When you consider what workplace inclusion looks like, do you include accessibility, disability, and neurodiversity? If your answer is no, you’re not alone.
Companies have a lot to gain from embracing neurodiversity.
Despite the many benefits of including neurodiversity in your policies for inclusion, a survey of Fortune 500 companies found discriminatory attitudes in hiring practices.
The survey found that only 20% of Fortune 500 companies responded affirmatively to hiring applicants with neurodivergence and mental disabilities.
Despite these abysmal numbers, the good news is that the workplace is constantly changing.
Workplaces can incorporate neurodiversity into their policies, thereby creating more inclusive environments.
Read on to discover more about what exactly neurodiversity and neurodivergence are, how you can receive support for your neurodivergence, and how leaders can make their workplaces neuro-inclusive.
Defining Neurodiversity
To understand how neurodiversity fits into the workplace, let’s take a deeper dive into what neurodiversity, neurodivergent, and neurodivergence are.
Neurodiversity is a broader term to describe the natural variation that all of us have in the way our brains function, think, perceive the world, process information, and develop.
For a workplace to thrive, it needs to have different people with different strengths.
For instance, one person may be great at math and numbers and handle the finances, while another person may be very creative and handle the company's social media posts and strategy.
These differences allow the workplace to get the best results with creativity, innovation, and problem-solving happening in all areas of the company.
Neurodivergence as an Extension of Neurodiversity
Neurodivergence and its related term neurodivergent are both extensions of the term neurodiversity.
They were coined in 2000 by an autistic advocate named Kassiane Asasumasu.
This term is used to refer to individuals whose neurocognitive functioning diverges from neuronormativity or dominant societal norms surrounding brain functioning.
Kassiane Asasumasu advocated for neurodivergence and neurodivergent to be used as a form of inclusion, not exclusion.
As such, neurodivergence and neurodivergent are umbrella terms that not only include neurodevelopmental conditions such as autism, Down syndrome, and ADHD.
They also include:
Anxiety
Depression
Trauma
Bipolar disorder
Epilepsy
Tourette syndrome
Obsessive-compulsive disorder
Other conditions where the brain diverges from dominant social norms.
In contrast, those whose brains function similar to dominant societal norms are considered neurotypical.
Is Neurodivergence a Disability?
There are approximately 600,000 neurodivergent Canadians, and up to 15-20% of the U.S. population is neurodivergent.
But is neurodivergence considered a disability?
The answer is that it depends.
For a neurodivergent condition to be considered a disability, there would need to be some impairment to one's day-to-day functioning.
While some neurodivergent individuals may consider themselves disabled because society is not built for neurodivergence and impairs their functioning as a result, not every neurodivergent individual will.
Whether or not neurodivergence is a disability is nuanced. We encourage you to always refer to what a neurodivergent individual prefers to identify as.
Neurodiversity and the social model of disability
The social model of disability is a model of disability that was created in the 1980s by disability activists to reframe how society thinks about disability.
The outdated model of disability is the medical model, which views disability as a disease and something that needs to be fixed. It assumes that people are disabled by their conditions.
In contrast to this model, the social model of disability states that disability is a result of an inaccessible world.
In the workplace, the medical model would view a neurodivergent individual as disabled by their neurodivergence.
Whereas, the social model would view an inaccessible world and all aspects that make this world inaccessible as the cause of the individual’s disability.
It is the responsibility of the workplace to remove barriers to access so that all neurodivergent individuals can thrive.
What barriers do neurodivergent individuals face in the workplace?
Neurodivergent individuals face many barriers to finding and maintaining employment.
The Public Health Agency of Canada found that only 33 percent of autistic adults were employed in 2017, compared with 79 percent of adults with no disability.
Barriers that neurodivergent individuals face in the workplace may vary from workplace to workplace, but some common barriers include:
A lack of awareness and understanding about neurodiversity
Difficulty obtaining accommodations
Unclear and ambiguous communication
Having to mask neurodivergent traits to fit into social norms
Feeling unable to disclose neurodivergence
Biases surrounding professionalism that don’t take into account neurodiversity.
Fear of and a strong emotional response to rejection, which limit jobs neurodivergent individuals apply to.
These barriers to employment are also quite common in the interviewing and selection process.
There are many myths regarding autism or myths about other neurodivergent conditions that show up in hiring practices.
For instance, hiring managers may view a lack of eye contact as unprofessional.
Since neurodivergent individuals may be more likely to not give eye contact, employers may turn down highly qualified candidates due to biased hiring practices.
