- Have you encountered individuals at the workplace whose working style is distinctly different from everyone on the team?
- Have you felt that a particular employee takes conversations to a different tangent during discussions frequently?
- Have you witnessed colleagues who struggle with social interactions and get easily tired after office parties?
- Or have you seen colleagues coming up with creative out-of-box ideas that surprise everyone on the team?
Such individuals are most likely to be in the neuro-divergent spectrum, and it’s essential to accept and acknowledge these differences so that the employees on the spectrum, the team, and the organization can function seamlessly. Organizations need to create an inclusive workplace that accepts neuro-divergent individuals and gives them a space to be their true authentic selves. The creation of such a space is a joint responsibility of the leaders, employee allies, and management.
In many situations, due to a lack of awareness about how neuro-divergence must be managed, organizations witness employees on the neuro-divergent spectrum undergoing burnout and, in the worst case, resigning from their jobs. To overcome such workplace burnout, the organization and the individuals on the spectrum must work together for holistic productivity
Challenges encountered by the neuro-divergent employee at the workplace:
- Managing deadlines is a common challenge for neuro-divergent individuals in corporate environments.
- Inflexible, rigid deadlines focused on immediacy can cause intense stress.
- Repeated cycles of intense stress can lead to burnout and shutdown.
- Managers often struggle to trust and understand the working style of neuro-divergent employees.
- This lack of understanding can lead to micromanagement.
- Managers may refuse to provide flexibility, such as working from home, which is essential for many on the spectrum.
- High productivity expectations from managers may not be met by neuro-divergent employees which can lead to disagreements.
- Lack of transparent communication between managers and employees can exacerbate these issues.
Providing support to a neuro-divergent individual at the workplace
So, how can an organization and the team offer support to an individual on the neurodivergent spectrum? With the difficulties mentioned above encountered by the individual daily, it becomes quintessential to create a structure and system in place to support neurodivergent individuals at the workplace. Here’s what organizations can do:
Provide Organizational Accommodations
- Flexible work environments.
- Work-from-home options.
- Ambient spaces with comfortable lighting and sound.
Provide Support for Information Processing Needs
- Providing meeting agendas in advance.
- Offering agendas in written, audio, and video formats.
Techniques for Supporting Neuro-Divergent Employees
- Strategic and Kind Communication.
- Energy Management.
- Addresses issues of stress and overworking.
Enabling Self-Advocacy
- Helps communicate boundaries and expectations.
- Supports the needs of neuro-divergent individuals.
Encouraging Disclosure and Support
- Importance of neuro-divergent individuals communicating their needs clearly.
- Organizations should demonstrate support and facilities.
- Reduces shame and fear, encouraging individuals to reveal their diagnosis.
- Facilitates workplace accommodations and support.
In a world of neurotypicals, neurodivergent individuals are outliers with untapped potential, waiting to be harnessed. With one in 36 children being diagnosed with autism according to the CDC (Centre for Disease Control) in an American Academy of Pediatrics publication, and many adults with late diagnosis having workplace adjustment issues, organizations need to create an inclusive work environment by providing accommodations to employees to work comfortably and with acceptance. Employees on the spectrum are humans born with differences and if given a chance, would give every organization that supports them, loyalty, creativity, and an edge above the rest.
