How to recognise the benefits of neurodiversity in the workplace, while how society is increasingly recognizing and valuing the unique talents of individuals with autism, ADHD, dyslexia, and high sensitivity.
As television brings neurodiversity more and more into the mainstream, society is gradually recognizing and appreciating the extraordinary talents of individuals with autism, ADHD, dyslexia, high sensitivity, and other neurodivergent traits. However, despite this growing awareness, many neurodivergent individuals still encounter barriers in the workplace. How can companies prevent these hurdles and fully tap into the potential of their diverse workforce?
Over the past twenty-five years, awareness of neurodiversity has significantly increased. Not only are more children receiving diagnoses, but parents and educators are also equipped with better tools to support them. Yet, when it comes to the workplace, companies often continue to operate under a one-size-fits-all approach, neglecting the unique needs of their neurodivergent employees. This disparity is disheartening, especially considering how well people tend to care for plants, catering to their individual requirements for sunlight, water, and care. Neurodivergent individuals deserve the same consideration.
Job advertisements often seek “supermen” and “superwomen” who are sociable, perfectionistic, flexible, and perpetually available. While open office layouts, brainstorming sessions, communal lunches, and after-work gatherings might be enjoyable for some, they can be challenging for others. For instance, individuals with autism often struggle with overstimulation, making large group meetings and distractions more difficult to handle.
Thankfully, the COVID-19 pandemic has brought some flexibility, with more companies embracing remote work and online meetings. However, this shift hasn’t been entirely beneficial for neurodivergent individuals, who may find it harder to interpret facial expressions and body language on a screen. Balancing the need for remote work with in-person interactions becomes crucial.
Creating a neurodiverse-inclusive workplace requires personalized approaches, as no standard rules apply to all neurodivergent individuals. Employers should engage in open dialogue with their employees to understand their specific needs. Nevertheless, there are some general tips that can benefit a wide range of neurodivergent employees. Simple adjustments, such as shorter work blocks, reduced meetings, and limiting the number of participants in meetings, can help alleviate sensory overload. Employing visual aids like “hold up” boards during meetings can provide a discreet way for individuals to communicate their comfort levels.
Although these accommodations might initially feel unfamiliar, they can make a world of difference. Nevertheless, there may be a downside, as some privileges granted to neurodivergent individuals could arouse envy among their colleagues. Hence, it is crucial for employers to support these accommodations openly and communicate with other team members about the importance of neurodiversity awareness.
Understanding and embracing the unique needs of neurodivergent individuals reveal their extraordinary talents. Their creativity, ability to perceive patterns others miss, and skill in automation can bring fresh perspectives and efficiencies to the workplace. In fact, many of the adjustments that benefit neurodivergent employees also enhance the work environment for neurotypical colleagues, as everyone can benefit from reduced stimuli and noise.
In essence, neurodivergent individuals serve as a barometer for workplaces, demonstrating what works well for them often proves advantageous for all. By adopting inclusive practices and nurturing a diverse, supportive environment, companies can unlock the full potential of their neurodiverse workforce, creating a productive and innovative future for all.
(c) Sam Peeters for The European Autist
The European Autist 