This week is Happiness at Work Week, and we wanted to hand this post over to one of our own team members. She describes herself as neurospicy, and we asked her to share her own thoughts on what a genuinely neuroinclusive workplace looks like.
Here’s what she wrote:
Tapping into neurodivergent strengths
Neurodiversity does come with its challenges, but it can also come with great strengths: pattern recognition, a huge drive to do well, innovative thinking, decisiveness and honesty. What we need is the right environment to help us unleash all of that talent and feel confident in ourselves.
When organisations remove the barriers we face, they can tap into that powerful mix of skills, strengths and perspectives.
Top tips for a neuro-friendly working environment
- Don’t assume someone’s neurodivergence tells you what they can or can’t do: ask what works for them and be ready to notice and remove your own unconscious bias when it shows up.
- Ask questions and really listen to the honest answers you get back, creating space where people feel safe telling you what they need even when it’s not what you expected to hear.
- Communicate clearly, with clear deadlines and clear expectations, saying what you mean and putting it in writing rather than relying on people to pick up on hints or tone.
- Send agendas and action logs ahead of meetings to allow prep time, so people can process information at their own pace instead of on the spot.
- Be flexible about how information is shared, since some people find verbal instructions difficult to take in and process things better in writing, so offer both wherever you can.
- Some people feel uncomfortable having their camera on for a whole online meeting, so let them turn it off while they’re speaking if that helps them feel more confident or let them contribute through the chat function instead.
- Think about physical workspaces: although many of us work from home, some people can’t function at their best around bright, blinking lights, loud noises, or (my nemesis) complete silence, so ask people what they need rather than assuming everyone wants the same setup.
- Allow space and time for movement, since some people think and focus better when they can move, so build breaks and movement into the working day rather than treating stillness as the default.
- People thrive at different times of the day, so focus on flexible working and output rather than hours worked; the more flexibility you can offer, the better your team can perform.
- See the potential in people and don’t let the barriers fool you into underestimating what someone can do; break the barriers down instead.
- Create a support network for other neurodivergent colleagues, since peer support matters more than people realise and gives people the chance to connect with others who understand.
Be proud
And lastly: be proud of your neurodivergent colleagues and be proud of your neuroinclusive workplace.
