Part One: Neurodivergence at Work, Making Your Workplace Supportive

This week we start a new series delving into neurodivergence at work. We shall discover what neurodivergence is and how it can be a problem when it is unsupported in the workplace. We’ll find out what you can do to make your workplace a supportive and understanding environment for neurodivergent people. Next week we will look at the benefits of having a neurodivergent workforce.

What is neurodivergence?

You might not have thought much about neurodivergence before, but it is estimated that up to 20% of people are neurodivergent. Neurodivergent simply means that their minds work differently than the majority. You might even be neurodivergent yourself and never realised that you were. Neurodivergency means that you will act, think, or behave differently in situations than someone who is not considered neurodivergent. It is not about acting in a way that is right or wrong, it simply means that your response will not be what is considered average.

What kinds of conditions count as neurodivergent?

Neurodivergence is a blanket term that covers many conditions that you will be familiar with, including autism, dyslexia, OCD, Dyspraxia, and attention deficit hyperactivity disorder (ADHD). The blanket term neurodivergent was created in the late 1990s by an Australian sociologist, Judy Singer.

What does neurodivergence mean at work?

Neurodivergence is something that we should celebrate. It is not something an employer should be scared of and it is certainly not something that needs to be fixed. In fact, neurodivergence can be a huge benefit in the workplace, which is something that we shall look at further next week.

How you can make an inclusive and understanding work environment for neurodivergent employees?

Education

Learn about neurodivergence. Don’t wait until you have an employee identify themselves as neurodivergent. You will already have neurodivergent staff, you just might not be aware of it. You and your staff must be fully aware of what conditions make up neurodivergence and how they can be best accommodated in the workplace.

Flexibility

Everyone has a different way of working that works best for them, and this is especially true of the neurodivergent. Perhaps they have a very set time that they would like their lunch break, or maybe they would prefer a quieter corner of the office to work in, or they might know that they will perform better if they work from home. Try and be flexible in accommodating these needs, and make sure you provide an environment where staff feel that they can make their preferences known.

Provide Accommodation

You must work with employees to discover what accommodations they might need, and then provide them. This is where education is important, as not every neurodivergent person is aware of all the accommodations that might benefit them, so discuss things with your employees and be prepared to offer suggestions. Alternatively, you can hire a specialist in neurodivergent conditions to provide individual recommendations.

Be Inclusive

An inclusive workplace has a culture that values diversity. Think about if your workplace is totally inclusive. You can organise awareness sessions and training programs or workshops to help achieve this goal. A diverse and welcoming workplace will ensure a staff that is happy and performs better, which is a win-win for everyone.

Be clear!

Not everyone can understand the nuances and ambiguities of communication. Neurodivergent staff may prefer precise and clear instructions so that they know exactly what is required of them.

Communicate

Your workplace should be a fully welcoming place where people feel free to be themselves without masking. If you do not have this environment, you need to ask yourself why and what steps can be taken to make a change.

Employees should feel comfortable discussing their needs and preferences and best working methods. This will result in them producing the best work for you that they can.

However, remember that not everyone is comfortable with their neurodivergence and its implications. They might be masking for this reason. If you feel that an employee is masking and doesn’t want to communicate their needs and preferences with you, then you need to make it clear that that is perfectly fine and that they are welcome to approach you whenever they feel comfortable. Some neurodivergent people would rather express themselves in written rather than verbal form, so keep all communication methods open to such approaches.

Feedback

Providing regular, clear, and constructive feedback on how an employee is doing can really make a difference. This makes it clear what you are expecting and how they can help to meet these recommendations. If you can, tailor your feedback style. A neurodivergent employee might really benefit from a precise and detailed breakdown of what they should be doing and exactly how they could do it better.

Sensory awareness

Many neurodivergent people are more sensitive to environmental stimuli. Be aware of this and try and offer a working environment that can meet their needs. Maybe they need a quiet place to work or need noise-cancelling headphones, or dimmer lighting. It is important to understand that many workers will not be happy in a brightly lit, busy, loud office. Or maybe the office is in a very busy city and they cannot cope with a rush hour commute or a city location at all. Work with your employee to find a working environment that works best for them and they will provide you with their best work in return.

Social interactions

Support social interactions, but be aware that not everyone will want to participate in the same way. Try and accommodate the needs of everyone. Your aim is for all your employees to feel comfortable. And do remember, that some neurodivergent people will simply not feel comfortable attending a purely social activity.

Privacy

Remember their condition is theirs. Only discuss it with others if you have explicit consent and when it is relevant.

Why does this matter?

Having unsupported neurodivergent staff will result in them underperforming at work. They will not feel happy and relaxed. In some cases, they will not be able to carry on working. Therefore it is vitally important that you understand neurodivergence and work to make an inclusive working environment.

Next week we will look at the benefits of having a neurodivergent workforce.

Final thoughts

At Parker Shaw, we have been at the forefront of the sector we serve, IT & Digital Recruitment and Consulting, for over 30 years. We can advise you on all your hiring needs.

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