What “The Joker” can teach us about Neurodiversity

It is a movie that has caused intense dispute. 

Actor Joaquin Phoenix portrays an all-too-believable ‘character’, Arthur Fleck (later to be self-named, ‘The Joker’) who acts out in his inability to cope with his own mental volatility. In a society where daily violence has become unavoidable, this movie has struck a chord.

Arthur is notably eccentric with an unnamed ailment quite similar to, Pseudobulbar Affect (PBA) A misunderstood neurotic disorder that can result in involuntary, pathological laughter. It becomes distressing to watch the character’s desperation to appear ‘normal’ as he struggles to assimilate into a busy, working society only to return to painstaking isolation in his Gotham (analogous to New York) City apartment thereafter.

Arthur eventually progresses into “The Joker”; snowballing into growing act outs of strange behavior and violence. However, after witnessing the abuse and relentless rejection Arthur receives on a consistent basis from strangers who, throughout the movie, misunderstand his mental struggles, it is hard to know how to feel about the character at any given moment.

19.1% of U.S. adults experienced mental illness in 2018 (47.6 million people). This represents 1 in 5 adults.

Though he strives despairingly to “fix” himself via therapy, medications; helplessly tossing himself into the hustle of Gotham City “normalcy”, Arthur is unable to stay caught up. Then, there is the notable scene where he has written in his journal (for the viewer’s thoughtful assessment), that “The worst part about having a mental illness is people expect you to behave as if you don’t.”

In some sense, the movie could possibly be a hyperbole on mental illness. There is much to be theorized but, regardless of one’s final take; whether you support or appreciate the gathered message or else feel it is offensive or insensitive it has-- if nothing else--indisputably cracked open the bolted up discussion on mental illness and, as an effect, the importance of neurodiversity:

1.      Neurodiversity awareness is becoming increasingly necessary:

19.1% of U.S. adults experienced mental illness in 2018 (47.6 million people). This represents 1 in 5 adults. 

·         Major Depressive Episode: 7.2% (17.7 million people)

·         Schizophrenia: <1% (estimated 1.5 million people)

·         Bipolar Disorder: 2.8% (estimated 7 million people)

·         Anxiety Disorders: 19.1% (estimated 48 million people)

·         Posttraumatic Stress Disorder: 3.6% (estimated 9 million people)

·         Obsessive Compulsive Disorder: 1.2% (estimated 3 million people)

·         Borderline Personality Disorder: 1.4% (estimated 3.5 million people)

This means your friends, your neighbors, your colleagues. Someone –some people--- you know are suffering.

2.      Everyone works and functions differently.

Sensitivity to differing employees’ working criteria is essential to today’s bustling world. In reality, a one-size-fits-all approach has never worked long-term for sustained contented employees from neither a management nor operational standpoint. This could mean consideration of one’s need to not be forced into that company happy hour, or else understanding of a (seeming) preference to work in a quieter office location; generally, the need to allow your trusted employees to operate in ways that best fit their capabilities is becoming increasingly essential. After all, “Everyone is to some extent differently abled (an expression favored by many neurodiverse people), because we are all born different and raised differently. Our ways of thinking result from both our inherent “machinery” and the experiences that have “programmed” us.” (Austin, Pisano, Harvard Business Review) We see in “The Joker” that Arthur Fleck has been demanded to function as he is expected and not as he is, further fueling a rapidly deteriorating psyche.

It’s also necessary to embrace the range of neurodivergence. While autism and ADHD are better known by the public and in popular culture, traits like bipolar disorder, severe anxiety, dyspraxia, or highly sensitive personality (HSP) are less commonly understood.

So just as companies have come around to embrace identity along a spectrum of gender, sexuality, and introversion, the neurodiversity movement says the same understanding should be extended to diversity of mind (NERENBERG)

3.      The traditional prospect evaluation on “what good looks like” is not so straightforward:

Good eye contact, well-paced and well-spoken communication don't always make for a good employee. Likewise, despite popular belief, lacking these attributes does not necessarily affirm incompetency.

