You asked: “Isn’t it risky to ‘label’ people at work?”

It depends on the workplace culture but in reality the ‘labels’ will probably already exist. These labels are often things like lazy, quirky, perfectionist, blunt etc. For a lot of people, once they get an official label, these other personality traits become understandable and the labels less offensive.

A label allows us the room to get the support we need, and it gives us vocabulary to explain and understand our strengths and issues, and to identify adjustments we can make to help us be more effective at work and life in general.

In a perfect world, we wouldn’t need the labels, and everyone could just be treated as individuals and work in the way they work best. Until we get there though, labels enable us to get the support we need to function in a world not designed for our brains.

If someone is in an environment where the label is thought to be causing issues, it could be that that environment needs to work on destigmatising labels. This can be done by talking openly about neurodiversity and other needs.

P.S. If you need help getting those conversations started, then get in touch!

Labels aren't the problem. Misunderstanding them is.