(Mis) Understanding Neurodiversity
Part 2: How to really support neurodiverse employees' work
Greetings!
This is the second part of a series which looks at neurodiversity in the workplace.
In part 1 we looked at what neurodiversity is.
To recap:
Neurodiversity simply refers to the differences between all of our brains and how that can make us think, learn, feel and work differently. While this is the definition of neurodiversity, the term is most commonly used in the context of those with more significant differences in the brain, such as with autism.
I then criticised common practical suggestions for accommodating neurodiversity in the workplace, which often simply include basic suggestions that centre around avoiding distractions and using noise-cancelling headphones. I discussed the range of differences that exist in the brain, and how these suggestions were limited and could even harm efforts to include neurodiverse people in the workplace.
In this, the second part of the series, I will explore how we can go beyond simple recommendations and, in particular, truly support neurodiverse workers in the workplace.
A bit of background research
In order to accomplish my goal of developing a plan on how to better support neurodiverse workers in the workplace, I first looked at neurobiology research to see the different areas in the brain, and how they relate to different functions and behaviours.
This research gave me an understanding of the different functions in the brain which could be impacted by neurodiversity.
I then wrote these up as a list to get a much more comprehensive idea of different areas which may affect neurodiverse people.
For example, there are some people with ADHD who struggle more with the "vision" side of things, such as reading and processing what they may see. For some with autism, there may be differences in emotional regulation, and remembering faces.
The support plan
I would then use this list as a basis on which to work with my neurodiverse staff member, so that over time we could create an ideal working situation.
Ideally, I would explore each of the sub-areas and discuss it with them, in the context of the work they do, how they feel about their work in relation to these areas, and any difficulties and strengths they have. This would also be combined with my non-judgemental observation on how each of these areas overlap with the work of the employee. From this, we can discuss ways to adapt the workplace and their work, and over time create an inclusive and fruitful work environment.
I created an example of such a support plan below to illustrate this in more detail. Alongside each area of interest, there is an area for self-assessment and relevant notes, as well as areas to improve or adapt in the future planning column.
Although this is not an example of a real-life neurodiverse person, all of the points made in the self-assessment are drawn from actual research on neurodiverse people such as those autism, ADHD, PTSD, and anxiety. We can clearly see the range of diverse ways neurodiversity can impact work, and how this support plan would allow for better individual support.
As each person is different in their neurodiversity, and each workplace and role is different, I truly believe this is an evidence-based, and holistic way in which we can support neurodiverse people in their work. While it may not be 100% perfect for all people, this would allow even those with a limited understanding of neurodiversity to support their workers to thrive at work.
Final thoughts
While I have detailed a comprehensive plan of how I would support neurodiverse workers with their actual work, there are other considerations which need to be made. This includes creating and using inclusive hiring processes, and reflecting on how we talk about and discuss neurodiverse people in the workplace.
As research overwhelmingly suggest, I believe that creating supportive workplaces for neurodiverse workers is really important, and more understanding and accommodation would be beneficial to all workers, not just neurodiverse workers. This is what I will discuss in a future post in this series.