The end of DEI programs will have an adverse impact on neurodivergent attorneys.  Neurodiverse attorneys already face unique challenges in navigating the legal profession, but for a brief time, DEI programs provided support and workplace acceptance.  As an ADHD coach working with lawyers with ADHD (Attention Deficit Hyperactivity Disorder) or AuDHD (Autism Spectrum Disorder and ADHD), I have witnessed a cultural shift in the profession in the last four years.  Four years ago, I would never have advised a client to disclose their ADHD, in the past year there had been a shift because of increasing acceptance and appreciation for attorneys with ADHD.  Sometimes, disclosure was in their best interest. Now, there is uncertainty.  What does the demise of DEI mean for attorneys with ADHD?  (For the sake of brevity, I will use ADHD to refer to both ADHD and AuDHD.)  Will we go back to masking?  Will the unmasked be stigmatized?  One thing is clear to me:  attorneys with ADHD are focusing on the negative.  It’s how their brains are wired. The ADHD brain is quick to catastrophize and focus on the worst case scenario, consequently attorneys with ADHD are experiencing anxiety and depression about these changes.

The key to success for all attorneys is having a supportive environment.  This is particularly important for attorneys with ADHD, who have had to develop strategies or seek accommodations to manage their workload, set priorities, stay focused, meet deadlines and get their billing submitted on time and accurately. Now, imagine losing those support structures.

Here are 5 areas of impact specifically for lawyers with ADHD:

Accommodations and Support

DEI programs often champion initiatives that create a more inclusive environment. This can include advocating for accommodations that are essential for lawyers with ADHD, like flexible work arrangements, quiet workspaces, assistive technology, or modified communication styles. Without DEI programs pushing for these accommodations, it will be harder to secure them. It will become harder to get the employer to understand and implement the specific accommodations the neurodivergent attorney needs without a dedicated DEI advocate or the support of an affinity group.

Mentorship and Sponsorship

DEI programs frequently facilitate mentorship and sponsorship opportunities for lawyers from underrepresented groups, including those who are neurodiverse. These relationships are crucial for career advancement. A mentor can help the neurodivergent attorney navigate the unwritten rules of the workplace, while a sponsor can advocate when opportunities arise. The loss of these programs can mean losing access to these vital connections, making it even harder to climb the ladder, particularly when ADHD might make traditional networking harder.

Reduced Understanding and Acceptance

DEI programs raise awareness and educate colleagues about neurodiversity. They foster a culture of understanding and acceptance, which reduces stigma and microaggressions and foster an appreciation of the gifts of ADHD. Without these programs, there’s a greater risk of misunderstandings about ADHD, which can lead to negative performance evaluations, limited opportunities, and feelings of isolation.  Plus, without understanding ADHD, it is likely that the gifts of ADHD like creativity, enthusiasm and hyperfocus will be underappreciated. Think about how frustrating it is when someone takes your creativity for granted and dismisses your struggles as “just needing to focus more.”

Inclusive Hiring and Career Development

DEI initiatives often focus on inclusive hiring practices. This means that law firms have been actively seeking out and recruiting diverse talent, including neurodivergent lawyers because it makes for a better work product. Legal employers used their DEI initiatives, like affinity groups, resources for neurodiverse attorneys and CLE training offerings on neurodiversity, as recruitment tools.  The neurodiverse attorney may experience a bit of bait and switch if their employers start to abandon these initiatives.

Impact on Firm Culture and Attorney Wellness

A firm without a strong DEI commitment can inadvertently create a less welcoming and supportive environment for neurodivergent individuals. In addition, neurodiverse attorneys will likely begin to mask again and will not seek the accommodations that they need.  In addition to impacting productivity it also implicates attorney wellness by leading to increased stress, burnout, and even attrition. Lawyers with ADHD are already at a higher risk of burnout. A less supportive environment only exacerbates this. Studies have shown that unmanaged ADHD results in significantly higher rates of substance abuse, depression, anxiety and suicide.

This raises the question then of what can be done to support the neurodiverse attorneys in your workplace.  I have three ideas:

1. Show some kindness.  We are all feeling stress and a little kindness goes a long way.
2. Ask if there is anything you can do to support them.
3. When you notice that someone is working differently than you expected, try connecting to understand their working style rather than immediately correcting.

This article was written with the assistance of Google Gemini to help overcome writers block.