In our second blog in celebration of Neurodiversity Week, UWE Bristol’s Dr Vanda Papafilippou shares her team’s recent findings on neuro-inclusion in the energy industry.
In the pursuit of achieving net-zero carbon emissions by 2050, the energy sector requires diverse perspectives to drive innovation. Neurodivergent individuals—those with conditions such as ADHD, dyslexia, and autism—possess unique strengths, such as creativity, problem-solving, and innovative thinking, all of which are crucial for tackling the complex challenges of energy research. However, despite these strengths, neurodivergent employees often face significant barriers to career progression in both academic and industrial settings.
Our recent study aimed to understand these barriers by conducting in-depth interviews with 25 neurodivergent energy researchers, alongside HR professionals and a senior neurodivergent manager in the energy industry. The research highlighted that stigma remains a significant issue, particularly in academia, where many neurodivergent researchers felt compelled to hide their neurodiversity due to fear of negative career repercussions. The pressure to publish academic articles, in particular, posed a significant obstacle for researchers with dyslexia or ADHD. These researchers often struggled with processing text, structuring their writing, or meeting deadlines, which led to challenges in career progression. Despite these obstacles, neurodivergent researchers excelled in securing funding, showcasing their innovative thinking.
However, many noted a lack of tailored support for staff, unlike the reasonable adjustments available to neurodivergent students. Furthermore, PhD students and early-career researchers often encountered resistance to their interdisciplinary approaches, with supervisors and senior colleagues questioning their ideas. Those with neurodivergent supervisors had more positive experiences, as they were encouraged to approach problems creatively and received greater support.
In contrast, neurodivergent researchers in the energy industry generally reported more positive experiences. Their innovative thinking was often valued, and they were able to leverage their unique approaches to energy problems for career advancement. One key difference was the leadership style of neurodivergent line managers, who embraced inclusive leadership and encouraged open discussions. This fostered an environment of trust, where neurodivergent researchers felt supported and valued. Additionally, some companies provided accommodations, such as specialised software, without requiring employees to disclose their neurodivergence, making it easier for neurodivergent employees to thrive without fear of discrimination.
The study suggests several practical steps for improving the experience of neurodivergent researchers. Universities and energy companies must develop tailored support systems for neurodivergent staff, going beyond the accommodations available to students. Additionally, training in neurodiversity awareness and inclusive leadership should be implemented to reduce stigma and create more inclusive workplaces. Mentorship programs for neurodivergent PhD students and early-career researchers could provide much-needed guidance and support. Furthermore, academic institutions should reassess the traditional norms around publishing and career progression to better accommodate the diverse contributions of neurodivergent researchers.
Ultimately, neurodivergent individuals have the potential to contribute significantly to the energy sector, particularly in research and innovation. By fostering inclusive environments and offering tailored support, we can unlock the full potential of neurodivergent researchers, ensuring they can thrive in both academia and industry. The IGNITE Network+, a £1.25M EPSRC-funded project, is working to create a more inclusive energy research community, supporting neurodivergent researchers and promoting a culture of understanding and trust. By embracing diversity and inclusion, we can help drive the innovation necessary to achieve a sustainable future.
Dr. Vanda Papafilippou is a Senior Lecturer in Human Resources Management at UWE Bristol and is specialised in Equality, Diversity and Inclusion in the workplace. The main focus of her research is gender inequality in the workplace, diversity management practices and inclusive recruitment.
