Claims mental health conditions are overdiagnosed are deeply troubling: Jodie Hill
Recent comments by Wes Streeting suggesting that autism, ADHD and mental health conditions may be “overdiagnosed” are deeply troubling.
Not only do they ignore the reality of those waiting years for assessments, but they risk fuelling a narrative that people are somehow exaggerating their struggles. As someone who works with neurodivergent individuals every day and as a neurodivergent woman myself, I find this rhetoric dangerous.
The suggestion that people are being diagnosed “too often” fundamentally misunderstands what a diagnosis represents. It isn’t a trend, a lifestyle choice or a political inconvenience. It is, for many, the first time their lifelong challenges are recognised and understood.
The real problem in this country is not too many diagnoses. It is too many people forced to cope without any support at all.
Across the UK, adults and children are waiting years for assessments. Many deteriorate while they wait. Many never get the help they need as service lines close! Parents are told their children are “just naughty.” Employees are dismissed as difficult, lazy or underperforming when they are actually overwhelmed or unsupported. And those who finally secure an assessment are often met with disbelief - “Are you sure?” “Isn’t everyone a bit ADHD these days?”
This is the harm created by political soundbites that question the legitimacy of people’s lived experiences.
Instead of asking whether diagnoses are “too high,” we should be asking a much more important question; what does each person need, and how do we meet that need quickly, fairly and compassionately?
Support should never hinge on a label. A diagnosis can be empowering, but it should not be the only gateway to help. A people-first, needs-first approach starts by listening to what individuals are experiencing, and responding without judgement.
Employers, in particular, have a crucial role to play. Workplaces are often where neurodivergent people face their biggest barriers, yet they are also where adjustments can make the biggest difference. Employers must stop waiting for formal diagnosis letters to act. Under UK law no diagnosis is needed for your legal duty to act to commence. Instead, employers should ask what aspects of this role or environment are creating difficulty, and how can we remove those barriers? Simple changes such as flexible hours, quiet spaces, clarity in communication or assistive technology can transform someone’s working life. They cost little but mean everything to the person receiving them. But beyond adjustments, we must tackle workplace culture. Too many people feel that disclosing their struggles will lead to stigma or career harm. Leadership must create environments where neurodivergent employees feel safe to speak up, knowing they will be supported, not scrutinised. The current rhetoric risks taking us backwards - stoking distrust, deepening stigma and deterring people from seeking help. We cannot allow that to happen. The question is not whether diagnoses are rising. The question is whether we are building a society and workplaces where people can thrive. If we put people first, needs first and labels last, we can.
Jodie Hill is managing partner of Thrive Law