Mental illness doesn’t always display itself in extreme lash outs or violent outburst either. That theory itself is an incorrect stigma and an extreme result. It shows up more commonly as isolation, avoidance behavior or withdrawal; shyness, mood changes, anxiety, weight loss or gain, or addictive behaviors. Otherwise, it can be more subtle and show itself as socially uneasy behavior and a limitless number of other manifestations; many of which are ‘invisible’ in nature. Thus, “the behaviors of many neurodiverse people run counter to common notions of what makes a good employee—solid communication skills, being a team player, emotional intelligence, persuasiveness, salesperson-type personalities, the ability to network, the ability to conform to standard practices without special accommodations, and so on. These criteria systematically screen out neurodiverse people.” (Austin, Pisano, Harvard Business Review)

In the movie, Arthur initially shows hardly noticeable traits to the outside world aside from inopportune laughter (dismissively perceived as an oddity rather than the effect from something more reprehensible). After all, Arthur Fleck is a working man who takes the subway and wears button-ups; there is no excuse for any idiosyncrasies that do not fit the societal mold. But what about the Autistic prospect who has trouble holding eye contact but is a stand-out software developer? Or the ex-military veteran who suffers from PTSD and can not work in the office around the constant commotion but is an incredible self-starter as a remote worker?

4.      Neurodiversity is a cultural driver for forward-thinking companies

The idea that there is a single way to process is a erroneous and antiquated misstep. We have made strides in accepting that others need unique management styles (for example), but we have not really considered why. Accepting that we all maintain varying neurodiverse requirements is necessary for the modern working world. Many industries and locations are observing a lack of talent but in the same breath overlooking our neurodiverse prospects who do not “appear” , behave, or else work like what they are accustom to. For this, "... the neurodiverse population remains a largely untapped talent pool. Unemployment runs as high as 80% (this figure includes people with more-severe disorders, who are not candidates for neurodiversity programs).” (Austin, Pisano, Harvard Business Review).

“… managers have begun thinking more deeply about leveraging the talents of all employees through greater sensitivity to individual needs.

Where, for those companies who are embracing neurodiversity “… managers have begun thinking more deeply about leveraging the talents of all employees through greater sensitivity to individual needs.” (Austin, Pisano, Harvard Business Review) and, by doing so, are at the forefront as cultural leaders, reaping the benefits from gracious, albeit neurodiverse, workers who are creating extraordinary value.   

5.      Neurodiversity is…. diverse:

There is not a one size fits all for what a mental illness will look like, even if it is categorized and diagnosed. Anxiety for one person might appear as extreme extroversion, projection of anxieties to overlay inward nerves. For someone else, it might rear as extreme shyness and isolation. How one person interprets and controls their ailment can look almost the opposite of what it is. i.e.. Depression can look like the person who is always making the jokes. (In “The Joker” Arthur Fleck is an aspiring comedian.). Perhaps, the worst of all, is mental ailments can also have no outstanding traits at all. Hence, the stigma.

In conclusion, it is important we continue to exploit the stigma of mental illness. Just as we strive to stay at the cusp of transformation and technological advancements, it is just as pertinent that we pioneer the ever-evolving human condition and ethos. This is not a call to the (basically) trending responsibility for overt sensitivity beyond one’s own values but, rather, the moral obligation we have to each other. As people, we begin via empathy and acceptance. As an organization, we set pace through our acknowledgment and education on the growing need for neurodiversity in the workplace.

Written By: Emily Seder

Email: [email protected]

I am an open-networker and welcome the opportunity to connect with you. Feel free to add me on LinkedIn

Cited from:

September 2019. “Mental Health By The Numbers”. Retrieved from: https://www.nami.org/learn-more/mental-health-by-the-numbers

National Symposium on Neurodiversity at Syracuse University. Retrieved from: https://neurodiversitysymposium.wordpress.com/what-is-neurodiversity/

Austin, Robert and Pisano, Gary. May-June 2017. Harvard Business Review. Retrieved from: https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage

Nerenberg, Jenara. May 2017. "What Neurodiversity is and Why Companies Should Embrace It" . Retrieved from: https://www.fastcompany.com/40421510/what-is-neurodiversity-and-why-companies-should-embrace-it