This article was written by Noël Ghammachi, Advisor at the Inclusivity Panel, Municipality of Rotterdam.
This blog post is part of the #InsideInclusionEU campaign
ADHD, autism, dyslexia—these are diagnoses that refer to a neurodivergent brain. About 15 to 20 percent of the population have such a brain. These diagnoses are not (medical) disorders but signs of variation. Every brain works different and this variation in thinking creates opportunities.
You don’t need a diagnosis to be neurodivergent. For women, diagnoses such as ADHD and autism are often made late in life—or not at all. Psychological research has historically been focused on diagnosing men.
In this article, three colleagues of the Municipality of Rotterdam share their experience about working with a neurodivergent brain. Finally, Anita Meijs talks about the Neurodiversity working group of the Municipality.
Sanja Debets-Bankras – Cybersecurity Advisor No formal diagnosis
“I don’t have an autism diagnosis, but I know I’m on the spectrum. Overstimulation is the key word. It took years for me to understand how that works. I first noticed it in a sushi restaurant—busy decorations, sounds from all sides. All the stimuli, which enter my brain unfiltered, became overwhelming. That experience made me aware. Now I prefer sitting with my back to a wall in the cafeteria so I can process stimuli more easily.
For people with a neurodivergent brain, it’s as if neurotypical people had a lesson we missed—especially around social interaction, like eye contact. Some autistic people struggle with it and avoid eye contact. Others force themselves to mimic it, because we think that’s what’s expected.
At work I specialize in information security. That’s ideal for me: working with both computers and people. I call myself a social nerd—and I mean that proudly.
The municipality could be more stimulus-friendly. In open-plan offices, people are often loudly on Teams calls and footsteps echo on the floors. That leads to overstimulation. More low-stimulus workspaces would help colleagues with neurodivergent brains.
To colleagues who struggle: please be open with your manager. If a manager understands how your mind works, they can support you.”
Angela de Kievit – Coordinator, Rotterdam.nl Web Team Diagnosed with ADHD
“When I received an ADHD diagnosis at 30, I was surprised. I used to think of ADHD as fast talking, bouncing around. I thought the busyness of ADHDers was always visible. For me, the busyness is mainly in my head. It never stops.
At work my ADHD showed up in the open office space—I noticed everything. That’s why post-COVID remote working has been a blessing for me. I can get easily distracted. But if I enter a hyperfocus, which is also part of ADHD, I can type through an entire night!
Neurodivergence should be approached positively. As someone with ADHD, I always have big ideas. If you pair me with a colleague who’s detail-oriented, the best of both worlds comes out: drive and execution. Everyone is different—employers should make use of that.
I like to deepen my knowledge of neurodiversity—for myself and for my daughter, who also has ADHD. In the past, you were just called difficult if you didn’t pay attention at school. Now there are ways to adapt your day to how your brain works. My daughter and I have a low-stimulus day on Sundays. We bake cookies or something like that and start the new week without being overstimulated.”
Annelies Nijenhuis – Accounts Receivable Employee Diagnosed with autism
“I was diagnosed with autism at 26. For women this often happens later. Young women are quickly dismissed as ‘shy girls.’ That happened to me, too. My whole life I felt different from others. Getting the diagnosis was a relief.
At work my autism shows mainly in how I process stimuli. When it gets busier, you hear less from me. After a workday, there’s not much left in me—I just wait for bedtime. Gaming and sports help me recharge. I don’t have the natural filter neurotypical people do. Working at the office brings a lot of stimuli, but I also don’t want to miss out on the buzz.
Unfortunately, some people aren’t open about their diagnosis. I hope that everyone can be. Not speaking up—or not feeling safe enough to—leads to many unnecessary burnouts. Personally, I’m very open about my autism. But you do need to be in a position where you can be open.
Everyone is different, even in their form of autism. A differently wired brain shouldn’t hold you back. Learn what your strengths are. I’m better at some tasks than my non-autistic colleagues. I can hyperfocus on my work and I’m very analytical.
I’ve made arrangements with my manager, like being able to work from home an extra day if I’m overstimulated. I haven’t used that yet, but it’s good to know it’s possible.”
The Neurodiversity working group and employee network of the Municipality of Rotterdam: “The Working Group Helps Colleagues Speak Up About Their Neurodivergence”
Anita Meijs herself has no neurodivergence diagnosis. Yet she has been part of the Neurodiversity working group from the beginning. It was founded in 2021 with a mission: to make better use of the qualities and talents of neurodivergent colleagues within the organization.
Anita was a team leader when she joined the group. Awareness of neurodivergence is important for managers as well. “Yes, it’s great when employees learn more about how their own brains work. But it’s also important that team leaders know how to deal with neurodivergent colleagues. There are trainings for that. I’m no longer a team leader, but I’m still in the group. The personal stories from colleagues really move me.”
Anita sees the impact of the group’s activities—whether it’s a lecture or a coffee meet-up. “Coming together and talking means breaking taboos. Thanks to the working group, colleagues are able to speak openly about their neurodivergence.”
“The working group is now an employee network. That means core members can spend two hours a week on neurodiversity work. Neurodiversity has also been included in the internal Diversity, Inclusion, and Equality (DIG) policy. We hope awareness of neurodiversity will continue to grow within the organization.”
