At ibex gale we are passionate about the creation of inclusive workplaces which tackle inequalities and promote a culture of fairness. Neurodivergent people often face significant disparities at work, and this is increasingly becoming an area of challenge for employers.
A common issue for staff, and a reason for many disability discrimination claims, is a perceived failure by the employer to implement reasonable adjustments to take account of their neurodivergence. The implementation of tailored modifications in the workplace can considerably benefit an individual and enhance the overall work environment by making it a more people-centred place to work. Studies have also shown that neurodivergent friendly workplace adaptations can significantly reduce the cost of sickness absence and improve overall performance.
Another critical factor is the fostering of positive relationships at work, which encourage supportive conversations and a shared understanding of the challenges faced by a neurodivergent person in the workplace. This engenders mutual respect and cultivates psychological safety, resulting in the creation of an environment in which an individual feels able to thrive.
So, how do we create a neurodivergent friendly workplace?
First and foremost, it’s essential to increase awareness and understanding at all levels of the organisation around the fact that everyone’s brain functions in its own unique way and therefore how we interpret situations, how we understand emotions and how we process information will vary from person to person; this is commonly referred to as an individual’s sensory profile. A person’s sensory profile will inform their reaction to certain factors within their environment, which may present them with challenges at work.
Some neurodivergent people will require a visually quiet environment at work on the basis that, when the brain receives too much sensory input at any one time, it can lead to a feeling of overwhelm and hypervigilance and to difficulties in concentration. For example, an open plan environment may not always be conducive to a neurodivergent person being able to function effectively at work. However, by making adaptations to factors such as lighting, noise, positioning of equipment, this can be overcome.
Executive functioning is another factor to consider. A neurodivergent person may expend a substantial amount of cognitive energy to carry out a daily task or process information, as well as navigate the associated feelings and emotions, when compared to a neurotypical person. For example, the disruption and ambiguity which comes with a change in routine or workspace can be extremely challenging and result in challenges becoming disproportionately significant for an individual. This is likely to have a significant impact on physical, mental and emotional energy levels.
It is also important to remove the burden from an employee to articulate the adjustments they need, instead focusing on the tasks they enjoy and what they find more challenging to enable a personalised work plan to be developed which capitalises on their strengths and identifies strategies for overcoming any obstacles.
Ultimately, we should be encouraging curiosity, respect and compassion amongst our workforce in order to develop an organisational conscience which puts people at the centre of its decision-making. There are many ways of achieving this, such as the development of neurodivergent staff networks, where people can interact, connect, share ideas and experiences. Another effective tool is reverse mentoring, which provides a mechanism for senior leaders to advocate for change and improvements for their neurodivergent community.
Evidence shows that an organisation which truly recognises the unique experiences, strengths and challenges of a diverse workforce will achieve ultimate performance.
Author: Caroline Cleal, Lead Associate
For further information about ibex gale, or if you would like to discuss how we could support your organisation, please get in touch at contactus@ibexgale.com or on 0117 251 0566
