Navigating neurodiversity in the workplace. This is a subject that thankfully has begun to get a little more attention in recent times, and rightfully so. As the mother of a young man who has both Cerebral Palsy and is on the Autistic spectrum I feel quite passionately that the challenges of the neurodivergent person in the workplace is a subject we all need to become far more familiar with.
First off, do we know what neurodiversity actually means? In simple terms it is the idea that the brain can function in so many different ways and the ways in which a neurodivergent person functions is just that … its about differences and not deficiencies …
Under this banner the conditions can include ADHD, ADD, dyslexia, autism and more. You may have noticed that more and more people are receiving a diagnosis and finding themselves somewhere on the spectrums.
Understanding, recognising and being valued for differing and unique perspectives and skills is a starting point for employers to begin to recognise, in order to make the most of what neurodiversity can bring to the table!
I will admit that I do see growing awareness, nevertheless for a neurodivergent person or someone working alongside them, the process of understanding and utilising these often brilliant members of our teams can be a tricky journey to navigate.
I’d like to look at some of the issues I have seen come about and look at how we might deal with them.
Communication conundrum
Initially one of the first challenges that can come up is around communication. The neurodivergent individual may have very different ways of processing information and of expressing themselves. For example a person with autism may not pick up the same social or behavioural clues, yet their levels of perception and emotional depth can be driven instinctively. Alternatively someone with ADHD may really struggle to stay focussed in lengthy meetings. These are just tiny examples of situations that may lead to misunderstandings or perhaps frustration on both sides. At times each party may feel as if they speaking a different language.
Indeed they may be using language differently due to the way they process information. Employers need to encourage harmony in communication by creating space for open dialogue and within a team it will promote understanding individual communication preferences. There are trainings on neurodiversity that would help and promoting a culture where the use of clear and concise language can help see to it that everyone feels heard and valued.
Sensory Sensitivities
For the neurodivergent individual certain environments can be very overwhelming. They can become distracted or indeed distressed by bright lights, strong smells, sudden or loud noises. I have watched my son jump out of his skin when a door slams or a voice is raised unexpectedly. As an employer, one wishes to see their employees excel in their work, but we often overlook the idea that an open plan office with constant chatter, phones ringing even the constant hum of electrical devices can be akin to working in the middle of a crowded market place! However if the office was created with designated quiet areas, noise cancelling headphones, even adjustable lighting it could make the world of difference to say an autistic employee. They would be able to focus and thrive in their role. Similarly someone with ADHD might find their focus can be enhanced with the noise cancelling headphones too. Equally a chronic migraine sufferer would benefit enormously from adjustable lighting. Ultimately inclusive workspaces work for everyone and lead to a more productive, happier and often healthier workforce.
The Structure Struggle
Some neurodivergent individuals thrive on predictability and rigid schedules, clear detailed instructions and routine. Others might truly shine when they are left to tackle a task with bursts of creativity and may not thrive at a steady pace. Indeed they may feel restless and fidgety if they have to remain still for too long.
So again creating an environment where all employees can request accommodations and not be fearful that they will be met with impatience or lack of empathy. Taking care of these details will unlock the full potential of an incredibly talented pool of workers. Collaboration between neurotypical and neurodivergent thinkers can potentially bring down barriers that could be problematic. But this requires everyone in the workplace to be educated so at this time leaders who are actively working to create this environment are pretty rare.
Walk the talk
So how would a near diverse workplace look and feel?
Well for starters the culture of inclusivity and flexibility needs to be established. The environment must have the capacity to benefit everyone. This requires thinking of the workforce as individuals with their own life course. It is about acknowledging our humanity and how every person has ups and downs that may need supporting at times.
A ’No accommodation is off the table” approach and a strong belief that embracing the huge talents that many neurodiverse employees can bring to the workplace will create an environment that would benefit from increased productivity, creativity, innovation, enhanced problem solving and enormous improvements to morale and collaboration.
You may well find that this inclusive culture can support improved business results and unlock a new world of possibilities.
Let’s try to create a world where employers and employees can get the very best out of each other and welcome in a much needed change of attitude!
