{"id":34633,"date":"2026-10-23T11:51:11","date_gmt":"2026-10-23T18:51:11","guid":{"rendered":"https:\/\/www.uwb.edu\/news\/?p=34633"},"modified":"2026-10-23T11:51:14","modified_gmt":"2026-10-23T18:51:14","slug":"on-misfits-neurodivergence-and-inclusion-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.uwb.edu\/news\/2026\/10\/23\/on-misfits-neurodivergence-and-inclusion-in-the-workplace","title":{"rendered":"On \u2018misfits,\u2019 neurodivergence and inclusion in the workplace"},"content":{"rendered":"\n

For Dr. Elizabeth Follmer, the word \u201cmisfit\u201d took on new meaning while completing her doctorate at the University of Iowa. Her degree was in Business Administration, with an emphasis on Organizational Behavior & Human Resources, and her dissertation centered around the match \u2014 or mismatch \u2014 between the characteristics of a person compared to an environment. <\/p>\n\n\n\n

Her adviser passed on to her some previously collected data on people who identified as not fitting into their organization. In other words, misfits. <\/p>\n\n\n\n

Although her adviser had extensively researched person-environment fit, she didn\u2019t fall into the category of misfits herself, Follmer remarked. \u201cI looked at the data and immediately recognized patterns in their efforts to fit in at work, I recognized the experience of being a misfit.\u201d <\/p>\n\n\n\n

The topic stayed with her as she began to carve out her own research niche. In 2020, she realized there was another word for misfit: neurodivergent. <\/p>\n\n\n\n

\u201cI hadn\u2019t thought about neurodiversity at all, but what I was reading about it started to look really interesting and familiar,\u201d she said. \u201cA light bulb went off and I realized, \u2018Misfits researchers and neurodiversity researchers were describing some of the same experiences … We\u2019re totally studying the same thing. We\u2019re just not using the same language.\u201d <\/p>\n\n\n\n

The ROI of neuro-inclusion<\/strong> <\/h2>\n\n\n\n

Now a lecturer at the University of Washington Bothell\u2019s School of Business<\/a>, Follmer specializes in research about neuro-inclusion in the workplace. She is most interested in studying topics that leaders and organizations care about, such as return on investment. <\/p>\n\n\n\n

\u201cEspecially in the era where DEI (diversity, equity and inclusion) is not getting the investment that it used to,\u201d she said, \u201cI think research on the ROI of neuro-inclusion is important because at this point leaders are not going to pay attention to any of this unless they can make money off it.\u201d <\/p>\n\n\n\n

Luckily, there\u2019s a lot about making workplaces neuro-inclusive that does contribute to the bottom line, she added. \u201cMy research makes the evidence available to people in leadership to say, \u2018This is worth doing \u2014 whether or not you\u2019re doing it for altruistic or DEI-centric reasons.\u2019\u201d <\/p>\n\n\n\n

In her latest paper, \u201cCreating inclusive work environments for autistic employees and leaders: The importance of psychological safety<\/a>,\u201d Follmer collaborated with Dr. Jennifer Spoor, research director in the Olga Tennison Autism Research Centre and an associate professor at La Trobe University in Melbourne, Australia. Together, the pair wrote the paper as a bridge between academic practitioners and industry leaders \u2014 focusing on how autism influences psychological safety in leader-follower relationships. <\/p>\n\n\n\n

\"A
Dr. Elizabeth Follmer.<\/figcaption><\/figure>\n\n\n\n

Barriers in work environments<\/strong> <\/h2>\n\n\n\n

In the paper, Follmer and Spoor give an overview of the landscape of autism in the workplace and some of the barriers that people with autism often face in that setting. One such barrier is the neurotypical norms and expectations in the workplace, particularly the physical sensory environment. As people with autism often struggle with sensory overwhelm \u2014 things that a neurotypical person might be unbothered by or able to block out such as bright lights, noise levels and smells \u2014 can be completely disabling. <\/p>\n\n\n\n

\u201cFor that reason, a lot of folks with autism really thrived during lockdown because they had to work from home, which is exactly what they had always needed,\u201d Follmer said. \u201cThey no longer had the sensory nightmare of commuting where they were exhausted before the workday even started or having coworkers popping their heads in. They had comfort, environmentally, for the first time.\u201d <\/p>\n\n\n\n

She speculates that this also accounts for part of the difficulty in getting people to return to the office, as neurodivergent people make up a not insignificant portion of the population \u2014 about one in five people, according to the British Medical Bulletin. <\/p>\n\n\n\n

\u201cA lot of these people had the best time of their careers during that time and refused to go back to office for that reason,\u201d Follmer said. \u201cThat segment of the population realized how good their work could be if they had what they needed.\u201d <\/p>\n\n\n\n

