8 Ways to Support Neurodiverse Colleagues at Work
1. Educate Yourself on Different Neurodivergences
2. Foster an Inclusive and Accepting Work Environment
3. Provide Clear Communication and Expectations
4. Offer Flexibility and Accommodations
5. Encourage Open Dialogue and Feedback
6. Recognize and Appreciate Diverse Perspectives and Contributions
7. Advocate for Equal Opportunities and Fair Treatment
8. Promote Neurodiversity Awareness and Acceptance in the Workplace
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Despite at least 15 per cent of the UK adult population living with a neurodivergent condition, there is still a stigma attached to the neurodiverse community – especially in the workplace.
Neurodiversity encompasses a broad spectrum of neurological differences, including autism, attention deficit hyperactivity disorder (ADHD), dyslexia, and Tourette’s syndrome. These differences in neurology could lead to a rich tapestry of perspectives, skills, and talents within the workforce if supported and recognized. Supporting colleagues who live with neurodiversity extends beyond acknowledgment; it requires active engagement and understanding to create an environment where everyone feels valued and respected.
However, while many businesses promote their workplaces as neurodiverse, 65 per cent of neurodivergent employees fear being discriminated against, a survey last year revealed.
It’s true that bosses need to take the lead when it comes to special accommodations – offering flexible working arrangements, for instance – but colleagues have a significant part to play as well.
Here are some ways you can support your neurodiverse colleague so they can be their authentic selves and work to their full potential.
Don’t default to saying: ‘It’s a superpower’
Quite often, neurodiverse individuals hear that having their specific condition “is like a superpower”. The truth is that it can be quite debilitating and a constant struggle for many. Many conditions are classified as disabilities, and referring to any sort of neurodiversity as a “superpower” minimizes the challenges people face.
The idea of possessing any kind of “superpower” can also imply that someone is always “on” or able to use that power, creating additional and unneeded pressure on neurodiverse people to fit into a mold that is unnatural for them.
Catch micro-aggressions before they happen
A micro-aggression is a brief but hurtful comment, situation, or action that reinforces stereotypes and prejudices towards a marginalized group. While these are often unintentional, they can cause extra emotional strain and lead to a toxic working environment.
The neurodiverse community is often on the receiving end of these micro-aggressions. Comments such as “I have ADHD-brain today” and “Everyone gets stressed, you need to relax” minimize the experience of those trying to get through the workday with a neurodivergent condition.
Back-handed compliments, stereotypes such as “You’re autistic, you must be good at math”, and even excluding neurodiverse colleagues from social situations increase the stigma around those living with neurodiversity.
Acknowledge intersectionality
Building a workplace that embraces everyone requires an understanding of different identities, for example, sexuality, race, gender, and class, and this includes the experiences of neurodiverse colleagues.
Evidence is starting to point to a correlation between neurodiversity and the LGBTQ+ community. A University of Cambridge study in 2021 revealed that autistic individuals are more likely to be queer than those not living with autism. Separate research found that autistic people are more likely to be gender-diverse than non-autistic people.
Focus on the person and practice empathy
Like the LGBTQ+ community, neurodiversity is not a monolith. Different conditions affect different individuals differently. One person with neurodiversity might struggle more than someone else with the same condition.
Given the approximately 13 million people estimated to be living with neurodivergence, the chances are that many neurotypical people have a friend or family member who views the world differently. This offers a great opportunity to listen to stories with an empathetic ear and share their experiences.
Sarah, a regional account executive for a global drinks company, believes knowing about that shared experience helps.
“Knowing that they have some understanding of ADHD would make me more comfortable and not have to constantly second guess what I am going to say or do,” she says.
Be clear and concise in communicating and collaborating
Neurodiverse co-workers can thrive when clear expectations and structured routines are in place. When collaborating with a neurodiverse colleague, offering checklists, visual aids, or other guidelines can assist in keeping them organized and on track.
When it comes to communication, no one appreciates the: “It’ll be easier to talk than type” DM, but it can be particularly stressful for neurodiverse people.
Lizzie, a senior account executive at communications agency Conteur, says adopting a “no hello” rule is a good idea. Rather than leaving someone hanging on to find out what’s happening, just get right to the point.
“I’d much rather say something along the lines of: ‘Hey Lizzie, how are you? Can you give me an update on that thing you’re working on’?”
The same goes for planning a call: give a reason, “Tell me why you’re messaging me, don’t leave me to panic,” she says.
Support and embrace special accommodations
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