Loyalty and the Canary Effect

I originally planned to post another article this week, but I decided to write an impromptu piece on loyalty instead. This week marks my 5-year anniversary at my current job, which I suppose is a testament to loyalty. I must admit, I’ve either been very loyal or quick to jump ship, each approach presenting its own set of challenges. I'll touch on this briefly, but the focus of this article isn't solely about me.

Loyalty in Neurodivergent Individuals

When discussing neurodivergent individuals, loyalty often comes up. I've actually mentioned this as a strength in multiple trainings on neurodiversity. There are several reasons for why loyalty is known as a strength amongst neurodivergent and I wanted to explore them today.

Routine and Stability: Our Anchors

People with autism and ADHD often find comfort in routine and stability. These elements make it easier to develop coping mechanisms, especially for those with dyslexia and other neurodivergent conditions. Finding a new job can disrupt this routine, leading to significant stress. For some, even the idea of this can be overwhelming.

For those with ADHD, there’s a fine line between the need for routine and the risk of boredom from repetition. They thrive in environments that provide both excitement and predictability. For instance, a firefighter's job is filled with new challenges daily, yet it offers a stable mission of helping and rescuing others. We often say that people with ADHD make great firefighters!

Strong Dedication: Hyperfocus at Work

Many neurodivergent individuals exhibit hyperfocus—a deep, intense concentration on a particular task or subject. This translates into a high level of commitment to a task, project, manager, or job. This is often perceived as loyalty. Their dedication to their job and roles often exceeds expectations, driven by intrinsic motivation and a willingness to excel. As a neuro-distinct, I've often times felt like I've had to work harder or more to prove myself, which has also been perceived as dedication. (Deep down, I think this comes from a deep sense of insecurity and fearing that I am not enough if I am to be honest)

Integrity and Authenticity

Honesty and authenticity are core values for many neurodivergent individuals, which fosters loyalty. When their values align with an organization’s standards, they feel a deep sense of connection. Leaving such an environment for a competitor can feel like a betrayal, causing significant distress. Although our honesty and bluntness can sometimes be difficult, it's this same sense of honesty that often leads to loyalty.

Personally, I once stayed at a company long past my period of fulfillment because I felt a strong sense of loyalty to those who had given me a fair chance. Despite my unhappiness, I couldn't bring myself to leave, fearing it would betray their trust.

A Sense of Recognition

Many neurodivergent individuals face challenges in securing employment. Although I have been fortunate in this regard, I, like many of my colleagues, am acutely aware of the statistics that suggest otherwise. I can't count how many neurodivergent colleagues come to me with a sense of despair because they're unable to land a job—sometimes because the recruitment process doesn't recognize or enable the strengths of neurodivergent individuals, and other times due to simple discrimination.

For instance, in the United States, about 85% of people on the autism spectrum are unemployed, a stark contrast to the general unemployment rate of around 4.2% (Imagine | Johns Hopkins University ) (Deloitte United States ).

When you land a job or are aware of these statistics, it can foster a profound sense of gratitude and loyalty toward those who have recognized your potential without bias.

Finding an Inclusive Work Environment

When neurodivergent individuals find a supportive and accommodating work environment, they tend to remain loyal. These environments offer security and a sense of belonging, which are not always easy to find.

However, the lack of inclusivity can also prompt quick departures. Issues like inadequate accommodations, toxic workplace culture, job misalignment, and overwhelming expectations can drive neurodivergent employees to leave. Bringing up these concerns and past experiences during interviews is challenging because it's difficult to gauge how prospective employers will respond. This has certainly been my experience which leads me to my conclusion:

Neurodivergent Employees as the "Canary in the Coal Mine"

Neurodivergent employees often act as a "canary in the coal mine" within the workplace. If you're unfamiliar with this analogy: miners would bring canaries into coal mines because the birds were more sensitive to toxic gases, such as carbon monoxide, than humans. If the canary became ill or died, it was an early warning sign of dangerous conditions, prompting miners to evacuate and avoid harm.

The heightened sensitivity of neurodivergent individuals to physical and social environments can reveal underlying issues that might go unnoticed by others. Knowing that they are often very loyal, high turnover rates among neurodivergent employees should prompt a deep examination of the workplace environment to find the underlying causes. By supporting neurodivergent employees, organizations create a more inclusive and effective work environment for everyone.

Loyalty among neurodivergent individuals is multifaceted, driven by a need for routine, a propensity for hyperfocus, strong personal integrity, a sense of recognition, and the search for inclusive environments.

P.S if you see any mistakes welcome to my dyslexic world and feel free to let me know!