Moreover, given that neurodivergence is an umbrella term, neurodivergent individuals will present with different challenges, which can further complicate people’s understanding of neurodiversity and cause further barriers.
Benefits of embracing neurodiversity in the workplace
Having a workplace that contains neurodivergent individuals provides a workplace with a competitive advantage over workplaces that do not.
There are some environments and tasks that neurodivergent individuals will thrive in, and some neurotypicals may be needed.
The more neurodiverse your workplace is, the more likely it is to be able to more effectively achieve a wide variety of tasks.
Neurodivergent individuals also bring a variety of strengths to the workplace, including:
Processing information: autistic individuals' capacity to process information is better than the average.
Creativity: many neurodivergent individuals are able to see complex connections that others can’t and can come up with creative ways to solve problems.
Different perspectives: neurodivergent individuals provide different ways of thinking.
Loyalty: neurodivergent employees are more likely to stay in a workplace, which can increase a company's retention rates.
Team productivity: teams with neurodivergent employees are more productive than those without, according to Deloitte.
In addition, employers who implement neurodiversity inclusion initiatives are more likely to obtain improved company culture and morale and better managers.
What Does a Neuro-inclusive Workplace Look like?
Neuro-inclusive workplaces are workplaces that value neurodiversity and promote the inclusion of neurodivergent individuals in their hiring and retention processes.
Building a workplace that is neuro-inclusive takes work and won’t happen overnight.
It requires looking at your current interview, hiring, and retention processes and seeing where improvements can be made.
Every workplace will be different in regards to what improvements are needed, but some common improvements are listed below.
Focus on improving workplace understanding of neurodiversity
The concept of neurodiversity is fairly new, even though neurodivergent individuals are not.
One way for employers to make a workplace more neuro-inclusive is to include awareness training.
This should be company-wide and ongoing to allow all employees to understand what neurodiversity is, how it benefits the workplace, and how to remove barriers for neurodivergent employees.
In addition, this awareness training should be provided by those with lived experience of neurodivergence to give them a voice in creating new policies and initiatives that impact them.
The benefits of this are twofold.
Managers can learn more about neurodiversity so they can better accommodate neurodivergent individuals.
Individuals who are neurodivergent and may not have known may be better able to understand why they struggle and how to seek accommodations to succeed.
2. Create a guide on accommodations that is readily available to staff
One barrier to neurodivergent employees receiving accommodations is the lack of access to information about these accommodations.
To avoid misunderstandings and confusion, you can create a guide about your accommodation process.
This should ideally be given to all employees during the onboarding process and should include examples of accommodations that employees can access.
You can also make sure that your accommodation process is fully accessible by eliminating the need for an official diagnosis to access accommodations.
This is not accessible to everyone and can create further barriers.
3. Be flexible
This flexibility often goes hand-in-hand with accommodations.
Not everyone can get an official diagnosis for ADHD or other neurodivergent conditions due to the many barriers to seeking one.
For this reason, having open and flexible accommodation processes allows more individuals to get the support they need to thrive.
Moreover, everyone can benefit from flexibility within the workplace, not just neurodivergent employees.
Employees can structure their days in a way that best suits their work styles and peaks in productivity.
This will allow employees to perform better, which can improve company productivity levels.
Offering a flexible location and hours allows workers to meet their disability-related needs.
For instance, remote work can allow neurodivergent employees to be in a less stimulating environment, allowing them to focus and perform better.
4. Listen to the needs of your employees
The best place to start in understanding what areas of your workplace need improvement, is to go directly to those currently impacted by your policies.
You can ask them where they think your workplace falls short in terms of accommodations, support, and neuro-inclusion.
Allow each employee to create their own “employee manual,” which showcases the accommodations they need to succeed, their communication styles, their strengths and weaknesses, etc.
Ultimately, employees tend to perform better when they feel listened to and heard.
Therefore, taking this feedback and implementing it is an important step.
5. Find alternatives to traditional hiring practices
Traditional hiring processes often use verbal communication methods to find out if someone is the right fit for a job.
But we need to consider that different people shine in different areas.
The lack of flexibility in hiring processes could mean that you turn down individuals who are not the best in interviews but great on the job.
Consider implementing hiring processes that allow candidates to choose which methods they want to showcase their skills, including:
A traditional verbal interview
A written letter with the answers to various questions
Paid on-the-job practice weeks and training
Group tasks
Presentations
Creative outlets and showcases of skill levels
You could also consider writing a statement when you are hiring on your job description.
