"The strength of the team is each individual member. The strength of each member is the team.” - a quote by Phil Jackson.
Traditional work settings are not always set up to support the needs of or understand how to harness the unique skill sets of neurodiverse individuals, or those who may process information differently due to autism, ADHD, or other processing disorders. This can present unique challenges when tasked with collaborating with other neurotypical team members or being expected to respond to directives or tasks from employers in a specific manner. In this article, we’ll explore how employers can foster a more inclusive workplace for neurodiverse individuals and ways to support the unique challenges and strengths of ND employees.
The term Neurodiversity is commonly used by individuals diagnosed with but not limited to, Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, and Tourette's Syndrome. Reframing the way we look at neurodivergence can create room for acceptance, validation and comfortability in a workplace and beyond the office walls. According to a 2021 article written by Nicole Baumer, M.D and Frueh, M.D, from Harvard Health Publishing, Neurodiversity is described as “the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits.” Neurodiversity focuses on the unique aspects of our brains and is broken down into categories, “neurotypical” and “neurodivergent.” A 2022 online resource page titled Neurodiversity in the Workplace notes that “teams that include both neurodivergent and neurotypical colleagues have the ability to look at problems from different angles.” This allows for employees to offer each other a wide range of problem solving skills.
People who are neurodiverse may experience challenges managing a workload, coping with stress, staying organized, understanding social cues or norms, adjusting to sudden change, sensory issues, etc. Oftentimes, employees who are neurodivergent experience a level of anxiety that may appear as avoidant to an outside viewer. This individual may shut down if they do not feel understood, supported and be fearful of judgment from colleagues. They may not feel safe to disclose some of these challenges and often mask as more “neurotypical” or socially acceptable to prevent discrimination. Promoting an inclusive environment can provide a warm presence for people to see the strengths of neurodiversity, which often involve unique problem solving skills, dedication and focus on specific tasks, and ability to think differently.
Employers who come from a place of curiosity and with an open-mind are essential in helping their employees thrive professionally. Here are some ways employers can support neurodiverse individuals in the workplace:
- Build People Up! If an employee is having trouble with organization, this could impact scheduling meetings, managing time, and ensuring deadlines are met. An employer may see this as laziness or poor time management skills, without knowledge or understanding of the needs that a specific employee requires. The employee may not know who to turn to about this challenge and feel highly anxious throughout the day. Instead of making assumptions about the employee or judging, engage in curiosity and ask the employee who is struggling what they need. Offer a helping hand, while allowing them to discover their own way to improve organization. They may even teach the employer an innovative approach they never heard of. A second pair of eyes is always beneficial to point out what we may not notice and offer solutions from early on. These conversations are more effective in a private space, not in front of other colleagues to reduce self-judgment.
- Offer Flexible Accommodations: Sensory overload is a common occurrence that is not talked about enough. This idea is discussed in an article on the “Autism Speaks” webpage stating, “for someone who is hypersensitive, it can take a lot of effort to spend all day under LED or fluorescent lights, navigate a crowded space or process conversations in rooms with background noise.” More recently, work spaces have implemented accommodations for different styles of learning. Having “quiet rooms” available for employees who function more effectively in silent environments may improve productivity and lessen potential emotional distress. Employers are encouraged to provide the option of ear plugs, noise canceling headphones or times of day where office quiet hours are scheduled. Allowing employees to use sunglasses or a hat under fluorescent lights may reduce sensitivity for the long hours spent at work.
It may also be beneficial to schedule a structured time for employees to focus on specific work tasks or to coordinate “meeting free” days or periods. This can aid in an employee feeling less distracted during meetings and more present to the task at hand. Lastly, employers should consider individuals who function more effectively with a bit of distraction. Fidget toys, doodling pads, and having movement breaks are just some examples of these tools. Having accommodations available for neurodivergent employees may reduce burn-out and increase sustainability of employee performance.
- Clear Communication: In any relationship, whether professional or personal, communication is the key to connection and collaboration. Documentation of any policy or expectation should be in writing to avoid an employee misinterpreting a directive. Send a calendar invite, email, or ask the employee if they need clarification. Employers can paraphrase as a technique to make sure that they heard the employee correctly and to validate their needs. This tool gives the employee the opportunity to clarify if necessary. When changes are made, it may be difficult for employers to provide advanced notice. If able, this form of communication would allow time to adjust, with an explanation to employees. Lastly, now that sensory overload has been explained, communication of loud noises to employees is crucial. Examples such as a fire drill or announcements from staff can certainly startle some employees and impact their ability to regulate and focus on work tasks.
- Mental Health Awareness: Training sessions focused on mental health and diversity that are offered and encouraged would also spread awareness and foster inclusion among colleagues. An educational focus on the strengths of neurodivergence will be crucial for people who are unfamiliar with these terms in reducing biases. This may also make someone feel safe in disclosing their neurodivergence and increase advocacy in the workplace.
In the interconnected world we live in, it is refreshing to see people build each other up through empowerment and support as opposed to bringing each other down due to our differences. Implementing policies and educating ourselves and others on the strengths of neurodiversity can help employers create a safe space for individuals to embrace who they are and thrive professionally.
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