Neurodiversity in law firms is starting to receive some well-deserved attention, however not enough. I spoke with neurodivergent lawyers about their lived experiences in the legal profession, with a focus on law firms. What became clear from my discussions is that law firms are not yet taking a standard or global approach to addressing neurodiversity.
Many lawyers reflected that they are managing their neurodivergence individually, either masking their unique traits and symptoms or creating their own accommodations. Some common feedback from lawyers regarding how they are navigating neurodivergence in law firms includes managing sensory sensitivity in spaces they can control (like reducing noise, scent, lighting or distractions), requesting flexible working arrangements, and/or creating informal peer support networks.
Often these lawyers may experience burnout, or poor physical and mental health. Missing standard targets can result in negative assessments, missed promotions, or even termination. This is particularly the case when lawyers are not comfortable sharing their accommodation needs relating to neurodivergence due to a fear of a stigma being attached.
With hope in mind, I reached out to an expert on the topic. Sarah Ennor is a speaker who helps law firms, businesses and individuals understand neuro-inclusion. Sarah has Attention Deficit Hyperactivity Disorder (ADHD) and is an accomplished lawyer. She’s worked in-house and founded her sole practice, Growth Counsel. She shares what she’s learned from law firms and lawyers so far.
How prevalent is neurodivergence in the legal profession?
“These statistics are based on known diagnoses and self-disclosure. Globally, it’s estimated that about 20% of adults are neurodivergent. Illustrative estimates in Canada are 1-2% have autism, less than 1% have Tourette Syndrome, 6-17% have dyslexia, and 3-6% have ADHD. And yet a 2016 survey of US lawyers found that 12.5% of lawyers have had experience with ADHD! Lawyers may not know they are neurodivergent, having developed their own coping strategies. Others may fear disclosing because of significant stigma.”
What are benefits to law firms of embracing neurodiversity?
“Every neurotype offers unique skills in the workplace. ADHD lawyers can be efficient and creative risk-takers who can take the full picture into account. Autistic lawyers may be great with details and patterns. Dyslexic lawyers may excel at visualizing solutions. Each person is different, but embracing every processing style (including ‘typical’ ones) leads to better results. Plus, folks with similar neurotypes are great at empathizing with one another, often working well together. Leveraging this can benefit neurodivergent clients, too.”
What is currently being done to support neurodiversity?
“Law firms and departments are early in this journey. For some the topic is completely new. Others are considering their strategies for education and policy in this area. Stand-alone employee-led resource groups are springing up, while some firms are combining neuroinclusion with mental health or disability initiatives. A few have organized internal trainings or panel discussions, often beginning with autism awareness. Law firms are eager to learn and want to get neuroinclusion right. I encourage them to be brave and take their first steps.”
Where can law firms get started in addressing neurodiversity?
“First, it’s critical to understand how these conditions may present at work and uncover our own biases. Lawyers are trained to be curious about legal facts, but can be rigid when faced with different behaviours. Rather than expecting lawyers to fit within outdated norms of ‘lawyerly’ professionalism, we can focus on the desired performance outcomes. I don’t know a single lawyer who isn’t driven to succeed in their own way! Start by adopting a curious mindset, assuming best intentions, and trusting each individual to be the authority on their own support needs. Lawyers who feel safe and supported will share how they work best and be more receptive to actionable feedback.”