A Summer of a Doctoral Researcher: Immersed in Data Collection

My research on the working life experiences of women diagnosed with ADHD began earlier this year and took off quite rapidly. Nina Venhe, a communications specialist at the Philosophical Faculty of the University of Eastern Finland, wrote an online article about the study, which was widely shared in various Facebook groups. The interest in participating in the research exceeded all expectations — by the very next day, the number of volunteers had already far surpassed what was needed. The topic is clearly seen as important and timely. You can read the article here: ADHD in women remains poorly recognised – new study sets out to explore workplace experiences of women diagnosed with ADHD | University of Eastern Finland

My first summer as a researcher has been spent collecting data: first through a Webropol-survey, followed by interviews with participants. The interviews have been thought-provoking and rewarding, delving into experiences, thoughts, and emotions on a deep level. I’m grateful for the trust and openness with which participants shared their stories.

Diversity of Thought in Working Life

Fortunately, discussions around diversity and inclusion in working life have increased in recent years. For example, helpful guides have been published to support inclusive leadership, such as DEI työelämässä – opas inklusiivisuuteen (2024).

ADHD, autism spectrum traits, dyslexia, and other neurodivergent characteristics are not illnesses or disorders, but different ways of perceiving the world, responding to the environment, solving problems, and learning. However, working life often assumes that everyone progresses at the same pace, under the same conditions, and along the same path. These assumptions can make working life feel too difficult or overwhelming for many talented individuals.

In Finland, employers are legally obligated to promote non-discrimination and equality by developing working conditions and practices. Yet many participants in my study feel this is not realized in practice. Several women I interviewed expressed mixed emotions. They recognize their strengths and describe themselves as efficient, easily inspired, and full of ideas, but they also face challenges related to concentration, recovery, and the demands of the work environment and practices.

A study by Birkbeck University (2023) reveals the reality of inclusion for neurodivergent employees: 65 percent fear discrimination from supervisors, 55 percent fear it from colleagues, and 40 percent feel that appropriate support is not available in the workplace. Employers, on the other hand, report lacking sufficient knowledge — or not even knowing who might need support. Employees don’t feel safe disclosing their needs, and employers don’t know how to help. Yet these individuals — like the women I interviewed — often bring exactly the skills working life needs: creativity, precision, innovative thinking, and authenticity. This potential remains largely untapped.

The Dance of Bees and the Diversity of the Human Mind

Have you ever watched honeybees at work? Each bee has its own role, and their cooperation seems seamless. When a bee finds flowers, it returns to the hive and dances — literally. Through this “waggle dance,” bees communicate the location and distance of the flowers. About 80 percent of the colony follows the directions precisely, flying to the indicated spot to collect pollen. But around 20 percent of the bees ignore the instructions, flying off randomly and deviating from the route. One might think they’re directionally challenged, rebellious, or even foolish — but these bees often discover new, unexpected pollen sources, making the colony stronger and more resilient.

This example from The Neurodiversity Edge is a fascinating metaphor for the diversity of human thought. Neurodivergent individuals — like the women with ADHD whose working life experiences and learning I study in my dissertation — may be those “randomly flying bees.” The given instructions, work methods, or environmental factors may pose challenges, but they can also see opportunities others miss.

New Paths Aren’t Found by Walking the Old Ones

A bee colony cannot survive without explorers of new paths. Likewise, organizations cannot renew themselves without people who think differently. Neurodiversity is not a barrier but an opportunity to view things from a different angle. Working life benefits immensely when we accept different ways of being and learning. My research is still in its early stages, but one thing is already clear: we must promote inclusivity in working life. Not just because it’s the right thing to do — but because it makes us stronger, wiser, and better prepared for the future.

Mia Ahonen, PhD researcher, JATKOT-research group