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Workplace bullying is a problem that is often underestimated. For individuals who deviate from the standard norms within an organization—whether due to their personality, thinking style, or neurodivergence—this can have a profound impact on their well-being and job satisfaction. While others may easily blend into a group, they stand out due to their way of thinking, communicating, and working. This makes them more frequent targets of negative social dynamics.
Why Are Some People More Likely to Be Targeted?
The root cause often lies in the fact that they function differently from the majority, but in different ways.
Introverted individuals, for example, prefer to take time to think before speaking, whereas many workplaces value quick responses and social interactions. This can give them a reputation for being distant, arrogant, or uninterested, which may lead to exclusion or subtle forms of bullying such as gossiping and social isolation. Additionally, they often have less need for superficial social contact, which can result in fewer workplace friendships and increased vulnerability to exclusion.
People with a neurodivergent mind, such as those who are highly gifted, have ADHD, or are autistic, process information and communicate differently from the majority. They think quickly, see connections others miss, and ask critical questions that are not always well received. In a team that values conformity, this can create friction with colleagues who feel insecure due to their sharp intellect or direct communication style. This can lead to sabotage, belittling of ideas, or even open hostility. Moreover, neurodivergent individuals often have a strong sense of justice and struggle with office politics, making them particularly vulnerable to bullying in competitive or hierarchical work environments.
Scientific studies confirm that deviant behavior—in terms of different communication styles, thinking, or working—significantly increases the risk of workplace bullying. A study by Einarsen et al. (2020) highlights that workplaces with a competitive or hierarchical culture are at a higher risk of fostering bullying behaviors. For introverted and neurodivergent employees, who are often less visible in group dynamics or perceived as a threat, this presents an additional challenge.
What Can You Do If You’re Being Bullied?
First, it is important to acknowledge that workplace bullying is not something you should accept or try to "fix" by adapting yourself. It is a structural problem that requires attention and action. Start by seeking support from colleagues you trust and document what happens. An objective record of incidents can be helpful if you decide to address the issue with HR or management.
Additionally, setting clear boundaries is crucial. Introverts often tend to avoid conflict, but this can encourage bullies. By assertively indicating where your boundaries lie—without becoming emotional—you send a strong message. For neurodivergent individuals, it may help to learn how to present their message in a way that is less confrontational. Communication skills training can be beneficial in this regard.
If the situation does not improve, seeking external help, such as a confidential advisor or labor lawyer, may be necessary. In some cases, looking for a new job might even be the best solution, no matter how frustrating that is. Ultimately, you deserve a workplace where you are valued for who you are.
Standing Together Against Workplace Bullying
Workplace bullying is not an individual problem but a structural challenge that requires awareness and change. Employers play a crucial role in fostering an inclusive culture and actively addressing bullying behavior. If you recognize and experience this, know that you are not alone and that there are steps you can take. Let’s work together to create workplaces where everyone can be themselves.