivergence. Ignoring these intersections risks perpetuating inequities in both research and support systems.

Diagnostic gaps: gender, race, and Neurodivergence

One of the most glaring examples of intersectional inequities lies in the diagnostic process for Neurodivergence. Women are disproportionately underdiagnosed, largely because diagnostic criteria were developed based on studies of boys and men.

Many Neurodivergent women are socialised to mask their true selves; masking is a coping mechanism involving the suppression of Neurodivergent traits to fit societal norms. While masking might help avoid stigma, it often leads to significant mental health challenges, including burnout and identity confusion.

Black children, particularly girls, face significant disparities in diagnosis and support. Research from 2021 revealed that while Black boys in the UK are diagnosed with Autism at similar rates to their White peers, they receive far less educational support.

For Black girls, the disparities are even more stark, with a shocking 13:1 ratio of support compared to White boys. Similar patterns emerge with other Neurodivergent profiles, such as dyslexia, highlighting the urgent need for intersectional approaches to research and policy.

LGBTQIA+ identities and Neurodivergence

Another critical intersection is between Neurodivergence and LGBTQIA+ identities. Studies have consistently shown that LGBTQIA+ individuals are more likely to be Neurodivergent than their heterosexual, cisgender counterparts. For example, Autistic individuals are significantly more likely to identify as LGBTQIA+, and vice versa.

This overlap can amplify the challenges of ‘coming out’, navigating societal expectations, and finding community. Many Neurodivergent LGBTQIA+ individuals describe feeling doubly marginalised, struggling to fit into Neurotypical spaces and queer spaces that may not fully understand Neurodivergence.

Commonalities across identities: Masking, microaggressions, and ‘coming out’

Across these intersecting identities, several shared experiences emerge, including masking, microaggressions, and the concept of ‘coming out.’

  • Masking: Masking is a phenomenon many Neurodivergent people share with those in other marginalised groups. Like closeted LGBTQIA+ individuals, Neurodivergent people often suppress or hide parts of their identity to avoid discrimination. While masking can sometimes offer short-term protection, it often comes at the cost of authenticity, mental health, and long-term wellbeing.
  • Microaggressions: Microaggressions are another shared experience. For Neurodivergent individuals, these might take the form of dismissive comments such as, “You don’t look Autistic,” or assumptions that they’re “overreacting” to sensory discomfort.

Similarly, racial microaggressions such as questioning a Black individual’s competence, and microaggressions against LGBTQIA+ people including intrusive questions about their gender or sexual identity, can compound the stress and alienation experienced by Neurodivergent individuals with intersecting identities.

  • ‘Coming out’: The act of ‘coming out’ is also a shared experience across Neurodivergent and LGBTQIA+ communities. Disclosing one’s Neurodivergent identity, like coming out as LGBTQIA+, requires navigating complex social dynamics and potential stigma.

For many, the decision to disclose is fraught with questions about safety, acceptance, and understanding, both in personal relationships and professional environments.

Moving towards inclusion: What workplaces can do

To create truly inclusive workplaces, it is vital to embed intersectionality into everyday practices. At the John Innes Centre, we are taking steps to foster a more inclusive environment by holding events that explore the intersections of Neurodiversity with race, gender, and LGBTQIA+ identities.

Additionally, we are embedding intersectionality into the training we are developing, ensuring that our resources reflect the diverse realities of the individuals they aim to support.

Individuals in the workplace can also contribute to inclusion by:

  1. Educating themselves and others: Understanding the unique challenges faced by Neurodivergent individuals with intersecting identities is crucial. Seek out resources, attend training sessions, and engage in open conversations about these issues.
  2. Practising allyship: Be proactive in supporting colleagues who disclose their Neurodivergence or other marginalised identities. Listen without judgment, challenge microaggressions, and advocate for systemic changes.
  3. Creating safe spaces: Encourage a culture where individuals feel comfortable being their authentic selves. This includes normalising discussions around Neurodiversity, mental health, and identity.
  4. Reviewing policies and practices: Assess workplace policies to ensure they account for the needs of Neurodivergent employees, particularly those who face additional barriers due to their race, gender, and/or sexuality.

By prioritising intersectionality, workplaces can help dismantle systemic barriers and create environments where all individuals can thrive. These efforts benefit not only Neurodivergent individuals but also the entire workplace community by fostering greater understanding, innovation, and collaboration.

Neurodiversity is a vital aspect of human diversity, but understanding it fully requires an intersectional approach. Gender, race, and LGBTQIA+ identities profoundly shape the experiences of Neurodivergent individuals, influencing everything from diagnosis to daily interactions.

By examining these intersections, we can move closer to a world where Neurodivergent individuals are understood, valued, and supported in all their complexity. Our work at the John Innes Centre is committed to contributing to this vision, fostering a workplace culture that celebrates Neurodiversity while addressing the systemic barriers that persist.

To learn more about our Connecting Cultures project, please read this introductory blog.

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