This statement may include: “Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC), LGBTQ+, disabled, and other marginalized groups may self-select out of opportunities if they don't meet 100% of the job requirements. We encourage individuals who believe they have the skills necessary to thrive to apply for this role.”
This way, you are increasing your odds that qualified individuals from all populations are more likely to apply for your position, and you are hiring a diverse array of qualified individuals.
Accommodations to Support Neurodiversity in the Workplace
Many neurodivergent employees feel that their employers difficult or rigid accommodation processes place significant barriers to their success in the workplace.
Some workplaces may require an official medical diagnosis before accommodations.
For those with neurodivergence, these assessments can have a long wait time or a high cost associated with them.
Creating policies where neurodivergent individuals can self-identify themselves to get accommodations could help reduce this barrier.
Each neurodivergent individual will benefit from different accommodations, but some possible accommodations include:
A quiet place to work to minimize distractions
Noise-cancelling headphones
Extra time on assignments or tests
Allowing for microbreaks
Flexible work hours and location of work
A condensed work week
Communication that is clear, direct, and free of ambiguity and sarcasm.
Alternative communication methods
More frequent feedback
Minimizing long meetings
Stress balls and fidget spinners
Dimming the lights
Mental health days
Having a body double or work buddy
Regular check-ins
Planning software's
Automatic reminders
Assistive technology
The presence of accommodations within your workplace policies helps neurodivergent employees recognize the support they may need to succeed.
Tips for Managing Work as a Neurodivergent Individual
Managing work as a neurodivergent individual can have its challenges, but there are various things you can do to make the selection, hiring, and retention process easier for you.
Here are some of the suggestions:
Ask for accommodations: If there is an HR department at your work, this is often the first step to seeking accommodations. If your workplace does not have an HR department, check your company's policies on seeking accommodations. These accommodations will involve alterations to the environment, format, or equipment that allow you to succeed.
Create a routine: uncertainty can trigger neurodivergent struggles, especially for autistic individuals who thrive on routine. This makes setting up a consistent routine important. You can set up a specific time to wake up, eat, work, take breaks, wind down for the night, and go to sleep to add structure and minimize the risk of changes.
Consider your preferences and strengths. Choosing a career is often a step that involves flexibility and freedom. We recommend that you focus on a career that takes into account the strengths that your neurodivergence provides. If you are super creative, graphic design may be an option. If you are analytical, consider accounting or bookkeeping. If you love mental health, consider becoming a therapist or mental health coach. Self-employment may also be an option for those who are innovative.
Manage sensory overload and self-image with positive affirmations. Work environments are not built for neurodivergent individuals, which can make us feel like we are broken. It can also create sensory issues that can be triggered by navigating a non-accommodating world. Positive affirmations can help boost confidence and manage sensory overload.
Spend time unmasked: many neurodivergent individuals may spend time masking or hiding their neurodivergent traits at work to avoid being an outcast. This can be exhausting and drain your energy. It also runs the risk of burnout. To compensate for this and restore your energy, spend time in environments where you can be yourself and not have to hide who you are.
Create a workspace with visual aids; make this a space that is dedicated to your individual needs. Make sure it is clutter-free and distraction-free. If you need sensory stimulation, add a fidget spinner or slime. You can also add pens in a variety of colours. Make this space solely for work, so you can get into the mindset of work. Use calendars and visual aids to remind yourself of specific work-related deadlines.
Self-Employment: If traditional employment is not working for you as a neurodivergent individual, self-employment may be a viable option. It can allow you to attend to your needs by creating your own schedule and location for work. In addition, you can use your neurodivergent strengths to your advantage to create a business based around your passions.
Sign up for neurodivergent job pools: resources such as Mentra and Specialisterne provide neurodivergent individuals with a job pool to apply to jobs that are neurodivergent-friendly.
Find Neurodivergent-friendly jobs: there are specific fields that may be more suited to the strengths of neurodivergent individuals. These include technology and IT, data analysts, cybersecurity, graphic design, research, virtual assistance, technical writing, and content creation. What jobs best suit you will depend on your unique skills.
Book a Free Consultation With Blue Sky Learning
Blue Sky Learning team members embody values of compassion, empathy, and person-centered approaches to care.
Are you a neurodivergent individual looking for neurodivergent coaching or therapy to navigate your workplace challenges?
Or, are you a workplace looking to make your workplace more neuro-inclusive?
Book a free 20-minute consultation with one of the Blue Sky Learning team members by emailing hello@blueskylearning.ca or head on over to the Blue Sky Learning website.
Comments