Workplace Inclusion: Neurodivergent Lessons from Invisible Conditions
Working with a client navigating an invisible condition has given me unexpected clarity about workplace challenges for neurodivergent professionals.
A Paradigm Shift
As a coach supporting neurodivergent professionals, I recently worked with a client whose suspected Mast Cell Activation Syndrome (MCAS) fundamentally reshaped how I understand performance, burnout, and workplace design for people whose systems operate with different specifications.
Their experience has deepened my appreciation for the complex interplay between invisible conditions and professional success.
Recognising the Pattern
My client had always experienced distinct responses to workplace environments that others didn't notice. When their body provided clear signals in response to common workplace conditions - brain fog during certain meetings, fatigue in specific buildings, reactions to office environments - it took time to recognise these as legitimate workplace considerations rather than personal failings.
MCAS occurs when immune cells activate protective responses, releasing chemicals that cause systemic inflammation, sometimes affecting cognition and energy. The triggers can be surprisingly common workplace elements.
What MCAS and Neurodivergence Share
Through our work together, we identified how both MCAS and neurodivergence involve:
Unusual responses to “normal” environments
Unpredictable symptoms often dismissed by others
Stress-reaction cycles that make things worse under pressure
A need for proactive, individualised strategies
And most crucially: both often go unseen, leaving professionals to silently battle challenges while appearing “fine.”
The Workplace Stress Cycle
We discovered how workplaces can unknowingly trigger MCAS – perfumes, cleaning products, overstimulation, and stress itself all increased their symptoms. Anxiety about reacting worsened the problem, much like how sensory overload or unclear expectations affect neurodivergent professionals.
Even small triggers can derail performance if they're repeated without mitigation.
Professional Management Strategies
Together, we developed strategies that required the same proactive planning many neurodivergent professionals use. Their toolkit included:
Medical management tools (antihistamines, mast cell stabilisers)
Environmental adjustments (like requesting fragrance-free spaces)
Communication strategies that advocate needs clearly
Stress regulation tools between meetings
It wasn’t’’ overkill – it’s what makes sustainable high performance possible for them.
Five Lessons for Neurodivergent Professionals
Working with this client strengthened how I support neurodivergent people navigate their workplaces:
Early self-awareness prevents burnout - Recognising triggers before they escalate
Clear, specific advocacy works better than vague disclosures - "I need low-sensory environments" vs "I have sensitivities"
Flexibility is a leadership asset - Adapting to different environmental and processing needs
Validation from community boosts resilience - Connecting with others who understand invisible challenges
Environmental awareness improves performance - Understanding how workspace impacts function
These aren’t just health lessons – they’re career strategies.
A Note on Diagnosis
My client hadn't received a formal MCAS diagnosis. Many people won't. But like neurodivergence, lack of a label doesn't make the experience any less real – or the strategies less necessary.
Transform How You Lead
Understanding how different systems operate – whether neurological, immunological, or both – can transform professional performance. This client's journey made them a better leader, not despite these challenges but because of them.
If you're facing unexplained professional struggles, I hope this perspective helps you feel seen – and perhaps sparks new ways to understand your own workplace experiences.
Let's keep expanding the conversation on what professional inclusion really means.
This post reflects professional observations and is not medical advice. Please consult a healthcare professional for individual concerns.
#NeurodivergentLeadership #MCAS #ProfessionalPerformance #InvisibleDisabilities #NeuroinclusiveDesign