A matter of real need<\/strong> <\/h2>\n\n\n\n

Follmer said the remedy is not just about providing accommodations but also questioning the assumption that one size fits all and asking employees how they work best. <\/p>\n\n\n\n

\u201cIt\u2019s important to understand that some people have different needs, and it’s not a matter of being intentionally difficult or entitled,\u201d Follmer said. \u201cIt\u2019s a matter of, \u2018I can work this way, and I can\u2019t work this way. Please allow me to work.\u2019\u201d <\/p>\n\n\n\n

Another barrier Follmer and Spoor cover in their research is the stigma around autism and the harmful stereotypes often reinforced by the media and society. The solution they offer is greater awareness of autism and breadth of autistic experiences through training and education. <\/p>\n\n\n\n

This can also help create a space in which individuals with autism no longer feel they have to \u201cmask\u201d or hide their autistic characteristics. <\/p>\n\n\n\n

Awareness in the classroom<\/strong> <\/h2>\n\n\n\n

Follmer has seen the benefits of this in her own classroom. When she introduces herself at the start of each quarter, she shares a little about her research on neurodiversity. There\u2019s a palpable sigh of relief in the room when she does this, she said. <\/p>\n\n\n\n

\u201cYou can see about 20 percent of the room go, \u2018Oh, okay, she\u2019s not going to fight me about accommodations, or if I tell her something about my ADHD she\u2019s going to be cool with it,\u2019\u201d Follmer said. \u201cTalking about that from the beginning makes those folks feel much more comfortable in the room.\u201d <\/p>\n\n\n\n

She added that in her own way, she\u2019s also learned to \u201cunmask\u201d in her teaching \u2014 noting that her teaching style a decade ago was much more \u201cbuttoned up\u201d and formal. <\/p>\n\n\n\n

\u201cNow, I tend to approach things in a pretty casual, authentic voice,\u201d she said. \u201cThe more authentic my expression becomes, the better it seems to go with students.\u201d <\/p>\n\n\n\n

“It\u2019s important to understand that some people have different needs, and it’s not a matter of being intentionally difficult or entitled.”<\/p>Dr. Elizabeth Follmer, lecturer, School of Business <\/cite><\/blockquote><\/figure>\n\n\n\n

A growing population<\/strong> <\/h2>\n\n\n\n

As Follmer and Spoor wrote, \u201cOur proposed remedies are often simple and inexpensive (and even free in many cases) to implement, but they are likely to have a profound impact on the well-being and productivity of autistic employees and leaders.\u201d <\/p>\n\n\n\n

The value of neuro-inclusion far outweighs any cost, Follmer said, especially when looking toward the future: While about 20% of all adults today identify as neurodivergent, a survey from ZenBusiness found that 53% of Generation Z workers identify as \u201cdefinitely or somewhat\u201d neurodiverse. <\/p>\n\n\n\n

\u201cThat means, people in industry need to pay attention to this, especially if they have an eye on developing access to talent via early career pipelines\u201d she said. <\/p>\n\n\n\n

Critics of this figure may label Gen Z as entitled, Follmer continued, and that assumption will cost them. \u201cThe more people who understand this stuff,\u201d she said, \u201cthe less human effort across all populations will be wasted simply because people who are the gatekeepers don\u2019t know how to recognize neurodivergent strengths and support this section of the general population. <\/p>\n\n\n\n

\u201cAnd maybe the next generation can help \u2014 maybe, they can do work that you never imagined could be done.\u201d <\/p>\n","protected":false},"excerpt":{"rendered":"

Faculty research delves into the landscape of autism in the workplace and how to create \u201cpsychological safety.\u201d <\/p>\n","protected":false},"author":121,"featured_media":34634,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_is_archived":false,"_archived_contact_email":"","footnotes":""},"categories":[202,229,214],"tags":[],"school":[417],"class_list":["post-34633","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-campus-news","category-faculty","category-research","school-school-of-business"],"acf":{"related_links":{"toggle_visibility":false,"link_1":"","link_2":"","link_3":"","link_4":"","link_5":""},"highlight_box":{"toggle_visibility":false,"title":"","content":"","button":"","button_style":"angled-purple-button","button_screen_reader_text":""},"contact_type_1":{"toggle_visibility":true,"contact_title":"","email":"","phone":"","box":"","address_line_1":"","address_line_2":"","location":""},"contact_type_2":{"toggle_visibility":false,"contact_title":"","email":"","phone":"","box":"","address_line_1":"","address_line_2":"","location":""},"social_media":{"toggle_visibility":false,"facebook_url":"","instagram_url":"","linkedin_url":"","twitter_url":"","youtube_url":""},"blog_archive_sidebar_visibility":false},"yoast_head":"\nOn \u2018misfits,\u2019 neurodivergence and inclusion in the workplace - 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