Why Neurodivergent People Are More Susceptible to Workplace Bullying

Bridgette Hamstead

Workplace bullying is a pervasive issue that affects employees across industries, but for neurodivergent individuals, it is an especially common and deeply harmful experience. If you are autistic, ADHD, dyslexic, or otherwise neurodivergent, you have likely encountered workplace environments that feel exclusionary, hostile, or unmanageable. Many of us have endured mistreatment from colleagues, supervisors, or entire organizational structures that fail to accommodate our needs and, worse, actively work against us. The professional world is often built around neurotypical expectations, and when we do not conform, we are frequently targeted, dismissed, or forced out.

Bullying in the workplace can take many forms. It might be outright harassment—being mocked, ridiculed, or repeatedly spoken down to in ways that erode self-confidence. It can be more covert, manifesting as exclusion from important meetings, being ignored or undermined, or facing impossible expectations designed to set us up for failure. Sometimes, it looks like constant micromanagement that chips away at our autonomy, or it might be a boss who forces us to mask and push through burnout while rewarding those who thrive in environments that prioritize social performance over actual productivity. For neurodivergent employees, these experiences are not isolated incidents but patterns that emerge across multiple jobs and industries, making the working world feel fundamentally unsafe.

A major reason neurodivergent people are disproportionately susceptible to workplace bullying is power dynamics. Many of us struggle with understanding or navigating unspoken workplace hierarchies. We may not instinctively pick up on office politics, unwritten social rules, or the subtle power plays that dictate how professional relationships function. This can make us more vulnerable to those who exploit these structures. Supervisors who thrive on control may see us as easy targets, and coworkers who are invested in dominance may recognize that we do not play the same social games they do. In many cases, bullies perceive our honesty, direct communication, and difficulty with manipulation as weaknesses rather than strengths.

Ableism also plays a significant role. Many workplaces are fundamentally structured around neurotypical ways of thinking, communicating, and working. When we ask for accommodations, we are often met with resistance, skepticism, or outright hostility. The expectation that employees should conform to rigid schedules, engage in constant social interaction, and navigate unwritten rules without question leaves little room for neurodivergent people to thrive. When we struggle with executive functioning, need clear communication, or work best in nontraditional ways, we are frequently labeled as lazy, incompetent, or uncooperative. This systemic bias makes it easier for bullies to justify their mistreatment of us. After all, if the workplace already views us as “difficult” or “not fitting in,” bullies can frame their actions as necessary corrections rather than targeted aggression.

One of the most painful realities of workplace bullying is that neurodivergent employees are often gaslit into believing they are the problem. Many of us have spent our lives being told that we are too sensitive, too blunt, too rigid, or too intense. When bullying occurs, we may internalize the idea that we deserved it—that if only we could socialize better, work faster, or communicate differently, we would be accepted. This self-doubt can make it even harder to recognize when we are being mistreated and even harder still to advocate for ourselves. It is no coincidence that so many neurodivergent employees experience severe burnout, anxiety, and depression as a result of workplace mistreatment. The cost of constantly masking, second-guessing ourselves, and enduring repeated professional rejection is immense.

Protecting yourself in professional settings starts with recognizing the signs of workplace bullying and understanding that the issue is not a personal failing—it is a systemic problem. If you find yourself constantly on edge at work, dreading interactions with a specific person, or questioning your own reality, these may be signs that something is deeply wrong. Workplace bullying thrives in environments where power imbalances go unchecked, so one of the most effective ways to protect yourself is to document everything. Keeping a record of interactions, emails, and incidents of mistreatment can be invaluable if you ever need to report the behavior or seek legal protection.

Advocating for yourself is another crucial step, though it is often easier said than done. Setting clear boundaries with coworkers and supervisors can be difficult, especially in environments that are already dismissive of neurodivergent needs. However, establishing what you are willing to tolerate—and standing firm when those boundaries are crossed—can help reclaim some of the power that workplace bullies attempt to take away. Seeking out neurodivergent-affirming mentors, allies, or external support networks can also make a significant difference. If there are others in your workplace who recognize the toxicity of the environment, leaning on them for validation and assistance can help combat the isolation that often comes with being targeted.

Unfortunately, not all workplaces will change, and not all bullying can be stopped. Many neurodivergent professionals find that leaving toxic work environments is the only way to truly protect their well-being. While it is deeply unfair that so many of us are forced out of careers, workplaces, and industries due to ableist structures, prioritizing mental health and safety is not a failure. In some cases, the most powerful action you can take is to walk away from a space that refuses to respect you.

As neurodivergent people, we deserve workplaces that do not force us to mask, conform, or endure mistreatment just to survive. We deserve environments where our skills, perspectives, and ways of working are valued rather than seen as obstacles. Until more workplaces recognize that inclusion means more than performative policies, we must support each other, advocate for change, and refuse to accept the status quo.